HR Manager, NYC
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). However we can use other headings? The instruction: "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should use for each section heading we include. We should not repeat the job title as a heading. Also we should not put Job ID etc.
We need to preserve all substantive information, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions). The posting includes EEO statement at end; we should remove that. Also remove "GitGuardian is an equal opportunity employer..." etc. Also remove "References check" maybe considered application instructions? It's part of process but maybe we keep interview process details? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The "References check" is part of application instructions; we should remove it. Also "The interview process" maybe considered part of process but not exactly application instructions? It's describing interview steps; maybe we keep it as it's substantive about process. However "References check" is definitely application instruction; remove.
We need to include sections only when posting has real specific content. We have content for About GitGuardian, About The Team And The Mission, What You Will Own, About You, Why is this role different?, The interview process, Benefits, Pay (salary range). Also maybe "Schedule" (hybrid 3 days a week) is mentioned in first line: "This position is based in New York City (hybrid, 3 days a week in our NYC office)." That's schedule info. So we should include a Schedule section.
We should not create Pay/Schedule/Benefits sections unless posting actually states them. We have salary range, schedule, benefits. So include those.
We need to use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep details like numbers, specifics.
We must output only HTML fragment, no /, no markdown fences.
Let's structure:
About GitGuardian
... content ...
About the Team and the Mission
... content ...
What You Will Own
- ... each bullet ...
But the "What You Will Own" section includes multiple paragraphs with bullet-like sentences. We can convert each sentence into - . However we need to preserve all detail; we can keep as prose if not list? The instruction: "Use
- for any list of duties/requirements/benefits". The "What You Will Own" is essentially a list of responsibilities. So we should make a list.
Similarly "About You" includes essential criteria and optional criteria; we can make two lists: essential and preferred? But we could just make a list of criteria. However we need to keep the nuance: "If you think you match at least 70% of these criteria, please apply! Here's what we consider essential for success in this role:" then bullet list. Then "The following would strengthen your application but aren't required:" then another list. We'll make two
sections with appropriate headings? But headings must be . We could keep a
intro then
. That's fine.
"Why is this role different?" is prose; we can keep as .
"The interview process" includes steps; we can make a list.
"Benefits" includes list; we can make
.
"Pay" includes salary range; we can make with the range.
"Schedule" includes hybrid 3 days a week; we can make
.
We also need to include location info maybe in About the role? But we already have location in first line; we could incorporate into About GitGuardian or a separate "Location" section? Not required but we can include location in About GitGuardian paragraph.
We must not repeat job title as heading; we are not.
We must not include Job ID/requisition numbers.
We must remove EEO statement.
Let's extract content.
First line: "This position is based in New York City (hybrid, 3 days a week in our NYC office)." We'll use for Schedule.
Next paragraph: "About GitGuardian GitGuardian is a global cybersecurity scale-up. The company is based in Paris, New-York City, Boston. Among our early investors who saw our market value proposition, are the co-founder of GitHub, Scott Chacon, along with Solomon Hykes, Docker's co-founder. American and European top-tier VC firms have also invested in GitGuardian who raised its series C early 2026. GitGuardian leads the way in securing the credential layer, helping organizations protect the secrets that let code, machines, and AI agents access systems with broad detection, identity context, and remediation at scale. Already trusted by 600K+ developers worldwide and by 50 of the fortune 500!"
We need to keep that.
Next: "About The Team And The Mission The People team owns the full employee lifecycle and translates company strategy into hiring, performance and development plans, across Europe and the US. Our US team is about 35 people today and will grow to 60. Our CEO is moving to New York, and more of our leadership will be based in our NYC office. We need an HR Manager to be the main partner of our Go-To-Market managers and to own the US employee experience end to end, from the moment a Guardian signs to the moment their last paycheck clears. This is a generalist role, the kind you take when you want to be the HR person who does it all in a fast-growing startup. A lot is already in place (payroll through our PEO, multi-state setup, performance reviews, engagement surveys), and a lot is still yours to shape. As volume grows, we plan to bring in a dedicated US HR Operations hire, so the role can move further toward business partnering. You will be part of our 10 people team, reporting to the Chief People Officer based in France, and work closely with the other People Partners, Talent Acquisition, People Ops, managers and Execs across the company and regions. The role requires traveling to Paris and Boston, 2 to 3 times a year."
