People Operations Partner
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, scam-warning, duplicated lines, application instructions. Include sections only when posting has real specific content. Must preserve all substantive info.
We need to extract content: About the role (responsibilities). Then "About You" (requirements/qualifications). Then "Practical Details" (location, remote, reporting, etc). Then "Base salary" (Pay). Also maybe "About Nofence" (company description) but that's not a section heading per rules? Could be included as a paragraph under maybe "About the company"? Not required but we can include as a
under maybe no heading? The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have headings like About the role, About you, Practical details, Pay. Possibly also "About Nofence" not in list but could be omitted or included as a paragraph without heading? The instruction says include a section ONLY when posting has real, specific content for it. It doesn't forbid other headings not listed, but they gave examples. Safer to stick to those headings.
We need to extract responsibilities bullet list: Under "About The Role" they list responsibilities grouped: Employee Experience, Recruiting, Compliance & Local Employment, Culture & Belonging. Each has sub-bullets. We'll need to turn those into - . Probably each main bullet can be a
- with nested
for subpoints? The instruction: Use - for any list of duties/requirements/benefits. Could flatten? Probably best to have top-level
with each duty as - , and if subpoints, we can include them within the same
- separated by semicolons or as nested
. Safer to keep simple: each duty as - with subpoints as separate sentences.
We'll produce:
About the role
[prose summary? Actually we have a paragraph before "About The Role": "As Nofence's first people hire in the US, People Operations Partner is the local anchor...". That's prose about role. We'll include that as
under About the role heading.
Then responsibilities: we can create a with items:
- Be the first point of contact for US employees on people-related matters: running onboarding for all North America new hires, connecting them to Nofence's purpose, values, and the team, not just systems access; supporting managers with day-to-day people questions, performance conversations, and employee relations; administering benefits and leave for US, ensuring offerings are competitive and well understood; owning day-to-day administration and employee communication, with global People team supporting on programme design and benchmarking; managing local People administration and owning biweekly US payroll inputs, ensuring all salary data, variables, and changes are accurately prepared, validated in Rippling and HiBob, and approved for external payroll provider.
- Drive the end-to-end hiring process for North American roles, from scoping and sourcing through to offer: running structured hiring processes in line with Nofence's hiring philosophy and frameworks; sourcing candidates; managing candidate experience and communication, ensuring every candidate interaction reflects Nofence's brand and values; activating and maintaining US compliant hiring flows end-to-end; partnering with hiring managers to define role criteria, set expectations, and make good decisions, not just fill seats.
- Own compliance for US employment, keeping pace with a changing regulatory environment: multi-state US employment compliance: at-will employment, state-specific leave laws, workers' compensation, benefits obligations, and contractor classification; owns multi-state SUI and employment tax compliance; verifies Rippling filings, manages state correspondence, and escalates audit or rate adjustment issues.
- Carry Nofence's culture into a US context, not by replicating Norway, but by helping the North America team feel genuinely connected to the company's values, ways of working, and each other: supporting the rhythm of check-ins, phase conversations, and performance processes in the US team; identifying where North America employees need more connection, clarity, or support and doing something about it; acting as a trusted presence with low ego and high integrity, the kind of person employees come to before a problem becomes a problem; supporting the organization of regular US team gatherings.
That covers responsibilities.
Now "About You": requirements.
We need to extract: 4+ years in people roles at a scaling US company or start-up, with genuine, proven generalist breadth across both recruiting and HR operations. Solid knowledge of multi-state US employment law and practical experience navigating it. Hands-on experience administering US employee benefits: health insurance, leave management including FMLA, and benefits administration in HiBob or Rippling or a comparable HRIS. A recruiter's instincts. You know how to source, you care about candidate experience, and you can run a structured process without a lot of infrastructure around you. Comfortable with ambiguity and building from scratch. There is no playbook for this role yet, you will write it. High ownership and low drama. You make things happen and flag problems early. Aligned with Nofence's culture. You are direct, grounded, and genuinely motivated by impact over titles. This is not a profile where depth in one compensates for absence in the other, we need someone who has run end-to-end hiring processes and understands employee relations, benefits administration, onboarding, manager support, and compliance.
We'll turn into - items.
Now "Practical Details": Based in the US, preferably around Denver, Colorado and with the ability to facility time overlap with colleagues across US and in Europe. Remote-first, with some travel in the US and to Oslo for company events and team sessions. Reports to the VP People, with close day-to-day collaboration with the MD US and the wider People & Finance team. Member of the global People team, operating within shared people processes and standards, adapting for a US context where legally or practically required.
