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. Flexible time off + Holidays #J-18808-Ljbffr