We'll keep.
Next: "What You Will Own GTM business partnering: be the go-to People Partner for our US Account Executives, and for our Channel, Channel Marketing, BDR and Sales Enablement teams in the US and France. Coach managers on team and individual situations (ramp-up, performance, difficult conversations, promotions, exits) and help them build effective, high-performing teams. You will work hand in hand with our HRBP in Paris, who covers the rest of the organization.Performance culture: make sure reviews happen, performance is actually managed, and people who need support get it. Help managers grow: more structure for some, more nuance for others.Employee relations: handle employee relations across your perimeter with a fair, documented process, and give managers sound, business-minded advice on risk, in compliance with US and French labor law (with our HR Ops team in France).Payroll: own the accuracy of US payroll end to end, run through our PEO (Justworks): new hire setup, separations, severance and final pay, retro adjustments, variable pay, and correct tax treatment of unusual payments. Reconcile payroll each cycle and challenge our PEO when needed.Benefits administration: run open enrollment and manage our health, dental, vision and retirement programs through our PEO, and evaluate plan options at each renewal.Multi-state compliance: administer federal and state leave programs, keep handbooks, notices and acknowledgments current, and track evolving employment law (classification, paid leave mandates, workers' comp, restrictive covenants) in every state where we have Guardians.Compensation: support compensation benchmarking and pay equity, in collaboration with Talent Acquisition, Finance and managers.Onboarding and offboarding: own a smooth onboarding and a clean, compliant offboarding, aligned with how we do it globally.Immigration and global mobility: coordinate with outside immigration counsel on US visa sponsorship and support cross-border moves between Paris and NYC.AI and automation: spot the HR workflows that can be automated and use AI to free up time for what matters."
We'll break into list items.
Next: "About You If you think you match at least 70% of these criteria, please apply! Here's what we consider essential for success in this role: Hands-on experience owning US payroll, benefits and multi-state compliance, ideally through a PEO (Justworks, TriNet, Rippling...).Solid experience as an HR Business Partner for business teams, ideally sales or GTM managers, including senior leaders, in a tech startup or scale-up. Experience partnering only with engineering teams will not be enough for this role.You influence rather than enforce: you understand what managers need, bring solutions rather than problems, and know when to say yes to an exception and when to hold the line.Business judgment: you size risks and help the business move fast without cutting corners.Ownership and accountability: you speak up when something is broken, fix it, and learn from feedback.Discreet with confidential information and warm with people: this job is equal parts rigor and people care. The following would strengthen your application but aren't required: Experience in an international company, ideally working with European (French!) colleagues.You already use AI tools in your day-to-day work and have automated at least one HR workflow.Experience with compensation benchmarking, US immigration and global mobility."
We'll make two lists: essential and preferred.
Next: "Why is this role different? A wide scope and real exposure: you will work closely with our CEO and executive team, with more of them based in NYC.The best of both worlds: the structure of a company that already has solid foundations, and the room to leave your mark in an agile one.An international environment, between New York and Paris.A role that grows with the company, toward pure business partnering as we build out the team."
We'll keep as paragraph(s).
Next: "The interview process Video call with a Talent Acquisition team member To discover your professional project and evaluate if there could be a mutual match. Interview with Brandy, our current HR Manager in the US Focused on payroll, benefits and compliance. Interview with Gregory, your manager and Chief People Officer Focused on your HR Business Partner experience. Case study To evaluate your skills for the position and project yourself into the role. Final interviews With Rachel Chan, VP GTM USA, onsite in our NYC office, and Eric Fourrier, CEO and Founder, who will detail our company's vision and ambitions for the next couple of years."
We'll make list.