We'll put as
maybe under heading Practical Details.
Pay: The base salary for this role is $90 000 - $120 000 per year. When determining salary ranges for our roles, we look at external market data and the salaries of Nofencers holding the same or similar roles. Our pay bands reflect the broad range of skills and experience levels great candidates bring to us. When making individual pay decisions, we take into account the candidate's depth of relevant experience, their skills relative to the role, and their location.
We'll put under
Pay
with .
We should not include sections like Benefits, Schedule unless present. Benefits not explicitly listed; there is mention of administering benefits but not a benefits section. So we omit Benefits heading.
We also need to avoid repeating job title as heading. Not include "People Operations Partner" as heading.
We need to remove boilerplate: EEO, equal opportunity, application instructions, etc. Also remove duplicated lines.
We also need to remove "About The Application" etc.
We also need to remove "About Nofence" maybe? It's not required but could be included as a paragraph under no heading? The instruction says include a section ONLY when posting has real, specific content for it — never emit a heading followed by filler/placeholder text. It doesn't forbid having a paragraph without heading. However, they gave examples of section headings; we could include a
about Nofence under no heading, but that might be considered stray content. Safer to omit it, as it's not essential to the role. But we must preserve ALL substantive information; does "About Nofence" count as substantive? It's company description, maybe not essential for the role but still part of posting. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep it. But where to put? Could be a
without heading, maybe after Pay section. That's acceptable.
We also need to remove "About The Application" etc.
Now produce HTML fragment.
Let's craft:
About the role
As Nofence's first people hire in the US, People Operations Partner is the local anchor for our growing US team. This is a broad, hands-on role that covers the full employee experience, all from hiring and onboarding through to day-to-day people support, local compliance, and culture for a team that is scaling fast in a commercially critical market. You will be the person the US team turns to first. You will run recruiting for US roles, ensure we are operating compliantly across all states, and make sure Nofence's culture and ways of working land well for employees who are far from the headquarter in Oslo. You will work closely with the MD US, the VP People and partner with the wider People & Finance team globally. Nofence's People team is small, you will know everyone in it and work directly with all of them. You are a full member of Nofence's global People team, not a standalone HR function for the US. This means you work within global people processes on hiring philosophy, performance rhythms, onboarding standards, culture initiatives, and HRIS hygiene. You bring them to life for the US context, adapting where local law or practice requires. You will work closely with the broader People team, lead or drive global projects and initiatives as time allows, and bring a US perspective that actively shapes how Nofence builds its people practices globally. This role sits at the intersection of recruiting, operations, and people partnership and it calls for someone who can hold all three with confidence, genuinely energized by building and shaping, not just maintaining, in a high-expectations environment.
- Be the first point of contact for US employees on people-related matters: running onboarding for all North America new hires, connecting them to Nofence's purpose, values, and the team, not just systems access; supporting managers with day-to-day people questions, performance conversations, and employee relations; administering benefits and leave for US, ensuring offerings are competitive and well understood; owning day-to-day administration and employee communication, with the global People team supporting on programme design and benchmarking; managing local People administration and owning biweekly US payroll inputs, ensuring all salary data, variables, and changes are accurately prepared, validated in Rippling and HiBob, and approved for our external payroll provider.
- Drive the end-to-end hiring process for North American roles, from scoping and sourcing through to offer: running structured hiring processes in line with Nofence's hiring philosophy and frameworks; sourcing candidates; managing candidate experience and communication, ensuring every candidate interaction reflects Nofence's brand and values; activating and maintaining US compliant hiring flows end-to-end; partnering with hiring managers to define role criteria, set expectations, and make good decisions, not just fill seats.
- Own compliance for US employment, keeping pace with a changing regulatory environment: multi-state US employment compliance: at-will employment, state-specific leave laws, workers' compensation, benefits obligations, and contractor classification; owns multi-state SUI and employment tax compliance; verifies Rippling filings, manages state correspondence, and escalates audit or rate adjustment issues.
- Carry Nofence's culture into a US context, not by replicating Norway, but by helping the North America team feel genuinely connected to the company's values, ways of working, and each other: supporting the rhythm of check-ins, phase conversations, and performance processes in the US team; identifying where North America employees need more connection, clarity, or support and doing something about it; acting as a trusted presence with low ego and high integrity, the kind of person employees come to before a problem becomes a problem; supporting the organization of regular US team gatherings.
