HR Manager

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat job title as heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to parse the posting. Content: Mission: We're on a mission to make Raycon the most loved electronics brand in the world where every product feels joyful, effortless, and personal. We believe great companies are built by great people. We're hiring a HR Manager to streamline our people function, from recruiting and onboarding to culture, career development, and team operations. If you're ready to build the infrastructure that powers a world-class team, read on. Growth: Profitable growth with 5M+ customers and international expansion Location: New York, NY. Hybrid: 1 day remote, 4 days in office per week. Compensation: Competitive base salary + discretionary bonus Team: Report directly to the Co-founder & CEO and partner closely department heads across marketing, product, and brand. You will oversee and build out the people function for a team of ~50 across full-time employees, consultants, and overseas team members. Why Now: Raycon is at a pivotal stage, evolving from a high-growth startup to a global brand. The team has scaled efficiently and with intention, and we’d like to ensure the people infrastructure keeps pace. Our goals are to drive culture both in-office and remotely, develop clear career tracks, and create a best-in-class team member experience. This role exists to professionalize the people function and set the foundation for Raycon's next chapter of growth. You'd Be a Fit If You: - You have 4-8 years of experience in People/HR leadership roles, ideally at a high-growth DTC or e-commerce brand - You've built or meaningfully scaled a people function (recruiting, onboarding, culture, career pathing) at a company in the 30-100 employee range - You're hands-on and energetic with a bias toward execution, not just strategy decks - You've managed or partnered with external recruiters and know how to create a seamless candidate experience - You're comfortable being in-office and believe that in-person presence matters for culture building - You bring structure and process without killing speed or startup energy - You have experience building KPIs and reporting around talent acquisition metrics (time to fill, offer acceptance rate, cost per hire, etc.) Key Responsibilities: - Own the full recruiting lifecycle, from role scoping and job descriptions through offer acceptance, ensuring a smooth and professional candidate experience - Design and implement a best-in-class onboarding program that gets new hires productive and culturally integrated fast - Build career tracks and promotion frameworks so team members see a clear growth path within Raycon - Drive culture initiatives in-office, reinforcing Raycon's values across the team on a daily basis - Develop and manage people operations processes including performance reviews, compensation benchmarking, and employee engagement - Build a KPI plan across teams and ensure alignment on headcount planning - Manage relationships with external recruiting partners and ensure quality and efficiency across all open roles - Serve as a trusted resource for employees and leadership on all people-related matters What Success Looks Like: - Recruiting becomes automated, measurable, and consistently produces high-quality hires within target timelines - Onboarding transforms into a structured, repeatable experience that new hires rave about - Employee retention improves as team members see clear career development and promotion opportunities - Raycon's culture becomes a competitive advantage in attracting top talent - People operations run on real data, with dashboards tracking time to fill, offer acceptance, engagement, and more Why Work at Raycon: - Impact: Build the people engine behind one of the fastest-growing consumer electronics brands - Autonomy: Define and own the entire people function with direct CEO access - Team: Go-getters. Practical yet ambitious coworkers - Company Values: Customer First, Think Big, Raise the Bar Every Day, GSD = Get Sh*t Done Perks and Benefits: - 50% team discount on Raycon products - $1,500 annual L&D stipend + $200 for cultural events - Monthly team lunch, snack budget, etc What to Expect in the Process: - Initial Call: Intro with our recruiter focused on culture fit and your experience - Manager Interview: A conversation with Raycon's CEO to dive deeper into your vision for the people function and prior experience - Case Study: A practical exercise tailored to the role, designed to highlight how you think about building people operations - Final On-site Round: Visit us in the office, meet the team, and collaborate in a short working session Raycon is committed to fair and equitable compensation practices. Salary ranges are determined through alignment with market data. Base salary offered is determined by a number of factors including the candidate’s experience, qualifications, and skills. This role is also eligible for bonus compensation and employee benefits. Base Salary Range: $70,000 - $120,000 USD Equal Employment Opportunity Statement: ... (boilerplate to remove) We need to remove EEO statement, application instructions (What to Expect in the Process) maybe considered application instructions? The instruction says: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So "What to Expect in the Process" is application instructions; we should remove that section entirely. Also remove duplicated lines (none obvious). Remove any navigation etc. We need to keep substantive info: mission, growth, location, compensation, team, why now, you'd be a fit if you (requirements/qualifications), key responsibilities, what success looks like (maybe could be part of responsibilities or outcomes), why work at Raycon (impact, autonomy, team, company values), perks and benefits, base salary range. We need to decide sections: About the role (maybe mission + growth + location + team + why now). Responsibilities (key responsibilities). Requirements/Qualifications (you'd be a fit if you). Benefits (perks and benefits). Pay (base salary range). Schedule (location/hybrid info). Could also have a section for "Why Work at Raycon" maybe as "Culture and Values" or "Why Join". But we need to follow headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can combine some. We should not create sections with filler. So we need to ensure each section has real content. Let's map: - About the role: could include mission, growth, location, team, why now. That's substantive. - Responsibilities: key responsibilities list. - Requirements: you'd be a fit if you (experience, etc.) Could also include qualifications. - Qualifications: maybe we could split requirements and qualifications but we have similar content; better to combine into one section? The instruction says use headings for those categories if they exist. We have content for both requirements and qualifications; we could put requirements under "Requirements" and qualifications under "Qualifications" but they'd be similar. Might be okay to have both but ensure each has content. Could split: Requirements: 4-8 years experience, built/scaled people function, hands-on, managed external recruiters, comfortable in-office, bring structure, experience building KPIs. Qualifications: maybe we could include "ideal at high-growth DTC/e-commerce", "company size 30-100", etc. But that's overlapping. Might be better to just have one section "Requirements" and omit "Qualifications" to avoid thin sections. However instruction: Prefer a few substantive sections over many thin ones. So we should avoid creating Qualifications if it would be thin. We'll combine into Requirements. - Skills: maybe we could extract skills like "building KPIs", "managing external recruiters", "culture initiatives", etc. But we already have those in responsibilities/requirements. Could create Skills section with bullet list of skills: recruiting lifecycle, onboarding program design, career tracks, culture initiatives, people ops processes, KPI planning, external recruiter management, employee relations. That's substantive. - Benefits: perks and benefits list. - Pay: base salary range. - Schedule: location/hybrid info. We also have "Why Work at Raycon" (impact, autonomy, team, company values). Could be part of About the role or separate section like "Culture". But not in allowed headings list; we could incorporate into About the role or maybe "Why Work at Raycon" could be under "About the role". We'll include it in About the role. We must not include application instructions (What to Expect in the Process). Remove that. We must not include EEO statement. We must not duplicate lines. Now produce HTML fragment. Structure:

