About the Role

Pliancy is seeking a part-time HR Generalist / People Partner contractor to provide parental leave coverage for our Head of People. In our environment, the People function is both strategic and highly hands-on, and this role will step in as the primary day-to-day People partner for the business during that leave period. Our existing Head of People role is designed as the company’s sole HR leader with responsibility across People Operations, employee experience, compliance, and leadership partnership, so this coverage role needs to be comfortable owning a broad scope while escalating the highest-risk or most sensitive matters appropriately.

This contractor will support a team of approximately 80 employees and report to the VP of Business Operations. While the role is still grounded in strong operational execution, we are specifically looking for someone who can also provide thoughtful first-line employee relations guidance, manager coaching, and practical advice on People issues as they arise.

This is a strong fit for a fast learner who enjoys being a steady, credible partner to employees and managers, can keep core People processes running smoothly, and knows how to balance empathy, judgment, compliance, and business context.

What’s an Average Day Like?

No two days will look exactly the same, and that is part of the appeal. On a given day, you may:

• Respond to employee and manager questions on policies, benefits, leave, documentation, or day-to-day People matters
• Manage onboarding and offboarding activities, employee changes, and HRIS updates
• Partner with the VP of Business Operations and leaders on employee relations questions, performance concerns, documentation, and manager guidance
• Coordinate with payroll, benefits, and external partners to ensure changes are processed accurately and on time
• Maintain compliance-related documentation, reporting, and required workflows

What You’ll Own

People Operations & Administration

• Serve as the primary point of contact for routine People questions from employees and managers
• Administer onboarding, offboarding, status changes, leaves, and other employee lifecycle processes
• Maintain accurate employee records and HR systems data
• Support payroll inputs, employee changes, and benefits administration in partnership with internal and external vendors
• Ensure HR documents, trackers, and audit-related files are organized, accurate, and up to date
• Support talent acquisition coordination, including posting jobs, managing basic hiring logistics, and preparing and sending offer materials.
• Help keep recurring People workflows running smoothly, including compliance tasks, reporting, and deadlines

Employee Relations & Manager Support

• Provide first-line guidance to managers on routine employee relations matters, including performance concerns, feedback conversations, documentation, and policy interpretation
• Triage employee concerns and help determine when matters should be escalated to the VP of Business Operations, legal counsel, or other leadership partners
• Support the drafting and organization of written documentation related to coaching, performance management, and employee issues
• Help managers navigate sensitive conversations with consistency, sound judgment, and appropriate follow-through
• Flag risk areas early and bring a calm, practical lens to complex or ambiguous situations

Process Improvement & Partnership

• Document and improve repeatable People processes so coverage is smooth and sustainable during leave
• Identify operational inefficiencies and recommend practical solutions
• Partner closely with the VP of Business Operations to keep them informed of themes, risks, and items requiring leadership visibility
• Help preserve a positive employee experience by combining responsiveness with clear processes and dependable follow-through

Who Are We Looking For?

You are an experienced People practitioner who is comfortable operating independently in a small-company environment where there is not a large internal HR team to lean on (team of one experience a plus!). You know how to keep the essentials moving, build trust quickly, and handle employee questions and manager issues with professionalism and discretion.

You are organized, responsive, and calm under pressure. You can shift between highly administrative work and more nuanced People conversations without losing attention to detail. You do not need to be the final decision-maker on every sensitive issue, but you do need to know how to assess risk, offer sound guidance, and escalate appropriately.

Requirements

Should Have

• Strong working knowledge of employee lifecycle processes, HR administration, and People Operations
• Demonstrated experience supporting routine employee relations matters and advising managers on performance, documentation, and policy-related questions
• Ability to work independently as the primary day-to-day People contact in a small or scaling company
• Strong judgment, discretion, and comfort handling confidential and sensitive information
• Excellent organizational skills and attention to detail
• Clear, professional communication skills and a steady, service-oriented approach
• Experience working with HRIS, payroll, and benefits administration tools
• Familiarity with federal and state employment law basics and when to escalate for additional guidance
• Authorization to work in the USA for any employer

Nice to Have

• Experience as a solo HR practitioner or as the primary HR support for a small company
• Experience supporting remote or distributed teams
• Experience partnering with executives
• Experience improving People processes, documentation, or compliance workflows
• Experience with our tech stack: TriNet, Greenhouse, Google Suite, Slack, Asana
• Prior consulting or contractor experience

Engagement Details

• Part-time, limited-term contractor role
• Estimated commitment: approximately 20-25 hours per week, depending on business needs and leave coverage scope
• Hourly Rate: $65-85
• Fully remote within the United States
• Reports to the VP of Business Operations
• Duration and start date to be determined and are flexible based on leave timing and transition planning, with proposed dates of early August 2026 through February 2027