About you
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, scam-warning, duplicated lines, application instructions. Include sections only when posting has real specific content. Must preserve all substantive info. We need to extract content: About the role (responsibilities). Then "About You" (requirements/qualifications). Then "Practical Details" (location, remote, reporting, etc). Then "Base salary" (Pay). Also maybe "About Nofence" (company description) but that's not a section heading per rules? Could be included as a paragraph under maybe "About the company"? Not required but we can include as a
under maybe no heading? The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have headings like About the role, About you, Practical details, Pay. Possibly also "About Nofence" not in list but could be omitted or included as a paragraph without heading? The instruction says include a section ONLY when posting has real, specific content for it. It doesn't forbid other headings not listed, but they gave examples. Safer to stick to those headings.
We need to extract responsibilities bullet list: Under "About The Role" they list responsibilities grouped: Employee Experience, Recruiting, Compliance & Local Employment, Culture & Belonging. Each has sub-bullets. We'll need to turn those into - . Probably each main bullet can be a
- with nested
for subpoints? The instruction: Use - for any list of duties/requirements/benefits. Could flatten? Probably best to have top-level
with each duty as - , and if subpoints, we can include them within the same
- separated by semicolons or as nested
. Safer to keep simple: each duty as - with subpoints as separate sentences.
We'll produce:
About the role
[prose summary? Actually we have a paragraph before "About The Role": "As Nofence's first people hire in the US, People Operations Partner is the local anchor...". That's prose about role. We'll include that as
under About the role heading.
Then responsibilities: we can create a with items:
- Be the first point of contact for US employees on people-related matters: running onboarding for all North America new hires, connecting them to Nofence's purpose, values, and the team, not just systems access; supporting managers with day-to-day people questions, performance conversations, and employee relations; administering benefits and leave for US, ensuring offerings are competitive and well understood; owning day-to-day administration and employee communication, with global People team supporting on programme design and benchmarking; managing local People administration and owning biweekly US payroll inputs, ensuring all salary data, variables, and changes are accurately prepared, validated in Rippling and HiBob, and approved for external payroll provider.
- Drive the end-to-end hiring process for North American roles, from scoping and sourcing through to offer: running structured hiring processes in line with Nofence's hiring philosophy and frameworks; sourcing candidates; managing candidate experience and communication, ensuring every candidate interaction reflects Nofence's brand and values; activating and maintaining US compliant hiring flows end-to-end; partnering with hiring managers to define role criteria, set expectations, and make good decisions, not just fill seats.
- Own compliance for US employment, keeping pace with a changing regulatory environment: multi-state US employment compliance: at-will employment, state-specific leave laws, workers' compensation, benefits obligations, and contractor classification; owns multi-state SUI and employment tax compliance; verifies Rippling filings, manages state correspondence, and escalates audit or rate adjustment issues.
- Carry Nofence's culture into a US context, not by replicating Norway, but by helping the North America team feel genuinely connected to the company's values, ways of working, and each other: supporting the rhythm of check-ins, phase conversations, and performance processes in the US team; identifying where North America employees need more connection, clarity, or support and doing something about it; acting as a trusted presence with low ego and high integrity, the kind of person employees come to before a problem becomes a problem; supporting the organization of regular US team gatherings.
That covers responsibilities.
Now "About You": requirements.
We need to extract: 4+ years in people roles at a scaling US company or start-up, with genuine, proven generalist breadth across both recruiting and HR operations. Solid knowledge of multi-state US employment law and practical experience navigating it. Hands-on experience administering US employee benefits: health insurance, leave management including FMLA, and benefits administration in HiBob or Rippling or a comparable HRIS. A recruiter's instincts. You know how to source, you care about candidate experience, and you can run a structured process without a lot of infrastructure around you. Comfortable with ambiguity and building from scratch. There is no playbook for this role yet, you will write it. High ownership and low drama. You make things happen and flag problems early. Aligned with Nofence's culture. You are direct, grounded, and genuinely motivated by impact over titles. This is not a profile where depth in one compensates for absence in the other, we need someone who has run end-to-end hiring processes and understands employee relations, benefits administration, onboarding, manager support, and compliance.
We'll turn into - items.
