HR Manager

As the HR Manager you will be responsible for leading and managing all people-related programs and processes that support the organization’s business goals and team experience. This is a senior role that leads hiring, onboarding, employee relations, performance systems, compensation strategy, and compliance, with a strong emphasis on U.S. employment practices. The position combines long-term people strategy with hands-on implementation and is suited to someone who has extensive U.S. HR experience and enjoys building systems in a dynamic environment while balancing empathy with operational rigor Key responsibilities Talent acquisition: - Own senior-level and critical hiring processes, including role definition, postings, sourcing strategy, screening, and offer coordination. - Partner with department leaders to define competencies, scorecards, and structured interview processes for U.S.-based and global roles. - Build and maintain a strong pipeline of experienced candidates across coaching, marketing, operations, and leadership functions. - Support efforts to attract diverse talent that aligns with the organization’s mission and values, with particular attention to U.S. labor market dynamics. - Collaborate, when needed, with pre-approved external recruiting partners to support specialized or hard-to-fill searches. Onboarding and employee experience: - Lead the design and execution of a structured onboarding experience for U.S. and international hires, ensuring clarity on expectations, tools, and culture. - Continuously refine the new-hire journey to reflect the organization’s brand, values, and distributed, often remote, workforce. - Partner with leaders to foster strong cross-functional communication and collaboration across time zones and locations. - Support and help design engagement initiatives, team development activities, and culture-building practices. Compensation, benefits, and HR operations: - Oversee HR operations for U.S. employees, including payroll changes, employee records, and HR platforms, with a focus on accuracy and confidentiality. - Partner with leadership to develop and refine compensation strategies, conduct U.S. market benchmarking, and build transparent salary bands. - Manage PTO/FTO tracking, leave administration, and compliance with multi-state U.S. employment requirements, while also considering international contexts where applicable. - Maintain and improve HR systems, documentation, and SOPs that support scale and clarity. Performance management and development: - Lead the design and facilitation of 360 reviews, performance cycles, and goal-setting frameworks. - Coach leaders on addressing performance gaps, and support the creation of development plans and performance improvement plans where needed. - Help define and refine career paths across coaching and operational teams, with clear expectations and progression criteria. - Promote a culture of accountability, feedback, and clear ownership across the organization. Employee relations: - Serve as a senior, neutral point of contact for employees and leaders navigating complex concerns, feedback, or interpersonal issues, particularly in U.S. contexts. - Manage sensitive issues with discretion, consistency, and fairness, balancing individual needs and organizational priorities. - Advise leadership on communication approaches, change management, and practices that reduce friction and misalignment. Compliance and risk management: - Ensure HR practices align with applicable federal, state, and local U.S. employment regulations, and coordinate on international compliance as needed. - Own the ongoing maintenance of employee handbooks, policies, and documentation, ensuring alignment with legal requirements and organizational values. - Lead and document investigations, corrective actions, and HR-related risk mitigation with professionalism and attention to detail. Organizational development and scaling: - Design and refine scalable HR processes that support continued growth, including in the U.S. and global markets. - Provide people-related insights and data to inform decisions about structure, headcount planning, and cultural impact. Requirements - 7+ years of progressive experience in Human Resources, People Operations, or a similar field, with substantial U.S.-based experience. - Background in high-growth, entrepreneurial, or service-based organizations. - Deep understanding of U.S. employment law, including multi-state compliance; international HR experience is a plus. - Demonstrated track record of building and scaling HR processes and programs from the ground up. - Strong communication, facilitation, active listening, and conflict-resolution skills, including with senior stakeholders. - High level of confidentiality, integrity, and emotional intelligence. - Ability to balance empathy with accountability, clear expectations, and data-informed decision-making. - Proficiency with HRIS systems and modern project management tools; experience with Asana or similar platforms is preferred. Benefits - Salary: $3,500 - $4,500 USD/month - Flexible time off + Holidays