Future Opportunities at Twelve
Job description
About the role
You own the end to end coordination of people operations initiatives that align output with partner demand while supply chains scale. You will exercise discretion and fairness in all employee interactions, ensuring clear communication and consistent policy application. You support the full employee lifecycle from hiring through exit, maintaining confidentiality and judgment at every stage. You collaborate with multidisciplinary partners to translate business needs into structured people processes and systems. You contribute to scaling talent pipelines and retention strategies that support Twelve's growth trajectory. You apply empathy and structured problem solving to sensitive employee situations and policy questions. You help run structured processes for reviews, compensation, and policy changes with integrity. You serve as a reliable HR partner to managers, advising on performance, engagement, and compliance.
Key facts
What you'll do
Coordinate conversion of partner demand into low-carbon input strategies for electrochemical production and scaled supply chain operations.
Partner with production and cross-functional teams to ensure that capacity expansion responds to partner demand while maintaining alignment across functions.
Design and implement people operations processes that support scaling of talent and retention as the business grows.
Run payroll, benefits, and compliance activities through people operations systems with attention to accuracy and timeliness.
Screen and source candidates using structured recruiting methods to build talent pipelines for current and future roles.
Advise managers on policy interpretation, performance management, and employee development within a fair and transparent framework.
Facilitate employee experience initiatives that reinforce clarity, communication, and engagement across multidisciplinary teams.
Maintain confidentiality and exercise judgment when handling sensitive information and employee situations.
Use HRIS and ATS tools to manage data, track key metrics, and support decision making across the employee lifecycle.
Support interview processes by designing scenarios, conducting policy questions, and running behavioral rounds with consistent standards.
Prepare and communicate compensation bands and pay ranges to ensure alignment with internal equity and external competitiveness.
Lead or participate in onboarding and offboarding activities to ensure smooth transitions and compliance.
Gather and analyze feedback on people programs to iterate and improve policies, benefits, and employee support mechanisms.
Represent Twelve in external conversations with candidates, partners, and vendors while upholding company values and professionalism.
Requirements
Earned a bachelor's degree in a relevant field, with the specific discipline confirmed The degree requirement is verified Retained candidate contact enables Twelve to continue scaling future opportunities and building talent pipelines.
Contact retention supports ongoing recruitment and future opportunity development.
Compensation bands vary to reflect diverse candidate capabilities within published pay ranges for the role.
Bands are established within published ranges to match diverse candidate capabilities.
You must be eligible to work in the United States without sponsorship now or in the future for this role.
You must be located in the United States at the time of application and throughout employment.
You must be able to start within the required timeframe noted in the application instructions.
You must maintain confidentiality and exercise sound judgment in all employee interactions and sensitive situations.
You must adhere to Twelve policies and procedures as part of regular people operations responsibilities.
Practical notes
Interviews test discretion and judgment through realistic scenarios.
Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds.
Candidates may be asked to design an interview process or handle a sensitive employee situation.
Confidentiality and judgment are tested throughout.
Structured answers with empathy land best.
Interviewers often test how you handle sensitive information and disagreement.
Framing answers around policy, fairness, and company values works well.
Good to know
Teams blend technical, operational, and people skills to handle system complexity.
Growth in this field can follow multiple trajectories over time.
Breadth across these areas supports effectiveness in integrated roles.
Foundational knowledge in these areas is relevant for understanding production contexts.
Questions to ask
Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year.
Asking what past hires did well is a strong final question.
Keep the list short and pick the questions that matter most to you.
Career growth
People careers grow from coordinator to generalist, manager, and director levels.
Recruiters can move into talent leadership.
HR partners can move into people operations leadership.
Business acumen becomes more important at each level.
People careers reward breadth across recruitment, development, and operations.
Experience with tools such as HRIS and ATS systems helps at every level.
About the company
Twelve is pioneering a new industrial era with carbon transformation. We use electrochemistry to turn CO2 into critical products - fuels, chemicals, and materials - that today rely on fossil fuels.