<strong>About The Role<br><br></strong>Zenity's People function is growing alongside the business, and the day-to-day work of keeping employment practices compliant, employee data accurate, and benefits running smoothly needs a dedicated owner. This role is that owner.<br><br>You'll own what happens to an employee's record and pay in between hire and exit: transfers, promotions, compensation changes, and the compliance and documentation behind them. Our Employee Experience team leads new hire onboarding and offboarding — you own everything in between, plus the systems and workflows that make it scale.<br><br>Some days that means executing the work directly. Other days it means building the process so the next version takes less effort. Our People processes are still evolving, and this role will help shape them.<br><br>This role reports to our Head of Talent, Lana Clark. Lana’s management style is very much to set expectations and hold you accountable. Supportive and kind is what represents her leadership style best.<br><br><ul><li>NYC based preferred, but will accept East Coast remote.**<br><br></li></ul><strong>About Zenity<br><br></strong>Zenity is the leader in AI Agent Security and the first company to bring an agent-centric security platform to market. As enterprises accelerate AI agent adoption, we are establishing the security framework for how AI agents are secured and governed at enterprise scale.<br><br>We deliver full-lifecycle visibility, governance, detection, prevention, and response for AI agents from build time to runtime, across SaaS, home-grown platforms, and end-user devices. Backed by $180M+ in total funding, including a $125M Series C led by Norwest, with participation from SoftBank Vision Fund 2 and Microsoft's M12, Zenity is trusted by Fortune 500 and Global 2000 enterprises worldwide.<br><br><strong><em>Join us in shaping how AI agents are secured at enterprise scale.<br><br></em></strong><strong><br><br></strong>What You’ll Do:<br><br><strong>HR Operations, Payroll & Benefits<br><br></strong><ul><li>Process employee lifecycle changes in HiBob — transfers, promotions, and compensation changes — partnering with our Employee Experience team on new hire and termination steps.</li><li>Prepare merit increase letters, promotion letters, and compensation adjustment documentation.</li><li>Manage payroll inputs and coordinate with Finance to keep payroll accurate and on time.</li><li>Administer Zenity's employee benefits programs, including health insurance and additional perks, and own the day-to-day relationship with benefits brokers, insurance providers, and other HR vendors.</li><li>Serve as the main point of contact for employees on benefits questions, enrollment, and changes.<br><br></li></ul><strong>HR Compliance<br><br></strong><ul><li>Keep company policies and practices compliant with applicable employment law in the US and other jurisdictions where we operate, and translate changes into practical People processes.</li><li>Maintain and update the Employee Handbook so it reflects current legal requirements and Zenity's own policies and values.</li><li>Manage employment contracts, offer letters, and other employment documentation, and support visa, work permit, and relocation processes for international employees and new hires.</li><li>Partner with Legal on sensitive employee matters, terminations, and employment-related disputes.</li><li>Maintain accurate, audit-ready People records, and spot compliance gaps before they become problems.<br><br></li></ul>Requirements:<br><br><strong>What You've Done<br><br></strong><strong>Must-haves<br><br></strong><ul><li>You've administered employee lifecycle changes (transfers, promotions, compensation changes) inside an HRIS such as HiBob, and kept the underlying records clean and accurate.</li><li>You've kept employment compliance current at a growing company: policies, employment contracts, offer letters, and the documentation behind all of it. You can describe a gap you caught before it became a problem.</li><li>You've administered benefits day to day, including enrollment, qualifying life events, and vendor relationships with brokers and insurance providers, and you've been the person employees actually go to with questions.</li><li>You've coordinated payroll inputs with Finance and understand what it takes to keep pay accurate and on time.</li><li>You exercise good judgment with sensitive, confidential information, and you know when a matter needs Legal or other outside expertise.<br><br></li></ul><strong>Nice-to-haves<br><br></strong><ul><li>Experience supporting international employees, including visas, work permits, or relocation.</li><li>Experience at an early- or growth-stage startup, where you built People process rather than inherited a mature one.</li><li>A track record of turning a manual People task into something automated or self-serve.<br><br></li></ul>What We Look For At Zenity:<br><br><ul><li>Ownership mindset: you take responsibility for outcomes, not just the tasks on a list.</li><li>Comfort with ambiguity: our People processes are still being built, and that energizes you rather than unsettles you.</li><li>Judgment and discretion: you handle sensitive information and hard conversations with care.</li><li>Cross-functional collaboration: you work well with Finance, Legal, IT, and People peers, and know how to get things done through other teams.</li><li>A bias toward building: given a manual process, your instinct is to ask whether it should still be manual.<br><br></li></ul><strong>What Success Looks Like<br><br></strong><ul><li>Zenity's core compliance processes (contracts, policies, employee records, documentation) are documented, current, and would hold up to an audit.</li><li>Employee lifecycle changes and payroll inputs are processed accurately and on time, with no scrambling at the deadline.</li><li>Employees get fast, accurate answers to benefits and People Ops questions, and know who to ask.</li><li>HiBob is the trusted source of truth for employee data.</li><li>At least one manual People process has been simplified or automated.<br><br></li></ul><strong>Why This Role<br><br></strong><ul><li>You'll build core People infrastructure at a company that's still writing its own playbook, not maintain one that's already set.</li><li>Your work touches every employee at Zenity, and spans compliance, operations, and benefits rather than a narrow slice of one.</li><li>You'll work closely with Legal and Finance, with real visibility into how the business runs.<br><br></li></ul>Interview Process:<br><br><ul><li>.Recruiter Screen (30 minutes) – an introductory conversation about the role, your background, and fit.</li><li>Hiring Manager Interview (60 minutes) – a deeper conversation with our Head of Talent about the role and your experience.</li><li>Legal Interview (60 minutes) – a conversation with Zenity's Director of Legal Counsel.</li><li>Head of HR Interview – a wrap-up conversation with the Head of Human Resources.<br><br></li></ul>Zenity is proud to be an equal opportunity employer. We enable enterprises to adopt AI agents securely and at scale, and that starts with building a team that reflects a wide range of perspectives and experiences. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability, age, veteran status, or any other protected characteristic.<br><br>We’re committed to creating an inclusive environment where talented people can do their best work, securely, confidently, and with impact.<br><br>Compensation:<br><br>The expected base salary range for this role is $110,00 – $145,000 depending on experience, skills, and location. In addition to base compensation, this role may be eligible for equity and performance-based incentives.