Next: "Benefits 🌴 25 days of PTO (employees are strongly encouraged to use all of it!)🗓️ 10 public holidays💰 401(k) + matching! with Empower🧘♂️ Health, Dental & Vision insurance (80% coverage), for individuals and their families💡 Short term & long term disability insurance (100% paid)🌎 Travel policy and annual off-site💻 $70 monthly remote work stipend🤝 $4000 referral bonus🏥 FSA and HSA"
We'll make list.
Next: "Salary range:
for each section heading we include. We should not repeat the job title as a heading. Also we should not put Job ID etc.
We need to preserve all substantive information, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions). The posting includes EEO statement at end; we should remove that. Also remove "GitGuardian is an equal opportunity employer..." etc. Also remove "References check" maybe considered application instructions? It's part of process but maybe we keep interview process details? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The "References check" is part of application instructions; we should remove it. Also "The interview process" maybe considered part of process but not exactly application instructions? It's describing interview steps; maybe we keep it as it's substantive about process. However "References check" is definitely application instruction; remove.
We need to include sections only when posting has real specific content. We have content for About GitGuardian, About The Team And The Mission, What You Will Own, About You, Why is this role different?, The interview process, Benefits, Pay (salary range). Also maybe "Schedule" (hybrid 3 days a week) is mentioned in first line: "This position is based in New York City (hybrid, 3 days a week in our NYC office)." That's schedule info. So we should include a Schedule section.
We should not create Pay/Schedule/Benefits sections unless posting actually states them. We have salary range, schedule, benefits. So include those.
We need to use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep details like numbers, specifics.
We must output only HTML fragment, no /, no markdown fences.
Let's structure:
About GitGuardian
... content ...
About the Team and the Mission
... content ...
What You Will Own
- ... each bullet ...
But the "What You Will Own" section includes multiple paragraphs with bullet-like sentences. We can convert each sentence into - . However we need to preserve all detail; we can keep as prose if not list? The instruction: "Use
- for any list of duties/requirements/benefits". The "What You Will Own" is essentially a list of responsibilities. So we should make a list.
Similarly "About You" includes essential criteria and optional criteria; we can make two lists: essential and preferred? But we could just make a list of criteria. However we need to keep the nuance: "If you think you match at least 70% of these criteria, please apply! Here's what we consider essential for success in this role:" then bullet list. Then "The following would strengthen your application but aren't required:" then another list. We'll make two
sections with appropriate headings? But headings must be . We could keep a
intro then
. That's fine.
"Why is this role different?" is prose; we can keep as .
"The interview process" includes steps; we can make a list.
"Benefits" includes list; we can make
.
"Pay" includes salary range; we can make with the range.
"Schedule" includes hybrid 3 days a week; we can make
.
We also need to include location info maybe in About the role? But we already have location in first line; we could incorporate into About GitGuardian or a separate "Location" section? Not required but we can include location in About GitGuardian paragraph.
We must not repeat job title as heading; we are not.
We must not include Job ID/requisition numbers.
We must remove EEO statement.
Let's extract content.
First line: "This position is based in New York City (hybrid, 3 days a week in our NYC office)." We'll use for Schedule.
Next paragraph: "About GitGuardian GitGuardian is a global cybersecurity scale-up. The company is based in Paris, New-York City, Boston. Among our early investors who saw our market value proposition, are the co-founder of GitHub, Scott Chacon, along with Solomon Hykes, Docker's co-founder. American and European top-tier VC firms have also invested in GitGuardian who raised its series C early 2026. GitGuardian leads the way in securing the credential layer, helping organizations protect the secrets that let code, machines, and AI agents access systems with broad detection, identity context, and remediation at scale. Already trusted by 600K+ developers worldwide and by 50 of the fortune 500!"
We need to keep that.
