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​

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.

• 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.

• Professional development and training opportunities.​​​
• Flexible time off and holidays for eligible full-time employees.​
• Supportive and collaborative work environment.​