Jobs at Ultimate Jet Vacations (Now Hiring) — 10 open

Ultimate Jet Vacations is a fast-moving luxury travel company with a global team, high standards, and a genuine belief that how people feel at work matters. We are growing quickly, and the HR function is growing with it!

This is a role for someone who walks into a gap and builds the bridge. Someone who sees what the team needs before anyone asks, brings the idea to the table, and then executes it without losing a single detail along the way. You will own the US people operations function out of our Miami headquarters: compliance, benefits, onboarding, and the systems that keep us running cleanly. But you will also be the person who makes the office feel alive — who organizes the team gathering, remembers the work anniversaries, and genuinely cares about the experience of every person who walks through the door.

You will work in close partnership with our Global HR Generalist, operating as one HR function across two locations. If you are energized by people, motivated by ownership, and the kind of person who sends the "I have an idea" message before anyone asks — this role was built for you.

WHAT YOU'LL OWN

1. US HR Operations & Compliance

• HRIS: Serve as the day-to-day operator of Rippling — benefits elections, payroll inputs, employee data integrity, reporting, and audit readiness
• Payroll Audit Support: Coordinate with Finance on payroll processing; perform ongoing audits of commission calculations, reimbursements, new hire entries, and termination pay
• Benefits Administration: Own the full US benefits lifecycle — open enrollment, new hire enrollment windows (1-month milestone), carrier communications, and employee questions
• Monthly Benefits Audits: Run monthly benefits audits across 401k, HSA, medical, and dental/vision plans — verifying enrollment accuracy, catching discrepancies, and ensuring plan data stays current and clean
• Compliance Training: Track and administer state-mandated compliance training (sexual harassment prevention, anti-discrimination, safety) across all states where we have employees; maintain completion records and audit trails
• Multi-State Compliance: Own I-9 verification, state tax setup, employment verifications, and unemployment claim responses; maintain a US compliance calendar so no state deadline is missed
• Leave Administration: Administer leave programs — FMLA, state-specific paid leave, ADA accommodations — in coordination with the Head of HR
• Vendor Management: Own relationships with HR-adjacent US vendors: benefits broker, background check provider, and any other compliance or HR service partners

2. Policy & Compliance Support

• Support the maintenance and updates of the employee handbook and HR policies as regulations change or company needs evolve
• Monitor multi-state employment law updates and flag relevant changes to the Head of HR before they become compliance gaps
• Ensure policy communications are clear, timely, and documented — employees should always know where to find current information
• Assist with any HR-related audits, documentation requests, or regulatory filings

3. US Onboarding & Offboarding

• Own the end-to-end US new hire experience: pre-boarding communications, Day 1 logistics, office welcome, equipment coordination with IT, policy walkthroughs, and benefits enrollment activation
• Lead live onboarding sessions with confidence and warmth — you set the tone for what UJV feels like as an employer
• Own the 6-month 401(k) enrollment milestone and ensure no post-hire compliance deadlines fall through
• Manage US offboarding: final pay compliance by state, COBRA notification, system access removal, and equipment return
• Partner with the Global HR Generalist to ensure onboarding and offboarding frameworks are consistent across the US and global populations, even where the specifics differ

4. Employee Feedback & Engagement Data

• Own the eNPS survey cycle — tool management, distribution, participation tracking, and synthesizing results into a themes report for leadership
• Pull and analyze quarterly review data; generate completion reports, flag at-risk patterns (low scores, recurring concerns), and present a summary of themes to the Head of HR — not just numbers, but what the data is telling us
• Use feedback data to identify opportunities in onboarding, retention, and employee experience, and bring recommendations forward proactively

5. In-Person Culture & HQ Experience

• Own the in-office employee experience at Miami HQ — birthday celebrations, team milestones, anniversary recognition, and the moments that make the office a place people want to be
• Plan and execute local team gathering initiatives: quarterly in-office events, holiday celebrations, and ad hoc team experiences for Miami-based and visiting employees
• Serve as the on-site face of HR — present, approachable, and the person employees come to with questions, concerns, or ideas
• Coordinate logistics for company-wide in-person events when UJV brings remote employees to HQ

6. People Operations & Shared Responsibilities

• Support the new hire check-in program — whether through structured conversations or automated touchpoints, ensuring new hires are adapting well and feedback is surfaced to the team
• Track and support the performance and feedback cadence for US employees — review cycles, onboarding checkpoints, and eNPS participation
• Own company-wide people updates for the US population: promotions, role changes, transfers, and milestones, communicated clearly and consistently
• Support recruiting coordination for US roles when capacity allows: application screening, interview scheduling, offer letter generation, and background check ordering
• Partner on special projects assigned by the Head of HR — handbook updates, compensation benchmarking, policy rollouts, culture initiatives, and community impact programs as they develop

WHO YOU ARE

• You bring the ideas: You do not wait to be handed a task list. You look at what is around you, identify what needs to exist, and build it — then bring it to leadership as a proposal, not a question. You are the person who says "I noticed this gap and here is what I think we should do about it."
• Analytically sharp: You are precise where it counts. Compliance dates, benefits data, payroll figures — you catch errors before they become problems and you do not let details slip.
• People-first presence: You are warm and present. People feel comfortable coming to you. You make a new hire feel genuinely welcomed on Day 1.
• Culture driver: You have energy for the culture side of this role. Planning a team lunch or organizing a volunteer day gets the same attention from you as an audit cycle.
• Steady under pressure: Fast-moving environments do not rattle you. You prioritize well, stay organized under pressure, and adapt without losing accuracy.
• Collaborative by default: The Global HR Generalist is your counterpart, not your competition. You communicate proactively, cover for each other, and operate as one function.

REQUIREMENTS

• Experience: 3+ years in an HR Generalist or People Operations role with hands-on ownership across compliance, benefits, and onboarding
• US HR Knowledge: Solid working knowledge of US employment law across multiple states. You do not need to be a lawyer, but you know when to flag something and who to call.
• Payroll Familiarity: You have owned or co-owned payroll processes before. Commission-based payroll experience is a plus.
• Industry Background: Background in hospitality, luxury travel, or a similarly service-oriented, high-expectation industry is preferred. You understand the pace and the standards.
• Tech Stack: Rippling experience is a strong plus. Familiarity with Google Workspace is helpful.
• Communication: Flawless written and spoken English. You will represent HR in written communications and live sessions with the full US team.
• Location: Hybrid role — minimum 3 days per week on-site at our Miami office required.
• Confidentiality: Proven discretion with sensitive employee information. Non-negotiable.
• Visual Communication: Experience with Canva, Google Slides, or similar tools for building clear, polished internal communications and training materials.
• AI Literacy: You know how to use AI tools to improve efficiency while keeping your output accurate and in your own voice.