Next: "About The Team And The Mission The People team owns the full employee lifecycle and translates company strategy into hiring, performance and development plans, across Europe and the US. Our US team is about 35 people today and will grow to 60. Our CEO is moving to New York, and more of our leadership will be based in our NYC office. We need an HR Manager to be the main partner of our Go-To-Market managers and to own the US employee experience end to end, from the moment a Guardian signs to the moment their last paycheck clears. This is a generalist role, the kind you take when you want to be the HR person who does it all in a fast-growing startup. A lot is already in place (payroll through our PEO, multi-state setup, performance reviews, engagement surveys), and a lot is still yours to shape. As volume grows, we plan to bring in a dedicated US HR Operations hire, so the role can move further toward business partnering. You will be part of our 10 people team, reporting to the Chief People Officer based in France, and work closely with the other People Partners, Talent Acquisition, People Ops, managers and Execs across the company and regions. The role requires traveling to Paris and Boston, 2 to 3 times a year."
We'll keep.
Next: "What You Will Own GTM business partnering: be the go-to People Partner for our US Account Executives, and for our Channel, Channel Marketing, BDR and Sales Enablement teams in the US and France. Coach managers on team and individual situations (ramp-up, performance, difficult conversations, promotions, exits) and help them build effective, high-performing teams. You will work hand in hand with our HRBP in Paris, who covers the rest of the organization.Performance culture: make sure reviews happen, performance is actually managed, and people who need support get it. Help managers grow: more structure for some, more nuance for others.Employee relations: handle employee relations across your perimeter with a fair, documented process, and give managers sound, business-minded advice on risk, in compliance with US and French labor law (with our HR Ops team in France).Payroll: own the accuracy of US payroll end to end, run through our PEO (Justworks): new hire setup, separations, severance and final pay, retro adjustments, variable pay, and correct tax treatment of unusual payments. Reconcile payroll each cycle and challenge our PEO when needed.Benefits administration: run open enrollment and manage our health, dental, vision and retirement programs through our PEO, and evaluate plan options at each renewal.Multi-state compliance: administer federal and state leave programs, keep handbooks, notices and acknowledgments current, and track evolving employment law (classification, paid leave mandates, workers' comp, restrictive covenants) in every state where we have Guardians.Compensation: support compensation benchmarking and pay equity, in collaboration with Talent Acquisition, Finance and managers.Onboarding and offboarding: own a smooth onboarding and a clean, compliant offboarding, aligned with how we do it globally.Immigration and global mobility: coordinate with outside immigration counsel on US visa sponsorship and support cross-border moves between Paris and NYC.AI and automation: spot the HR workflows that can be automated and use AI to free up time for what matters."
We'll break into list items.
Next: "About You If you think you match at least 70% of these criteria, please apply! Here's what we consider essential for success in this role: Hands-on experience owning US payroll, benefits and multi-state compliance, ideally through a PEO (Justworks, TriNet, Rippling...).Solid experience as an HR Business Partner for business teams, ideally sales or GTM managers, including senior leaders, in a tech startup or scale-up. Experience partnering only with engineering teams will not be enough for this role.You influence rather than enforce: you understand what managers need, bring solutions rather than problems, and know when to say yes to an exception and when to hold the line.Business judgment: you size risks and help the business move fast without cutting corners.Ownership and accountability: you speak up when something is broken, fix it, and learn from feedback.Discreet with confidential information and warm with people: this job is equal parts rigor and people care. The following would strengthen your application but aren't required: Experience in an international company, ideally working with European (French!) colleagues.You already use AI tools in your day-to-day work and have automated at least one HR workflow.Experience with compensation benchmarking, US immigration and global mobility."
We'll make two lists: essential and preferred.
Next: "Why is this role different? A wide scope and real exposure: you will work closely with our CEO and executive team, with more of them based in NYC.The best of both worlds: the structure of a company that already has solid foundations, and the room to leave your mark in an agile one.An international environment, between New York and Paris.A role that grows with the company, toward pure business partnering as we build out the team."
We'll keep as paragraph(s).