  About the role

  Mission: ... Growth: ... Location: ... Team: ... Why Now: ... Why Work at Raycon: ...

  maybe better to use
  for lists? But it's prose; we can keep as

  with sentences. But we need to preserve all substantive information; we can break into

  for each bullet. Better: Use

  for prose,

  • for lists. Thus for About the role we could have multiple

    paragraphs. Let's extract sentences: Mission: We're on a mission to make Raycon the most loved electronics brand in the world where every product feels joyful, effortless, and personal. We believe great companies are built by great people. We're hiring a HR Manager to streamline our people function, from recruiting and onboarding to culture, career development, and team operations. If you're ready to build the infrastructure that powers a world-class team, read on. Growth: Profitable growth with 5M+ customers and international expansion Location: New York, NY. Hybrid: 1 day remote, 4 days in office per week. Team: Report directly to the Co-founder & CEO and partner closely department heads across marketing, product, and brand. You will oversee and build out the people function for a team of ~50 across full-time employees, consultants, and overseas team members. Why Now: Raycon is at a pivotal stage, evolving from a high-growth startup to a global brand. The team has scaled efficiently and with intention, and we’d like to ensure the people infrastructure keeps pace. Our goals are to drive culture both in-office and remotely, develop clear career tracks, and create a best-in-class team member experience. This role exists to professionalize the people function and set the foundation for Raycon's next chapter of growth. Why Work at Raycon: - Impact: Build the people engine behind one of the fastest-growing consumer electronics brands - Autonomy: Define and own the entire people function with direct CEO access - Team: Go-getters. Practical yet ambitious coworkers - Company Values: Customer First, Think Big, Raise the Bar Every Day, GSD = Get Sh*t Done We can combine these into paragraphs. Now Responsibilities: list bullet points. Requirements: list bullet points. Skills: list bullet points (maybe derived from responsibilities and requirements). Benefits: list bullet points. Pay: base salary range. Schedule: location/hybrid. Let's craft. We must not include any markdown fences. Now produce HTML. Check for any boilerplate: removed EEO