Human Resources Manager

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info. Remove boilerplate like cookie/navigation/legal/EEO etc. Also remove application instructions (the vetting process steps maybe considered application instructions? The instruction says remove application instructions. The vetting process steps are part of application process; we should remove them. Also remove duplicated lines. Must not invent or summarize away detail. Must not create Pay/Schedule/Benefits sections unless posting actually states them. The posting includes Benefits details (medical insurance etc.) and also mentions flexible work schedule, work from home, etc. It also mentions profit sharing bonus, etc. Pay? It mentions profit sharing bonus up to 20% of salary, but not base salary. It mentions "If you choose to work more than 40 hours, you’ll be compensated for the extra work!" That's about overtime pay. Not explicit pay range. Should we include Pay section? The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. Benefits: yes, there is Benefits Package Details. So include Benefits. Schedule: posting mentions "Flexible work schedule meaning you can work regular hours or whenever you work best" and "Work from home or work remotely from anywhere you want". That's schedule info. So we can include Schedule. Pay: there is mention of profit sharing bonus, compensation for extra work, but not base salary. Might be considered pay info? It mentions profit sharing bonus up to 20% of salary paid annually. That's compensation detail. Could be considered Pay. However the instruction says "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state profit sharing bonus and compensation for overtime, which is pay-related. So we could include Pay section with those details. But we must not include filler like "commensurate with experience". We have specific profit sharing bonus and overtime compensation. So include Pay. Now we need sections: About the role (maybe from first paragraph), Responsibilities (Primary Duties), Qualifications (Qualifications), Skills (Nice to Have Skills), Benefits (Benefits Package Details), Pay (profit sharing, overtime), Schedule (flexible schedule, remote). Also maybe "About Emergent Software" could be part of About the role? The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should follow those headings exactly. Not "About Emergent Software". So we put About the role summarizing the opportunity: leading HR function at fast-growing remote-first company, fully remote, etc. Must preserve all substantive info; we can't invent or summarize away detail. But we can condense? The instruction says "Do NOT invent or summarize away detail." That suggests we should keep details, not omit them. However we need to fit into sections; we can keep details as paragraphs/lists. We must not omit substantive info. So we need to include all details from posting, just organized under headings. We must not repeat job title as heading. So no heading for "Human Resources Manager". Good. We must not put Job ID/requisition numbers as headings; none present. We must remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we need to remove the vetting process steps (Application, Online Assessment, etc.) as they are application instructions. Also remove "Our Vetting Process" heading and steps. Also remove "About Emergent Software" maybe? That's not boilerplate; it's company description. Could be considered part of About the role? But we have a specific heading About the role; we could include company description there. However the instruction says "Prefer a few substantive sections over many thin ones." So we could combine About the role and About Emergent Software under About the role. That's okay. We must not create sections with filler. So we need to ensure each heading has real content. Let's extract content: From posting: ** This is an opportunity to lead and build the HR function at a fast-growing, remote-first company. This position is fully remote (indefinitely). ** Emergent Software is seeking a relational, pragmatic, and results-driven Human Resources Manager to lead our HR function as the company grows. We are looking for a candidate who excels in sound judgment, honest communication, and building trust across an organization. Your primary responsibility will be to own the full range of day-to-day HR operations while serving as a trusted partner to leaders and managers across the company.This role starts hands-on: you will personally own our core HR processes, develop a deep understanding of our employees and business, and identify opportunities to strengthen and scale how we support our people. Over time, you will build and lead an HR team, delegating operational work while maintaining accountability for the function. The Human Resources Manager will lead the HR function with the goals of:Delivering reliable, responsive support to employees and managers throughout the employee lifecycleBuilding HR processes, systems, and policies that stay consistent and scalable as we growLeading the people side of acquisitions so employees experience a smooth, well-communicated transition Highlights & Benefits of working at Emergent SoftwareWork closely with other talented software engineers and analysts. Our vetting process means you can count on your team members to know what they are talking about.Work from home or work remotely from anywhere you wantFlexible work schedule meaning you can work regular hours or whenever you work bestWork-life balance is essential and highly valued at Emergent Software. If you choose to work more than 40 hours, you’ll be compensated for the extra work!Work on interesting projects solving complex business problems with custom software.100 hours per year to focus on your professional development. We invest in your growth!Profit sharing bonus means as we’re successful, you’re successfulExcellent benefits package including medical insurance, dental, vision, 401(k) matching, FSA, disability, life insurance, and paid parental leave Primary Duties Own the day-to-day HR function, ensuring employees and managers have reliable, responsive support throughout the entire employee lifecycle.Manage and continuously improve our HRIS and related people systems, including employee records, workflows, reporting, data integrity, and opportunities for automation.Lead benefits and compensation practices, including annual enrollment, employee education, plan evaluation, broker relationships, market benchmarking, salary structures, internal equity, and compensation reviews.Own HR policies, the employee handbook, and employment compliance across the multiple states where we employ people, keeping practices practical and consistent as the organization grows.Manage employee relations matters, providing thoughtful and consistent guidance on performance concerns, workplace issues, conflict resolution, and disciplinary actions.Coach and advise managers and company leadership on feedback, difficult conversations, employee development, team dynamics, and application of company policies.Own the strategy behind performance and career development, equipping managers with the frameworks, tools, and guidance to run effective reviews, goal setting, feedback conversations, and development planning within their own teams.Own onboarding and offboarding, creating a consistent employee experience while completing the operational, compliance, documentation, and communication steps of each transition.Coordinate payroll and manage HR vendors and partners, working with finance, benefits providers, brokers, HR technology partners, and employment counsel to ensure accurate, well-supported HR operations.Develop HR reporting and people metrics that give leadership visibility into headcount, turnover, retention, compensation, and workforce trends.Lead the people-related integration of acquired companies: assessing HR practices, benefits, compensation, policies, and systems; transitioning employees into our programs; and partnering with leadership to communicate changes clearly. Qualifications 7+ years of progressive experience across a broad range of human resources responsibilities, including leading an HR function or serving in a HR leadership role.Strong working knowledge of HR operations, employee relations, benefits, compensation, performance management, HR systems, and employment compliance.Experience advising and coaching managers and senior leaders through complex employee and organizational situations.Demonstrated ability to operate both strategically and hands-on, developing the approach and personally executing the work when necessary.Experience creating, improving, and scaling HR processes within a growing organization.Strong judgment and discretion when handling sensitive employee and company information.Exceptional communication and interpersonal skills, with a proven record of building trusted relationships at all levels of an organization.Experience managing a workforce across multiple states. Nice to Have SkillsExperience supporting mergers, acquisitions, or organizational integrationsExperience building or developing an HR teamExperience in professional services, consulting, or a fully remote companyExperience with Rippling HRISHR certification such as SHRM-SCP, SPHR, or equivalent Benefits Package Details Medical Insurance: up to 80% of your monthly medical premium (HSA options available)HSA Contribution: up to $144/monthDental & Vision Insurance: up to 50% of your monthly dental and vision premium costs401(k) plan: company match up to 4% of salaryProfit sharing bonus: up to 20% of salary paid annuallyEmployee referral & customer referral bonusesFlex Spending Account (FSA) for Dependent Care & Healthcare CostsDependent Care FSA Contribution: $90/monthShort Term Disability: $500/week for 12 weeksLong Term Disability: up to $6,000/monthGroup term life and AD&D insurance: $50kPTO, standard holidays, 2 floating holidaysPaid parental leave: 2 weeksStaff development program: 100 hours/year plus training costs About Emergent Software ... (description). We'll include that in About the role. Now we need to output HTML fragment with headings