Next: "The interview process Video call with a Talent Acquisition team member To discover your professional project and evaluate if there could be a mutual match. Interview with Brandy, our current HR Manager in the US Focused on payroll, benefits and compliance. Interview with Gregory, your manager and Chief People Officer Focused on your HR Business Partner experience. Case study To evaluate your skills for the position and project yourself into the role. Final interviews With Rachel Chan, VP GTM USA, onsite in our NYC office, and Eric Fourrier, CEO and Founder, who will detail our company's vision and ambitions for the next couple of years."
We'll make list.
Next: "Benefits 🌴 25 days of PTO (employees are strongly encouraged to use all of it!)🗓️ 10 public holidays💰 401(k) + matching! with Empower🧘♂️ Health, Dental & Vision insurance (80% coverage), for individuals and their families💡 Short term & long term disability insurance (100% paid)🌎 Travel policy and annual off-site💻 $70 monthly remote work stipend🤝 $4000 referral bonus🏥 FSA and HSA"
We'll make list.
Next: "Salary range:
for prose. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep details like numbers, specifics. We must output only HTML fragment, no /, no markdown fences. Let's structure:
About GitGuardian
... content ...
About the Team and the Mission
... content ...
What You Will Own
- ... each bullet ...
- for any list of duties/requirements/benefits". The "What You Will Own" is essentially a list of responsibilities. So we should make a list.
Similarly "About You" includes essential criteria and optional criteria; we can make two lists: essential and preferred? But we could just make a list of criteria. However we need to keep the nuance: "If you think you match at least 70% of these criteria, please apply! Here's what we consider essential for success in this role:" then bullet list. Then "The following would strengthen your application but aren't required:" then another list. We'll make two
- sections with appropriate headings? But headings must be
. We could keep a
intro then
- . That's fine.
"Why is this role different?" is prose; we can keep as
. "The interview process" includes steps; we can make a list. "Benefits" includes list; we can make
- .
"Pay" includes salary range; we can make
with the range. "Schedule" includes hybrid 3 days a week; we can make
. We also need to include location info maybe in About the role? But we already have location in first line; we could incorporate into About GitGuardian or a separate "Location" section? Not required but we can include location in About GitGuardian paragraph. We must not repeat job title as heading; we are not. We must not include Job ID/requisition numbers. We must remove EEO statement. Let's extract content. First line: "This position is based in New York City (hybrid, 3 days a week in our NYC office)." We'll use for Schedule. Next paragraph: "About GitGuardian GitGuardian is a global cybersecurity scale-up. The company is based in Paris, New-York City, Boston. Among our early investors who saw our market value proposition, are the co-founder of GitHub, Scott Chacon, along with Solomon Hykes, Docker's co-founder. American and European top-tier VC firms have also invested in GitGuardian who raised its series C early 2026. GitGuardian leads the way in securing the credential layer, helping organizations protect the secrets that let code, machines, and AI agents access systems with broad detection, identity context, and remediation at scale. Already trusted by 600K+ developers worldwide and by 50 of the fortune 500!" We need to keep that. Next: "About The Team And The Mission The People team owns the full employee lifecycle and translates company strategy into hiring, performance and development plans, across Europe and the US. Our US team is about 35 people today and will grow to 60. Our CEO is moving to New York, and more of our leadership will be based in our NYC office. We need an HR Manager to be the main partner of our Go-To-Market managers and to own the US employee experience end to end, from the moment a Guardian signs to the moment their last paycheck clears. This is a generalist role, the kind you take when you want to be the HR person who does it all in a fast-growing startup. A lot is already in place (payroll through our PEO, multi-state setup, performance reviews, engagement surveys), and a lot is still yours to shape. As volume grows, we plan to bring in a dedicated US HR Operations hire, so the role can move further toward business partnering. You will be part of our 10 people team, reporting to the Chief People Officer based in France, and work closely with the other People Partners, Talent Acquisition, People Ops, managers and Execs across the company and regions. The role requires traveling to Paris and Boston, 2 to 3 times a year." We'll keep. Next: "What You Will Own GTM business partnering: be the go-to People Partner for our US Account