People Operations Specialist : Schema App

Job Description

Schema App is a fast-paced, profitable SaaS company headquartered in Guelph, Ontario, and proud of our Canada-wide team. We are a smart, collaborative team on a mission to be a global leader in Enterprise Marketing Tech Innovation with a focus on content knowledge graphs. Schema App is proud to call SAP, Wells Fargo, and Henry Ford Health our customers. We are the leaders in a niche area of search engine optimization (SEO), called schema markup. Schema markup builds knowledge graphs that unlock AI and Search understanding of web content.  Our comprehensive end-to-end solution empowers Enterprise Digital Marketing Teams to achieve organic search results, content insights and increased AI efficiency.  Our technology is essential with the evolution of AI Search (ChatGPT, AI Overviews, and Gemini).

We are looking to hire a People Operations Specialist to join our team. The purpose of this role is to make hiring at Schema App seamless, scalable, and world-class by operationalizing a repeatable recruitment and onboarding process that consistently delivers A-players. The People Operations Specialist will elevate the candidate and leader experience through structured, high-touch processes while giving time back to the CEO, Director of Finance, and leaders of tactical hiring, onboarding and people administration tasks (benefits, policies, etc). They will ensure a consistent, professional, and values-aligned employee journey from recruitment through offboarding and clarity of process, and policies. 

Key Accountabilities

1. Operationalize and execute a world-class hiring process that creates an exceptional and repeatable candidate experience: Deliver a professional, timely, and engaging candidate journey that reinforces Schema App’s purpose of building meaningful connections and values. Own end-to-end hiring logistics including job postings, screening, scheduling, and communication using Topgrading methodology to ensure consistency and efficiency across all roles. Source through tools (not recruiters), screen, and engage A players, ensuring all roles are filled within 60 days of posting. Follow best practices from Foolproof Hiring (Topgrading). Lead, train and enable hiring managers to implement Topgrading practices, from scorecard creation to Topgrading interviews, to improve the number of A players at 90 days post-hire. Identify areas where we can make hiring more efficient by using tools (eg. ChatGPT, BambooHR, etc), automation and other resources. Be an expert and lead the organization on how to use Topgrading within our hiring processes. 
2. Lead onboarding coordination that Wows our new hires and empowers leaders: Equip leaders with tools, timelines, and templates to deliver consistent, high-impact onboarding experiences. Design and manage a scalable onboarding experience that consistently earns high feedback scores. Ensure every new hire feels integrated, shows core values, aligned to purpose and BHAG (Big Hairy Audacious Goal) and productive by Day 30. Continuously iterate based on team and leader feedback after each new hire.
3. Quarterly Coaching Reviews coordination and reporting: Support leaders in following coaching review process in Metronomics and to complete the coaching reviews within set timeline. Measure alignment to process, and gather feedback to iterate on the process to make it more impactful quarter over quarter. 
4. Manage offboarding to align with our values: Manage offboarding to align with our values and enable team members to find better-suited employment. Listen and learn from all employees.  Coordinate offboarding processes including liaising with legal to get recommended package, drafting contracts and exit conducting interviews.
5. Coordinate compensation reviews, and administer benefits and RRSPs accurately and efficiently: Own all processes for employee enrollment, introduction to, and removal from benefit plans and RRSPs. Collect forms, liaise with providers, and ensure compliance. Draft and maintain compensation bands, research benchmarks, and partner with Finance and leaders to communicate salary clarity across roles.
6. Policy Ownership & Compliance and People Metrics: Maintain and annually update a clear, compliant, and values-aligned suite of people policies, ensuring accessibility and consistency across the organization. Work closely with finance, CEO and leaders to ensure that policies are clear and congruent with existing practices. Manage and report monthly and quarterly on people metrics to help us gauge our people operations.
   
   Policies Owned:
   • Employment Agreements & Offer Letter Templates
   • Code of Conduct / Workplace Behavior Policy
   • Time Off & Leave Policies (Vacation, Sick Days, Parental Leave)
   • Remote Work & Flexible Work Guidelines
   • Benefits & RRSP Policy
   • Onboarding & Offboarding Processes / Checklists
   • Coaching Reviews & Performance Improvement Policy
   • Workplace Safety & Harassment Policy (Province-compliant)
     

Competencies

1. High Integrity and Confidentiality: Maintains discretion with sensitive employee and company data. Understands the weight of trust.
2. Hiring Process Mastery: Brings structure and discipline to every step of the hiring journey, from crafting scorecards to leading interviews. Partners with leaders to implement Topgrading rigorously and consistently, ensuring the selection of A players while maintaining a best-in-class candidate experience. Focus on talent recruitment in a scale-able tech driven way versus being reliant on recruiting firms. 
3. Builder of a Trust-Based Feedback Culture: Believes in direct, respectful feedback not anonymity, to foster transparency and accountability. Encourage and coach employees to provide timely, direct feedback to their leader or the person they need to give feedback to.  
4. Extreme Attention to Detail: Handles contracts, compensation, and benefits administration with exceptional accuracy. No errors sent to candidates. 
5. Effective Communicator: Manages tasks, communication, and collaboration effectively in a distributed, asynchronous work environment. Can clearly communicate in written, and oral ways that meet the different communication styles of team members. 
6. Curiosity and Adaptability:  Investigates and understands employment nuances across Canadian provinces—willingness to research and dig for clarity. Open to new approaches, new ideas. Adaptable to market changes and new technology introductions. 
7. Automation and AI Adoption: Curious and open to learning and using ChatGPT or similar AI to automate and scale people processes including resume review, onboarding, etc. 

Metrics

• Onboarding Satisfaction: 8/10 satisfaction score from new hires in the first 30 days
• A Player Hiring: 80% of hires are A players after the second quarterly talent review.
• Coaching Reviews are completed in the first month of the quarter.
• Compensation Benchmarking: Compensation planning and process is prepared by August 15th, and finalized new comp plans are ready for finance by September 10th. 
• Benefits & RRSP Admin Accuracy:100% of eligible employees onboarded/offboarded within SLA
• Policy Review and Update completion: 100% of 10 core policies reviewed and updated annually

Schema App Values

• Growth Mindset:  We are adaptable, nimble, and resilient. We are always learning. 
• Resourceful: We are resourceful, take action on opportunities, and don’t give up.
• One Team: We are collaborative, we win and learn together. 
• We are Humble: We know what we are good at as people and as a company. We share what we know, admit what we don’t, and seek clarity through curious questions.

Life @ Schema App

• Culture focused on your growth: Weekly 1:1 with conversations around Professional Development
• Great benefits for health & wellness, and your coverage starts as soon as you do. 
• RRSP matching! 
• Flex days to re-energize on top of vacation days and you don’t work on your birthday.
• You choose where you work – home or headquarters in Guelph. The sales team comes into the office 1-2 times per week. 
• The Culture Club keeps our virtual team connected through fun and innovative events.
• Diverse smart team! The more inclusive we are, the better our work will be.