Now "Practical Details": Based in the US, preferably around Denver, Colorado and with the ability to facility time overlap with colleagues across US and in Europe. Remote-first, with some travel in the US and to Oslo for company events and team sessions. Reports to the VP People, with close day-to-day collaboration with the MD US and the wider People & Finance team. Member of the global People team, operating within shared people processes and standards, adapting for a US context where legally or practically required.
We'll put as
maybe under heading Practical Details.
Pay: The base salary for this role is $90 000 - $120 000 per year. When determining salary ranges for our roles, we look at external market data and the salaries of Nofencers holding the same or similar roles. Our pay bands reflect the broad range of skills and experience levels great candidates bring to us. When making individual pay decisions, we take into account the candidate's depth of relevant experience, their skills relative to the role, and their location.
We'll put under
Pay
with .
We should not include sections like Benefits, Schedule unless present. Benefits not explicitly listed; there is mention of administering benefits but not a benefits section. So we omit Benefits heading.
We also need to avoid repeating job title as heading. Not include "People Operations Partner" as heading.
We need to remove boilerplate: EEO, equal opportunity, application instructions, etc. Also remove duplicated lines.
We also need to remove "About The Application" etc.
We also need to remove "About Nofence" maybe? It's not required but could be included as a paragraph under no heading? The instruction says include a section ONLY when posting has real, specific content for it — never emit a heading followed by filler/placeholder text. It doesn't forbid having a paragraph without heading. However, they gave examples of section headings; we could include a
about Nofence under no heading, but that might be considered stray content. Safer to omit it, as it's not essential to the role. But we must preserve ALL substantive information; does "About Nofence" count as substantive? It's company description, maybe not essential for the role but still part of posting. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep it. But where to put? Could be a
without heading, maybe after Pay section. That's acceptable.
We also need to remove "About The Application" etc.
Now produce HTML fragment.
Let's craft:
About the role
As Nofence's first people hire in the US, People Operations Partner is the local anchor for our growing US team. This is a broad, hands-on role that covers the full employee experience, all from hiring and onboarding through to day-to-day people support, local compliance, and culture for a team that is scaling fast in a commercially critical market. You will be the person the US team turns to first. You will run recruiting for US roles, ensure we are operating compliantly across all states, and make sure Nofence's culture and ways of working land well for employees who are far from the headquarter in Oslo. You will work closely with the MD US, the VP People and partner with the wider People & Finance team globally. Nofence's People team is small, you will know everyone in it and work directly with all of them. You are a full member of Nofence's global People team, not a standalone HR function for the US. This means you work within global people processes on hiring philosophy, performance rhythms, onboarding standards, culture initiatives, and HRIS hygiene. You bring them to life for the US context, adapting where local law or practice requires. You will work closely with the broader People team, lead or drive global projects and initiatives as time allows, and bring a US perspective that actively shapes how Nofence builds its people practices globally. This role sits at the intersection of recruiting, operations, and people partnership and it calls for someone who can hold all three with confidence, genuinely energized by building and shaping, not just maintaining, in a high-expectations environment.
- Be the first point of contact for US employees on people-related matters: running onboarding for all North America new hires, connecting them to Nofence's purpose, values, and the team, not just systems access; supporting managers with day-to-day people questions, performance conversations, and employee relations; administering benefits and leave for US, ensuring offerings are competitive and well understood; owning day-to-day administration and employee communication, with the global People team supporting on programme design and benchmarking; managing local People administration and owning biweekly US payroll inputs, ensuring all salary data, variables, and changes are accurately prepared, validated in Rippling and HiBob, and approved for our external payroll provider.
- Drive the end-to-end hiring process for North American roles, from scoping and sourcing through to offer: running structured hiring processes in line with Nofence's hiring philosophy and frameworks; sourcing candidates; managing candidate experience and communication, ensuring every candidate interaction reflects Nofence's brand and values; activating and maintaining US compliant hiring flows end-to-end; partnering with hiring managers to define role criteria, set expectations, and make good decisions, not just fill seats.
- Own compliance for US employment, keeping pace with a changing regulatory environment: multi-state US employment compliance: at-will employment, state-specific leave laws, workers' compensation, benefits obligations, and contractor classification; owns multi-state SUI and employment tax compliance; verifies Rippling filings, manages state correspondence, and escalates audit or rate adjustment issues.
