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About the Role

This role is for the first People leader to build and scale the HR function from the ground up. It is ideal for an experienced HR Manager or Director-level professional who thrives in early-stage or high-growth environments and wants to shape people strategy, culture, and employee experience. The role involves partnering with leadership to design foundational people programs, supporting managers, and consulting on strategic HR initiatives, offering significant autonomy and long-term impact.

Responsibilities

• Design and implement core HR programs and processes, including onboarding, performance management, feedback cycles, and manager enablement.
• Create scalable systems, policies, and practices to support growth and maintain culture.
• Serve as the primary point of contact for all HR-related matters.
• Design role-specific onboarding plans for quick new hire ramp-up and connection.
• Continuously assess and improve employee experience across the full lifecycle.
• Lead initiatives focused on engagement, inclusion, learning, and career development.
• Act as a trusted advisor to leadership on organizational design, workforce planning, and people strategy.
• Consult with managers on performance management, coaching, conflict resolution, and team development.
• Support change management as the company scales.
• Ensure compliance with employment laws and best practices, utilizing external vendors as needed.
• Oversee benefits administration, compensation benchmarking, and HRIS selection/optimization.
• Manage vendor relationships (payroll, benefits, legal, etc.).

Requirements

• 7–12+ years of progressive HR experience, including Senior HR Manager or Director roles.
• Experience as an early or first HR/People hire, or building programs in a scaling organization.
• Strong grounding in HR fundamentals (employee relations, compliance, performance management) combined with strategic thinking.
• Proven ability to influence senior leaders and coach managers.
• High ownership mentality, comfortable operating hands-on while thinking long-term.
• Excellent judgment, discretion, and emotional intelligence.
• Experience in high-growth tech companies preferred.

Skills

• HR fundamentals (employee relations, compliance, performance management)
• Strategic thinking
• Influence senior leaders
• Coach managers
• High ownership mentality
• Excellent judgment
• Discretion
• Emotional intelligence

Location

• Remote
• Hybrid (NYC)

Experience Level

• 7–12+ years of progressive HR experience
• Senior HR Manager or Director level