Coordinator, People & Talent Operations

About Rivian Rivian is on a mission to keep the world adventurous forever. This goes for the emissions-free Electric Adventure Vehicles we build, and the curious, courageous souls we seek to attract. As a company, we constantly challenge what’s possible, never simply accepting what has always been done. We reframe old problems, seek new solutions and operate comfortably in areas that are unknown. Our backgrounds are diverse, but our team shares a love of the outdoors and a desire to protect it for future generations. Role Summary The People & Talent Operations Coordinator is a crucial role within our Talent pod, responsible for driving operational excellence across two core pillars: our Contingent Workforce Program and our onboarding compliance workflows (including Background Checks and I-9 verification). This individual will serve as a subject matter expert and the primary point of contact for stakeholders, vendors, and hiring managers, ensuring a seamless, compliant, and highly efficient onboarding experience for all workers. Responsibilities Contingent Workforce Management Program Oversight: Manage the end-to-end contingent workforce lifecycle, including the onboarding, tracking, and offboarding of temporary, contract, and freelance workers. System Governance: Maintain precise, up-to-date contract worker records within the HRIS/VMS, ensuring 100% data integrity and compliance with internal policies. Vendor & Partner Collaboration: Partner closely with third-party staffing agencies and vendors to facilitate timely placements, monitor contract compliance, and audit tax/legal documentation. Stakeholder Enablement: Serve as the main point of contact for business managers regarding contingent talent, addressing inquiries, troubleshooting access (including IT ticket management), and providing operational updates. Reporting & Analytics: Generate monthly/quarterly metrics on contingent workforce utilization, cost analysis, and contract tenure to inform business decisions. Compliance & Talent Onboarding Support Background Checks & Screening: Initiate, track, and review comprehensive background screening workflows for new hires, flagging and escalating discrepancies as needed. Employment Eligibility (I-9 / E-Verify): Oversee the Form I-9 verification process and employment eligibility workflows, ensuring strict adherence to federal regulations and timeline compliance. Cross-Functional Support: Partner with the broader Talent pod (Candidate Support and Employee Onboarding) to provide operational redundancy and coverage during peak hiring seasons. Qualifications Experience: 2–5 years of progressive administrative or operational experience within an HR/Talent Function (RIV 4 level autonomy expected). Technical Savvy: Hands-on experience with HRIS and VMS platforms; direct familiarity with Workday, ServiceNow, Jira, or Smartsheet is highly preferred. Compliance Acumen: Proven experience managing background check platforms, Form I-9 verification, and handling highly sensitive employee data with strict confidentiality. Communication & Presence: Exceptional verbal and written communication skills; ability to partner professionally with external vendors and internal leadership. Execution & Agility: A proactive, motivated self-starter who thrives with minimal guidance, effectively prioritizes a high volume of requests, and navigates fast-paced organizational changes with ease. Tools: Intermediate to advanced proficiency in Google Workspace. Education: Bachelor’s degree preferred, or equivalent practical experience. #LI-Hybrid Pay Disclosure The hourly range for this role is USD 27.42- 34.28 for Georgia, Illinois and Michigan based applicants. This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. An employee’s position within the salary range will be based on several factors including, but not limited to, specific competencies, relevant education, qualifications, certifications, experience, skills, geographic location, shift, and organizational needs. The successful candidate may be eligible for an annual performance bonus. We offer a comprehensive package of benefits for full-time and part-time employees, their spouse or domestic partner, and children up to age 26, including but not limited to paid vacation, paid sick leave, and a competitive portfolio of insurance benefits including life, medical, dental, vision, short-term disability insurance, and long-term disability insurance to eligible employees. You may also have the opportunity to participate in Rivian’s 401(k) Plan and Employee Stock Purchase Program if you meet certain eligibility requirements. Full-time employee coverage is effective on their first day of employment. Part-time employee coverage is effective the first of the month following 90 days of employment. More information about benefits is available at rivianbenefits.com. You can apply for this role through careers.rivian.com (or through internal-careers-rivian.icims.com if you are a current employee). This job is not expected to be closed any sooner than July 30, 2026. Equal Opportunity Rivian is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, ancestry, sex, sexual orientation, gender, gender expression, gender identity, genetic information or characteristics, physical or mental disability, marital/domestic partner status, age, military/veteran status, medical condition, or any other characteristic protected by law. Rivian is committed to ensuring that our hiring process is accessible for persons with disabilities. If you have a disability or limitation, such as those covered by the Americans with Disabilities Act, that requires accommodations to assist you in the search and application process, please email us at [email protected]. Candidate Data Privacy Rivian may collect, use and disclose your personal information or personal data (within the meaning of the applicable data protection laws) when you apply for employment and/or participate in our recruitment processes (“Candidate Personal Data”). This data includes contact, demographic, communications, educational, professional, employment, social media/website, network/device, recruiting system usage/interaction, security and preference information. Rivian may use your Candidate Personal Data for the purposes of (i) tracking interactions with our recruiting system; (ii) carrying out, analyzing and improving our application and recruitment process, including assessing you and your application and conducting employment, background and reference checks; (iii) establishing an employment relationship or entering into an employment contract with you; (iv) complying with our legal, regulatory and corporate governance obligations; (v) recordkeeping; (vi) ensuring network and information security and preventing fraud; and (vii) as otherwise required or permitted by applicable law. Rivian may share your Candidate Personal Data with (i) internal personnel who have a need to know such information in order to perform their duties, including individuals on our People Team, Finance, Legal, and the team(s) with the position(s) for which you are applying; (ii) Rivian affiliates; and (iii) Rivian’s service providers, including providers of background checks, staffing services, and cloud services. Rivian may transfer or store internationally your Candidate Personal Data, including to or in the United States, Canada, the United Kingdom, and the European Union and in the cloud, and this data may be subject to the laws and accessible to the courts, law enforcement and national security authorities of such jurisdictions. Please note that we are currently not accepting applications from third party application services.