- Carry Nofence's culture into a US context, not by replicating Norway, but by helping the North America team feel genuinely connected to the company's values, ways of working, and each other: supporting the rhythm of check-ins, phase conversations, and performance processes in the US team; identifying where North America employees need more connection, clarity, or support and doing something about it; acting as a trusted presence with low ego and high integrity, the kind of person employees come to before a problem becomes a problem; supporting the organization of regular US team gatherings.
About you
- for subpoints? The instruction: Use
- for any list of duties/requirements/benefits. Could flatten? Probably best to have top-level
- with each duty as
- , and if subpoints, we can include them within the same
- separated by semicolons or as nested
- . Safer to keep simple: each duty as
- with subpoints as separate sentences.
We'll produce:
About the role
[prose summary? Actually we have a paragraph before "About The Role": "As Nofence's first people hire in the US, People Operations Partner is the local anchor...". That's prose about role. We'll include that as
under About the role heading.
Then responsibilities: we can create a- with items:
- Be the first point of contact for US employees on people-related matters: running onboarding for all North America new hires, connecting them to Nofence's purpose, values, and the team, not just systems access; supporting managers with day-to-day people questions, performance conversations, and employee relations; administering benefits and leave for US, ensuring offerings are competitive and well understood; owning day-to-day administration and employee communication, with global People team supporting on programme design and benchmarking; managing local People administration and owning biweekly US payroll inputs, ensuring all salary data, variables, and changes are accurately prepared, validated in Rippling and HiBob, and approved for external payroll provider.
- Drive the end-to-end hiring process for North American roles, from scoping and sourcing through to offer: running structured hiring processes in line with Nofence's hiring philosophy and frameworks; sourcing candidates; managing candidate experience and communication, ensuring every candidate interaction reflects Nofence's brand and values; activating and maintaining US compliant hiring flows end-to-end; partnering with hiring managers to define role criteria, set expectations, and make good decisions, not just fill seats.
- Own compliance for US employment, keeping pace with a changing regulatory environment: multi-state US employment compliance: at-will employment, state-specific leave laws, workers' compensation, benefits obligations, and contractor classification; owns multi-state SUI and employment tax compliance; verifies Rippling filings, manages state correspondence, and escalates audit or rate adjustment issues.
- Carry Nofence's culture into a US context, not by replicating Norway, but by helping the North America team feel genuinely connected to the company's values, ways of working, and each other: supporting the rhythm of check-ins, phase conversations, and performance processes in the US team; identifying where North America employees need more connection, clarity, or support and doing something about it; acting as a trusted presence with low ego and high integrity, the kind of person employees come to before a problem becomes a problem; supporting the organization of regular US team gatherings.
That covers responsibilities.
Now "About You": requirements.
We need to extract: 4+ years in people roles at a scaling US company or start-up, with genuine, proven generalist breadth across both recruiting and HR operations. Solid knowledge of multi-state US employment law and practical experience navigating it. Hands-on experience administering US employee benefits: health insurance, leave management including FMLA, and benefits administration in HiBob or Rippling or a comparable HRIS. A recruiter's instincts. You know how to source, you care about candidate experience, and you can run a structured process without a lot of infrastructure around you. Comfortable with ambiguity and building from scratch. There is no playbook for this role yet, you will write it. High ownership and low drama. You make things happen and flag problems early. Aligned with Nofence's culture. You are direct, grounded, and genuinely motivated by impact over titles. This is not a profile where depth in one compensates for absence in the other, we need someone who has run end-to-end hiring processes and understands employee relations, benefits administration, onboarding, manager support, and compliance.
We'll turn into
- items.
Now "Practical Details": Based in the US, preferably around Denver, Colorado and with the ability to facility time overlap with colleagues across US and in Europe. Remote-first, with some travel in the US and to Oslo for company events and team sessions. Reports to the VP People, with close day-to-day collaboration with the MD US and the wider People & Finance team. Member of the global People team, operating within shared people processes and standards, adapting for a US context where legally or practically required.
