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About the Role

The HR Manager will run the day-to-day HR function for Fortitude, serving as the business partner to the operations team and building out the processes and programs needed as the Company scales and prepares to operate as a public company. This is a hands-on role responsible for partnering closely with the Company's PEO, keeping HRIS data accurate, documenting HR processes and SOPs, and coordinating recruiting and onboarding. The role also supports employee engagement and talent programs and serves as the CHRO's right hand on cross-functional projects.

Responsibilities

Serve as the first point of contact for day-to-day employee support, answering questions and resolving employee relations matters.
Act as the HR business partner to the operations department, building relationships with site managers and the VP of Operations.
Partner with site managers and the VP of Operations on staffing, scheduling, attendance, performance, safety culture, and employee relations.
Build a regular cadence of in-person time at the mining and repair operations site to stay connected to the workforce's needs.
Help document and maintain HR SOPs and process maps across payroll, onboarding/offboarding, leave, benefits, and data management.
Support and help maintain HR controls and approval workflows for data changes, pay changes, and access provisioning.
Identify process gaps and inefficiencies and help drive continuous improvement.
Own HR policy administration and the employee handbook, keeping documentation current, consistent, and compliant.
Support the year-end performance management process, including the merit cycle.
Maintain the HRIS as the single source of truth for headcount, org structure, compensation records, and employee data.
Run and maintain recurring reports and dashboards (headcount, turnover, time-to-fill).
Work closely with the Company's PEO (TriNet) on HR operations matters spanning payroll, reporting, leaves, and compliance.
Support workers' compensation administration and incident documentation for the mining site and repair operations.
Own the administrative side of recruiting in Greenhouse — job postings, interview scheduling, candidate communication, offer letters, and background checks.
Partner with hiring managers and outside staffing agencies to move roles from intake through offer.
Interview candidates alongside hiring managers and ensure the right process, tools, and templates are in place to support talent acquisition goals.
Run onboarding in Greenhouse for new hires, including site-specific requirements.
Serve as the frontline point of contact for benefits questions and open enrollment administration.
Support rollout of company-wide programs and policies.
Help design and run employee engagement initiatives — engagement surveys, feedback loops, recognition programs, and follow-up action planning.
Help execute core talent programs as the function matures: onboarding experience, performance-review cadence, career frameworks, and manager enablement.
Serve as the CHRO's operational right hand on cross-functional projects — translating decisions on compensation, equity, and governance into executable plans.
Support company-wide policy rollouts, attestations, and compliance training logistics.
Support with preparing data and executive-ready HR materials for board presentations and managing the logistics behind them.
Support HR vendors and systems — TriNet (PEO), Greenhouse (ATS), HRIS, benefits brokers, background-check providers, and other HR vendors — including SLAs, renewals, and issue resolution.

Requirements

7+ years of progressive HR experience across HR operations, compliance, employment law, and HRIS/payroll work, ideally including multi-state and a mix of exempt and non-exempt populations.
Experience as an HR business partner or supporting a business unit or department from a partnership perspective.
Demonstrated experience building and documenting HR processes, SOPs, and controls.
A track record designing or running employee engagement and talent initiatives.
Experience with compensation design and administration practices.
Experience working across a range of HR systems and engagement platforms spanning payroll, recruiting, and engagement.
AI savvy — demonstrated experience and success using AI tools (Claude preferred) to improve efficiency and streamline HR work.

Skills

HR Business Partnership
Employee Relations
Staffing
Scheduling
Attendance Management
Performance Management
Safety Culture
HR Operations
Process Documentation
SOP Development
Controls Implementation
Continuous Improvement
Policy Administration
Employee Handbook Management
Compliance
Merit Cycle Administration
HRIS Management
Reporting and Dashboards
PEO Coordination (TriNet)
Workers' Compensation Administration
Recruiting Administration (Greenhouse)
Talent Acquisition
Onboarding
Benefits Administration
Employee Engagement Initiatives
Talent Programs
Cross-functional Project Management
AI Tools (Claude preferred)

Location

Remote (Northeast U.S.)
Remote (Central time zone)

Work Type

Remote
Hybrid

Experience Level

7+ years of progressive HR experience

Education Level

Bachelor's degree in human resources, business, or a related field (Preferred)

Salary/Compensations

Competitive base salary, bonus and incentive compensation

Benefits

Discretionary time off
Professional development budget
Outstanding health insurance for employee, partner and dependents
Life insurance
Short-term & long-term disability coverage
401K plan with company contribution
Flexible spending programs for medical and dependent care
Paid parental leave

About the Company

Fortitude, backed by DCG, is an institutional-scale, vertically integrated venture mining platform operating across the Proof-of-Work ecosystem and anchored in Zcash.
The Company pairs self-mining operations with an owned data center footprint, a diversified power portfolio backed by competitive long-term contracts, and disciplined capital allocation.
Fortitude is led by an experienced team of operators, capital markets professionals, and digital asset specialists with a track record of identifying and scaling high-conviction opportunities and building privacy-preserving digital asset infrastructure.
Fortitude operates as a lean, fast-moving team.
We're looking for a self-starter who's energized by a hands-on, high-velocity environment where priorities shift quickly and there's real ownership from day one.
This is a great fit for someone who wants to roll up their sleeves and grow with the Company in one of the most exciting and fast-evolving industries today.
Success in this role means taking charge without waiting to be asked — spotting what needs to happen, forming a point of view, and bringing recommendations.
We're looking for someone who is genuinely helpful, takes feedback well, and learns fast with every cycle.
The chance to work in a fast-paced and fun start-up environment with experienced industry leaders.
A learning environment where you can dive deep into the latest technologies and make an impact.
Fortitude Mining takes pride in an environment that puts our team at the center.
We believe a strong culture built around our people sets the foundation for how we operate as a business.
Employees have opportunities to share thoughts, opinions, and ideas through regular company meetings, town halls, and team events.
We emphasize the importance of each individual through engagement, teamwork, and creating an environment where everyone feels part of the team.

Equal Opportunity

Fortitude Mining is an Equal Opportunity Employer and embraces diversity.
We do not tolerate discrimination or harassment based on race, color, religion, marital status, gender (including pregnancy, childbirth or related medical conditions), gender identity, sexual orientation, parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or any other non-merit-based factors protected under federal, state or local law.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation, and training.