Senior Human Resources Manager

About the Role

Reporting to the CFO, you'll own our HR infrastructure end to end: HR systems, payroll administration and oversight, policies and procedures, compliance, the full employee lifecycle, benefits, and HR controls. This is a player-coach role—strategic when it matters, hands-on every day. You'll inherit an HR environment currently supported by contracted resources in both the U.S. and New Zealand, and your job is to bring it in-house and build a scalable, well-controlled operating model that grows with us.

Responsibilities

• HR Leadership & Strategy
  • Serve as the primary internal HR leader and trusted advisor to the CFO, executive team, and managers
  • Develop an HR strategy aligned with business objectives and a scalable operating model suited to a 70-person international organization
  • Advise leadership on organizational structure, workforce planning, compensation, performance management, employee relations, and HR risk—balancing employee experience with controls, compliance, and cost
  • Establish HR metrics and report regularly to the CFO and executive team
• HR Operations & Infrastructure
  • Assume day-to-day U.S. HR operations from the existing U.S. contractor and coordinate with the New Zealand consultant on employee support and local compliance
  • Define HR processes, responsibilities, approval authorities, and documentation standards
  • Establish consistent employee lifecycle processes from hiring and onboarding through compensation changes, performance, leave, benefits, and offboarding
  • Maintain accurate employee records and automate or simplify HR administration where possible
• HR Systems & Payroll
  • Assess the current HR technology environment, recommend a scalable future state, and lead HRIS selection and implementation as appropriate
  • Evaluate payroll processes and platforms and lead future payroll implementations or migrations
  • Oversee U.S. payroll (currently processed through Deel), including inputs, employee changes, deductions, approvals, and reconciliations
  • Partner with Finance on payroll review, approval, reconciliation, and reporting; keep HR system data accurate; and control access to confidential employee and payroll information
• Policies, Procedures & Controls
  • Review existing policies for gaps and risk, then develop, document, and maintain HR policies and standard operating procedures
  • Establish HR controls: approval requirements, segregation of duties, documentation standards, system access controls, and periodic reviews
  • Document core processes—hiring and onboarding; compensation, salary, and promotion changes; payroll approvals; benefits; leave; performance reviews; complaints and investigations; terminations; and system access and record changes
  • Monitor and periodically audit compliance with those policies, ensure exceptions are documented and approved, and partner with Finance so HR and payroll controls support the broader financial control environment
• Compliance & Risk Management
  • Maintain compliance with U.S. federal, state, and local employment law, and coordinate with the New Zealand consultant and external advisors on New Zealand requirements
  • Monitor regulatory developments, manage employment documentation and record retention, and recommend policy changes as needed
  • Engage external employment counsel when needed, support documentation of employee relations matters, investigations, and terminations, and identify and mitigate HR risk
• Employee Relations & Manager Support
  • Serve as a resource for employees and managers on HR policies, employee relations, performance, and workplace concerns
  • Coach managers on people management, feedback, and documentation, and establish consistent handling of performance and conduct issues
  • Manage sensitive matters with discretion and judgment, reinforcing a culture of accountability and consistent application of policy
• Performance, Compensation & Benefits
  • Improve the performance management process and partner with leadership on clear expectations and consistent reviews
  • Support compensation planning, benchmarking, salary reviews, promotions, and incentives, including annual planning with Finance
  • Oversee benefit programs and broker relationships, evaluating offerings for competitiveness and cost effectiveness
• Talent Acquisition & Onboarding
  • Establish consistent recruiting and hiring processes, partnering with hiring managers on roles, compensation ranges, interviews, and evaluation criteria, and managing external recruiters as needed
  • Deliver a consistent onboarding experience, ensuring approvals, employment documentation, background checks, payroll setup, benefits enrollment, and system provisioning are completed

In your first 6-12 months, you'll:

• Assess the current HR environment—systems, policies, processes, vendors, and compliance
• Execute a transition plan to assume the U.S. contractor's responsibilities and establish a working model with the New Zealand consultant
• Strengthen HR and payroll policies, approvals, and internal controls, and document core processes with clear ownership
• Evaluate HRIS requirements and lead platform selection and implementation
• Evaluate the U.S. payroll environment, including Deel, and recommend improvements or alternatives
• Establish ongoing monitoring, reconciliations, and compliance reviews; improve employee data integrity and reporting; and build a scalable HR foundation for growth

Requirements

• 5+ years of progressive HR experience, including as the primary or senior HR resource in a small or mid-sized organization
• Bachelor's degree, or equivalent practical HR experience
• Strong knowledge of U.S. employment practices and compliance requirements
• Experience developing and implementing HR policies, procedures, and internal controls
• Experience managing payroll processes and providers
• Experience evaluating, implementing, or administering HRIS platforms
• Command of the full employee lifecycle, including employee relations and sensitive personnel matters
• Strong organizational, project management, documentation, and communication skills
• Ability to operate independently with limited administrative support and work effectively with senior executives

Preferred Qualifications

• SaaS, software, technology, or private-equity-backed company experience, ideally supporting a distributed or remote workforce
• International HR experience, particularly in New Zealand
• Experience with Deel or similar platforms, and with implementing a new HRIS or payroll system
• Experience building or scaling an HR function, including developing HR controls with Finance
• SHRM-CP, SHRM-SCP, PHR, SPHR, or similar certification

Benefits

• Base salary: $110,000 - $130,000, depending on experience and location
• Annual performance bonus: 10% of base salary
• Medical, dental, and vision coverage
• 401(k) with company match
• Open time off policy, plus company holidays and paid parental leave
• Professional development support, including HR certification and continuing education

Schedule

Full-time. Occasional early or late calls to overlap with New Zealand colleagues.

Location: Remote, with preference in US Central or Eastern time zones. Minimal travel required.