and content. We must not include application instructions (vetting process). So remove that section. We must not include duplicated lines. Ensure we don't repeat. We need to preserve all substantive info. So we need to include all points from Primary Duties, Qualifications, Nice to Have Skills, Benefits Package Details, About Emergent Software, and the initial highlights (work closely with talented engineers, work from home, flexible schedule, work-life balance, profit sharing, 100 hours dev, interesting projects). Some of those are already covered in Benefits or Schedule sections. We'll allocate. Let's structure:

About the role

This is an opportunity to lead and build the HR function at a fast-growing, remote-first company. This position is fully remote (indefinitely). Emergent Software is seeking a relational, pragmatic, and results-driven Human Resources Manager to lead our HR function as the company grows. We are looking for a candidate who excels in sound judgment, honest communication, and building trust across an organization. Your primary responsibility will be to own the full range of day-to-day HR operations while serving as a trusted partner to leaders and managers across the company. This role starts hands-on: you will personally own our core HR processes, develop a deep understanding of our employees and business, and identify opportunities to strengthen and scale how we support our people. Over time, you will build and lead an HR team, delegating operational work while maintaining accountability for the function. The Human Resources Manager will lead the HR function with the goals of: delivering reliable, responsive support to employees and managers throughout the employee lifecycle; building HR processes, systems, and policies that stay consistent and scalable as we grow; leading the people side of acquisitions so employees experience a smooth, well-communicated transition.

At Emergent Software, you will work closely with talented software engineers and analysts on interesting projects solving complex business problems with custom software. The company offers 100 hours per year for professional development and invests in your growth. Profit sharing bonus means as the company succeeds, you succeed.

That covers initial highlights and company description.

Responsibilities

• Own the day-to-day HR function, ensuring employees and managers have reliable, responsive support throughout the entire employee lifecycle.
• Manage and continuously improve our HRIS and related people systems, including employee records, workflows, reporting, data integrity, and opportunities for automation.
• Lead benefits and compensation practices, including annual enrollment, employee education