We'll put as
maybe under heading Practical Details. Pay: The base salary for this role is $90 000 - $120 000 per year. When determining salary ranges for our roles, we look at external market data and the salaries of Nofencers holding the same or similar roles. Our pay bands reflect the broad range of skills and experience levels great candidates bring to us. When making individual pay decisions, we take into account the candidate's depth of relevant experience, their skills relative to the role, and their location. We'll put under
Pay
with. We should not include sections like Benefits, Schedule unless present. Benefits not explicitly listed; there is mention of administering benefits but not a benefits section. So we omit Benefits heading. We also need to avoid repeating job title as heading. Not include "People Operations Partner" as heading. We need to remove boilerplate: EEO, equal opportunity, application instructions, etc. Also remove duplicated lines. We also need to remove "About The Application" etc. We also need to remove "About Nofence" maybe? It's not required but could be included as a paragraph under no heading? The instruction says include a section ONLY when posting has real, specific content for it — never emit a heading followed by filler/placeholder text. It doesn't forbid having a paragraph without heading. However, they gave examples of section headings; we could include a
about Nofence under no heading, but that might be considered stray content. Safer to omit it, as it's not essential to the role. But we must preserve ALL substantive information; does "About Nofence" count as substantive? It's company description, maybe not essential for the role but still part of posting. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep it. But where to put? Could be a
without heading, maybe after Pay section. That's acceptable. We also need to remove "About The Application" etc. Now produce HTML fragment. Let's craft:
About the role
As Nofence's first people hire in the US, People Operations Partner is the local anchor for our growing US team. This is a broad, hands-on role that covers the full employee experience, all from hiring and onboarding through to day-to-day people support, local compliance, and culture for a team that is scaling fast in a commercially critical market. You will be the person the US team turns to first. You will run recruiting for US roles, ensure we are operating compliantly across all states, and make sure Nofence's culture and ways of working land well for employees who are far from the headquarter in Oslo. You will work closely with the MD US, the VP People and partner with the wider People & Finance team globally. Nofence's People team is small, you will know everyone in it and work directly with all of them. You are a full member of Nofence's global People team, not a standalone HR function for the US. This means you work within global people processes on hiring philosophy, performance rhythms, onboarding standards, culture initiatives, and HRIS hygiene. You bring them to life for the US context, adapting where local law or practice requires. You will work closely with the broader People team, lead or drive global projects and initiatives as time allows, and bring a US perspective that actively shapes how Nofence builds its people practices globally. This role sits at the intersection of recruiting, operations, and people partnership and it calls for someone who can hold all three with confidence, genuinely energized by building and shaping, not just maintaining, in a high-expectations environment.
- Be the first point of contact for US employees on people-related matters: running onboarding for all North America new hires, connecting them to Nofence's purpose, values, and the team, not just systems access; supporting managers with day-to-day people questions, performance conversations, and employee relations; administering benefits and leave for US, ensuring offerings are competitive and well understood; owning day-to-day administration and employee communication, with the global People team supporting on programme design and benchmarking; managing local People administration and owning biweekly US payroll inputs, ensuring all salary data, variables, and changes are accurately prepared, validated in Rippling and HiBob, and approved for our external payroll provider.
- Drive the end-to-end hiring process for North American roles, from scoping and sourcing through to offer: running structured hiring processes in line with Nofence's hiring philosophy and frameworks; sourcing candidates; managing candidate experience and communication, ensuring every candidate interaction reflects Nofence's brand and values; activating and maintaining US compliant hiring flows end-to-end; partnering with hiring managers to define role criteria, set expectations, and make good decisions, not just fill seats.
- Own compliance for US employment, keeping pace with a changing regulatory environment: multi-state US employment compliance: at-will employment, state-specific leave laws, workers' compensation, benefits obligations, and contractor classification; owns multi-state SUI and employment tax compliance; verifies Rippling filings, manages state correspondence, and escalates audit or rate adjustment issues.
- Carry Nofence's culture into a US context, not by replicating Norway, but by helping the North America team feel genuinely connected to the company's values, ways of working, and each other: supporting the rhythm of check-ins, phase conversations, and performance processes in the US team; identifying where North America employees need more connection, clarity, or support and doing something about it; acting as a trusted presence with low ego and high integrity, the kind of person employees come to before a problem becomes a problem; supporting the organization of regular US team gatherings.
About you
- items.
Now "Practical Details": Based in the US, preferably around Denver, Colorado and with the ability to facility time overlap with colleagues across US and in Europe. Remote-first, with some travel in the US and to Oslo for company events and team sessions. Reports to the VP People, with close day-to-day collaboration with the MD US and the wider People & Finance team. Member of the global People team, operating within shared people processes and standards, adapting for a US context where legally or practically required.
We'll put as
- with subpoints as separate sentences.
We'll produce: