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.