Experience: 2–5 years of progressive administrative or operational experience within an HR/Talent Function (RIV 4 level autonomy expected). Technical Savvy: Hands-on experience with HRIS and VMS platforms; direct familiarity with Workday, ServiceNow, Jira, or Smartsheet is highly preferred. Compliance Acumen: Proven experience managing background check platforms, Form I-9 verification, and handling highly sensitive employee data with strict confidentiality. Communication & Presence: Exceptional verbal and written communication skills; ability to partner professionally with external vendors and internal leadership. Execution & Agility: A proactive, motivated self-starter who thrives with minimal guidance, effectively prioritizes a high volume of requests, and navigates fast-paced organizational changes with ease. Tools: Intermediate to advanced proficiency in Google Workspace. Education: Bachelor’s degree preferred, or equivalent practical experience. #LI-Hybrid

Contingent Workforce Management Program Oversight: Manage the end-to-end contingent workforce lifecycle, including the onboarding, tracking, and offboarding of temporary, contract, and freelance workers. System Governance: Maintain precise, up-to-date contract worker records within the HRIS/VMS, ensuring 100% data integrity and compliance with internal policies. Vendor & Partner Collaboration: Partner closely with third-party staffing agencies and vendors to facilitate timely placements, monitor contract compliance, and audit tax/legal documentation. Stakeholder Enablement: Serve as the main point of contact for business managers regarding contingent talent, addressing inquiries, troubleshooting access (including IT ticket management), and providing operational updates. Reporting & Analytics: Generate monthly/quarterly metrics on contingent workforce utilization, cost analysis, and contract tenure to inform business decisions. Compliance & Talent Onboarding Support Background Checks & Screening: Initiate, track, and review comprehensive background screening workflows for new hires, flagging and escalating discrepancies as needed. Employment Eligibility (I-9 / E-Verify): Oversee the Form I-9 verification process and employment eligibility workflows, ensuring strict adherence to federal regulations and timeline compliance. Cross-Functional Support: Partner with the broader Talent pod (Candidate Support and Employee Onboarding) to provide operational redundancy and coverage during peak hiring seasons.