Executives, and for our Channel, Channel Marketing, BDR and Sales Enablement teams in the US and France. Coach managers on team and individual situations (ramp-up, performance, difficult conversations, promotions, exits) and help them build effective, high-performing teams. You will work hand in hand with our HRBP in Paris, who covers the rest of the organization.Performance culture: make sure reviews happen, performance is actually managed, and people who need support get it. Help managers grow: more structure for some, more nuance for others.Employee relations: handle employee relations across your perimeter with a fair, documented process, and give managers sound, business-minded advice on risk, in compliance with US and French labor law (with our HR Ops team in France).Payroll: own the accuracy of US payroll end to end, run through our PEO (Justworks): new hire setup, separations, severance and final pay, retro adjustments, variable pay, and correct tax treatment of unusual payments. Reconcile payroll each cycle and challenge our PEO when needed.Benefits administration: run open enrollment and manage our health, dental, vision and retirement programs through our PEO, and evaluate plan options at each renewal.Multi-state compliance: administer federal and state leave programs, keep handbooks, notices and acknowledgments current, and track evolving employment law (classification, paid leave mandates, workers' comp, restrictive covenants) in every state where we have Guardians.Compensation: support compensation benchmarking and pay equity, in collaboration with Talent Acquisition, Finance and managers.Onboarding and offboarding: own a smooth onboarding and a clean, compliant offboarding, aligned with how we do it globally.Immigration and global mobility: coordinate with outside immigration counsel on US visa sponsorship and support cross-border moves between Paris and NYC.AI and automation: spot the HR workflows that can be automated and use AI to free up time for what matters." We'll break into list items. Next: "About You If you think you match at least 70% of these criteria, please apply! Here's what we consider essential for success in this role: Hands-on experience owning US payroll, benefits and multi-state compliance, ideally through a PEO (Justworks, TriNet, Rippling...).Solid experience as an HR Business Partner for business teams, ideally sales or GTM managers, including senior leaders, in a tech startup or scale-up. Experience partnering only with engineering teams will not be enough for this role.You influence rather than enforce: you understand what managers need, bring solutions rather than problems, and know when to say yes to an exception and when to hold the line.Business judgment: you size risks and help the business move fast without cutting corners.Ownership and accountability: you speak up when something is broken, fix it, and learn from feedback.Discreet with confidential information and warm with people: this job is equal parts rigor and people care. The following would strengthen your application but aren't required: Experience in an international company, ideally working with European (French!) colleagues.You already use AI tools in your day-to-day work and have automated at least one HR workflow.Experience with compensation benchmarking, US immigration and global mobility." We'll make two lists: essential and preferred. Next: "Why is this role different? A wide scope and real exposure: you will work closely with our CEO and executive team, with more of them based in NYC.The best of both worlds: the structure of a company that already has solid foundations, and the room to leave your mark in an agile one.An international environment, between New York and Paris.A role that grows with the company, toward pure business partnering as we build out the team." We'll keep as paragraph(s). Next: "The interview process Video call with a Talent Acquisition team member To discover your professional project and evaluate if there could be a mutual match. Interview with Brandy, our current HR Manager in the US Focused on payroll, benefits and compliance. Interview with Gregory, your manager and Chief People Officer Focused on your HR Business Partner experience. Case study To evaluate your skills for the position and project yourself into the role. Final interviews With Rachel Chan, VP GTM USA, onsite in our NYC office, and Eric Fourrier, CEO and Founder, who will detail our company's vision and ambitions for the next couple of years." We'll make list. Next: "Benefits 🌴 25 days of PTO (employees are strongly encouraged to use all of it!)🗓️ 10 public holidays💰 401(k) + matching! with Empower🧘♂️ Health, Dental & Vision insurance (80% coverage), for individuals and their families💡 Short term & long term disability insurance (100% paid)🌎 Travel policy and annual off-site💻 $70 monthly remote work stipend🤝 $4000 referral bonus🏥 FSA and HSA" We'll make list. Next: "Salary range: