What the work actually is

This is not writing HR policy prose for a model to imitate. You are converting People Ops knowledge into deterministic artifacts: accrual formulas that handle carryover caps and mid-year hires, comp-band midpoint and compa-ratio calculations, requisition stage definitions that don't overlap, data validation dropdowns that prevent a hiring kanban from accepting an impossible stage transition. Flagship deliverables named in the listing include headcount planners, hiring kanbans, and timesheet trackers. Alongside authoring, you define guardrails for AI builders — the exempt versus non-exempt distinction, what the model must never infer about leave entitlement — and co-design interview workflows and context files like org charts, requisition lists, and PTO ledgers.

A large share of the time is peer review. You review a counterpart's deliverable before it reaches QC and sign off on it, which means you are accountable for someone else's formula logic and KPI definitions. Calibration matters more than individual brilliance here: two SMEs who define time-to-fill differently produce training data that teaches the model nothing.

What the screen looks for

  • Operational specificity. Five-plus years in HR, People Ops, Talent Acquisition, or as an HRBP, with hands-on ATS, headcount planning, and leave administration experience — not oversight of a team that did it.
  • Spreadsheet-level thinking. Can you state a PTO accrual rule precisely enough that a formula follows from it, including the edge cases: proration, negative balances, carryover expiry, termination payout.
  • Review discipline. Evidence you have calibrated deliverables against a standard with other practitioners and can articulate what you rejected and why.
  • Jurisdictional honesty. Knowing where the rules change by state or country, and flagging it rather than asserting a single answer.

Logistics

Contractor engagement, fully remote, up to ten weeks. Stated commitment is 40 hours per week with eight hours of overlap with PST, plus weekend on-call availability; the listing notes part-time engagement is acceptable, so clarify what you can genuinely offer during screening rather than after. You need your own desktop or laptop and stable high-speed internet. Pay is undisclosed on this posting — Turing typically sets rates by domain and region at the offer stage. Process: shortlisted candidates receive a Job Interest Form, then finalists go through a delivery interview.