People Operations InternAt — TNT Growth

1. Day-to-day

The intern will operate as part of the People Ops team, owning coordination and execution work so senior leaders can focus on systems, strategy, and scaling.

This includes:

• Managing recruiting coordination and candidate touchpoints
• Supporting People Ops processes as they are being built and refined
• Documenting workflows in real time to create reusable systems
• Applying I/O psychology principles to real organizational challenges (e.g., motivation, engagement, consistency, change)

This role emphasizes doing, learning, and improving, not passive observation.

2. Role Overview

The People Operations Intern supports the People Ops and Talent Acquisition functions by owning coordination-heavy work, contributing to process improvement, and helping build scalable People Ops systems in a high-growth environment.

This role is well-suited for a student studying psychology with an emphasis on industrial/organizational psychology who is interested in HR, operations, and management.

3. Core ResponsibilitiesRecruiting & Hiring (Primary Ownership)

• Support screening and shortlist preparation
• Interview scheduling and candidate communication
• Interview scorecard setup, cleanup, and consistency
• Job description formatting and standardization
• Supporting recruiting pipeline hygiene and visibility
• Light exposure to candidate experience reviews and pipeline metrics

Onboarding & Employee Experience (Support & Exposure)

• Auditing onboarding checklists and workflows
• Supporting onboarding documentation and improvements
• Assisting with new-hire experience feedback collection
• Light exposure to first-90-day experience mapping and SOP documentation

People Ops Systems & Process Work

• Process mapping (current-state and future-state People Ops workflows)
• Tool research (ATS, HRIS, surveys, and People Ops tools)
• Supporting documentation for policies, SOPs, and templates
• Light exposure to manual People Ops dashboards and reporting

Applied I/O Psychology Focus

• Observing and supporting organizational design decisions
• Understanding motivation, engagement, and psychological safety in practice
• Exposure to performance measurement and change management in a scaling company
• Applying systems-level thinking to People Ops challenges

Tasks:

Recruiting Operations (Primary – Professional / Pre-professional):
- Coordinate interviews end-to-end: scheduling, confirmations, calendar logistics, rescheduling, and follow-ups

- Manage candidate communication across the funnel (email templates, status updates, next-step instructions)

- Build and maintain interview kits (scorecards, interview plans, role-specific interviewer assignments)

- Prepare screening support materials (shortlists, candidate summaries, application review notes)

- Maintain ATS/pipeline hygiene: stage movement, tagging, notes consistency, and duplicate cleanup

- Track candidate throughput risks (stalled candidates, scheduling bottlenecks) and proactively flag issues

Hiring Process Quality & Standardization (Professional / Pre-professional):
- Standardize job descriptions using a defined formatting structure and consistent language

- Audit and improve interview scorecard quality for completeness and consistency across roles

- Support structured evaluation by ensuring interview feedback is captured on time and in the correct format

- Assist with candidate experience review by identifying friction points (slow response time, unclear comms) and proposing fixes

People Ops Systems + Documentation (Professional / Pre-professional):
- Create process maps for recruiting coordination workflows (current-state → improved future-state)

- Document SOPs and templates for repeatable People Ops execution (recruiting coordination, scorecard setup, onboarding flow)

- Maintain an organized People Ops knowledge base (templates, checklists, step-by-step instructions)

- Conduct tool/process research (ATS workflows, onboarding tools, surveys) and present recommendations to People Ops leadership

- Onboarding & Employee Experience Support (Professional / Pre-professional)

- Audit onboarding checklists for completeness and accuracy (owners, due dates, handoffs, missing steps)

- Support onboarding workflow improvements and help implement updates into the operating system (docs/tools)

- Collect and summarize early employee experience feedback (new-hire pulse checks) and identify improvement opportunities

Process Improvement & Organizational Support (Professional / Pre-professional):
- Identify workflow gaps or inefficiencies in People Ops processes and support improvements (e.g., clarity, consistency, handoffs)

- Draft brief written summaries of proposed process updates and the expected impact on team execution

- Participate in People Ops discussions by sharing structured observations and recommendations based on real work experience (candidate flow, onboarding friction, documentation gaps)

Training:

Initial employer orientation:
- Overview of TNT Growth, company culture, and how People Ops supports a scaling organization

- Review of role scope, success metrics, confidentiality expectations, and access guardrails for sensitive information

- Walkthrough of core tools (ATS, calendars, scorecards/templates, documentation system)

Structured onboarding and task contextualization:
- A clear “how-to” walkthrough of key workflows (recruiting coordination, scorecards, pipeline hygiene, onboarding checklist auditing)

- Context for why each task matters, what “good” looks like, and how quality is measured

- Provision of example work products (templates, completed scorecards, SOP samples, candidate comms examples)

Weekly 1:1 mentor meetings (ongoing):
- Scheduled weekly check-ins with People Ops leadership for coaching, feedback, prioritization, and reflection

- Review of progress toward learning goals and expectations

- Guidance on professional communication, stakeholder management, and operational decision-making

Job shadowing + guided practice:
- Shadow recruiting coordination processes and People Ops team workflows at the start of the internship

- Gradual transition from observation → shared execution → independent ownership with review

- Real-time coaching during live coordination work when needed (especially in early weeks)

Systems/process training and skill development:
- Training on process mapping (current state vs. future state), SOP writing, and template standardization

- Exposure to People Ops metrics basics (pipeline visibility, workload tracking, candidate throughput)

- Reflection prompts (how engagement, motivation, and change management show up in real operations) integrated into weekly check-ins and work reviews

Learning Outcome:

Coordinate recruiting operations end-to-end by managing interview scheduling, candidate communication, scorecard setup, and pipeline hygiene with minimal supervision.

Apply structured hiring practices by supporting screening/shortlist preparation and ensuring consistent documentation and evaluation across roles.

Build scalable People Ops systems by mapping current workflows and translating them into repeatable SOPs, templates, and process documentation.

Improve onboarding execution by auditing onboarding checklists/workflows, identifying gaps, and contributing to a documented, repeatable onboarding flow.

Use I/O psychology concepts in real-world work by identifying how motivation, engagement, and change management show up operationally—and recommending practical improvements to People Ops processes.