People & Talent Manager - New York / Houston - Part-time

Key responsibilities

• Provide day-to-day HR support across the employee lifecycle: onboarding, performance, conduct, attendance, grievances, investigations, and exits.
• Coach and advise managers on documentation, performance improvement, and decision-making consistent with at-will employment principles and relevant federal/state frameworks.
• Manage employee relations issues end-to-end, including investigations where required; ensure clear, defensible documentation and consistent application of policy.
• Support organizational change activity, including role changes and restructures; coordinate process steps and documentation with TriNet and, where needed, external counsel.

Employment law, compliance & policy

• Maintain strong practical working knowledge of US federal employment law plus Texas and New York considerations (e.g., wage & hour practices, paid leave requirements, anti-discrimination/harassment, accommodations, employee classification).
• Localize and maintain US policies, templates, and manager guidance in partnership with the global People team and TriNet.
• Ensure compliant offer letters, employment documentation, and recordkeeping; maintain audit-ready employee files and HR data.
• Cook up required trainings and compliance activity (e.g., NY harassment prevention requirements as applicable) and track completion.

TriNet partnership: payroll, benefits & HR administration

• Own the relationship with Trinet ensuring the effective delivery of payroll, benefits, leave administration and compliance support.
• Oversee payroll inputs and approvals, coordinate changes (new hires, salary changes, bonuses/allowances where applicable), and troubleshoot employee payroll queries to resolution.
• Manage benefits administration and employee support: onboarding/offboarding benefits, qualifying life events, open enrolment communications, and escalations.
• Maintain service delivery and SLAs; ensure issues are tracked, resolved, and communicated effectively.

Talent acquisition (consulting-focused experienced hire recruitment)

• Lead end-to-end recruitment for all US roles.
• Partner with leaders to scope roles, define success profiles, aligned to consulting competencies (problem solving, client management, communication, delivery leadership).
• Drive proactive sourcing strategies (LinkedIn Recruiter, referrals, targeted outreach, networks, search partners where needed) to build pipelines for priority capability areas.
• Ensure consistent selection documentation, equitable assessment, and strong candidate experience; manage offers and negotiate within approved ranges in partnership with leadership.
• Own recruitment reporting (pipeline health, time-to-hire, conversion rates, offer acceptance, and themes from candidate feedback).

Onboarding & employee experience

• Own the US onboarding journey from offer acceptance through first 90 days, coordinating logistics and systems with TriNet and internal stakeholders.
• Partner with hiring managers to ensure role clarity, integration into teams, and early performance enablement; identify and address early attrition risks.
• Support local engagement and culture initiatives aligned to global People priorities.

Reporting, insights & continuous improvement

• Track and report core US People metrics (headcount, attrition, ER themes, hiring funnel metrics, payroll/benefits issue trends).
• Identify improvements to policies, processes, and templates to increase compliance, speed, and employee/candidate experience quality.
• Contribute to global People projects (performance management, DEI, reward, HR tech) as the US SME.

Success measures (example KPIs)

• Improved time-to-hire, strong shortlist quality, and high offer acceptance for consulting hiring plan.
• Positive hiring manager and candidate experience feedback.
• Payscale accuracy and timeliness; benefits queries resolved within agreed timelines; low rework/escalation rates.
• Consistent ER matters managed with high-quality documentation and minimal external escalation.
• Improved new joiner ramp-up indicators and reduced early attrition.

Working pattern & travel

Hybrid based in either New York or Houston, with some travel between the offices for key hiring activity, stakeholder engagement, and team sessions (roughly every 4-6 weeks). Three days per week - can be spread across more days.

Requirements

• 7-8+ years' progressive HR experience with significant exposure to talent acquisition in the US.
• Experience working in consulting, professional services, media, technology or other knowledge-worker environments.
• Comfortable working in a scaling, global business.
• Experience partnering directly with senior leadership teams.
• Strong practical knowledge of US employment law, with multi-state experience strongly preferred and direct exposure to Texas and/or New York ideal.
• Demonstrated success recruiting for consulting / professional services roles.
• Experience operating within a PEO model—TriNet experience strongly preferred (not essential).
• Hands-on experience overseeing payroll and benefits administration in partnership with a provider/PEO.
• Bachelor's degree or equivalent experience; PHR/SPHR or SHRM-CP/SCP desirable but not required.

Skills & behaviours

• Commercial, pragmatic HR mindset with strong risk awareness and ability to balance pace with compliance.
• Confident communicator who can influence senior stakeholders and coach managers.
• Strong recruitment craft: sourcing strategy, competency-based assessment, offer management, candidate care.
• Hightly organized and detail-oriented with excellent follow-through (critical for payroll/benefits governance).
• Discreet and trusted with sensitive ER matters and confidential data.