Remote | Fast‑Growing B2B Services Company

We are looking for someone in the Pacific or Mountain time zone to join our team.

Location: Remote (US‑based, W‑2)
Compensation: Target base around $120,000 (depending on experience and location)
Title: HR Manager (solo HR lead / builder)
Type: Full‑time

About Us

We’re a fast‑growing, fully remote B2B services company that builds and runs high‑performance outbound and revenue teams for our clients.

In the last three years, we’ve grown over 15x, and in the past year alone we grew 330%. Today, we employ and manage 3,000+ team members for our clients across the US and internationally—and we’re just getting started.

That level of growth means we’re constantly hiring, onboarding, and supporting people across multiple states and environments. We’re now building a stronger internal HR foundation to match the pace and scale of the business.

About the Role

We’re hiring our first in‑house HR Manager to own HR day‑to‑day, working alongside our existing Employee Success function and internal hiring team to professionalize and scale how we take care of our people and protect the company. This role is ideal for someone who thrives in a fast-paced startup environment, enjoys multitasking, and is passionate about people and process.

This is a hands‑on builder role: you’re not inheriting a perfect machine; you are helping design and run it!

Role Mission

Build, own, and continuously improve the HR function for a remote, global workforce in a company that is scaling fast.

You will:

• Be the primary HR owner for US employees and contractors spread out across multiple states as well as a global team of international contractors (compliance, policies, employee relations, onboarding/offboarding).

• Drive operational efficiency by identifying bottlenecks and designing, optimizing, and implementing scalable processes and workflows across the organization.

• Turn an in‑flight HR audit into a practical HR operating system with clear processes and documentation.

• Partner closely with Employee Success (our current people‑focused function) and the internal hiring team to engage, onboard, and retain top talent.

What You’ll Do

1. Turn Our HR Audit into a Scalable System

• Take ownership of a comprehensive HR audit that’s already in motion.

• For each item, ensure we have:

  • Clear status (compliant / not compliant / partial).

  • Documented gaps and risks.

  • Specific next steps for:

    • Must‑do compliance fixes.

    • “Best practice / best version of the company” improvements.

• Translate findings into a coherent HR playbook (policies, processes, checklists) that can be used to manage day-to-day HR responsibilities.

• Maintain the HR audit and playbook to use going forward rather than as a one-time sheet, including regular updates on a quarterly basis.

2. Own Core HR Operations & Compliance

• Hiring & Onboarding

  • Partner with our internal hiring pod (who own sourcing and interviews) to successfully open new requisitions with compliant roles and job postings and ensure a smooth hand-off when ready to onboard.

  • Own offers, professional reviews, new‑hire paperwork, I‑9s, state‑specific requirements, workers’ comp setup/management, required training, and policy acknowledgments.

  • Ensure TCC is and remains compliant in each state when onboarding new hires (registrations, notices, etc.).

  • Build standard onboarding checklists and workflows by role and location, and coordinate system access with operations/IT.

• Offboarding

  • Run compliant, clean exits: final pay (including state timing rules), access removal, documentation, and separation letters.

  • Partner with managers on performance‑based exits, ensuring the right documentation (coaching, warnings, PIPs) is in place.

• Policies, Handbook & Risk Management

  • Own the Employee Handbook and core HR policies: updates, distribution, acknowledgments, and version control.

  • Maintain a simple, central process for logging potential policy/handbook changes and keeping that tied to the audit.

  • Balance “legal minimum,” “smart risk reduction,” and “gold standard” and help leadership choose intentionally (e.g., remote work safety guidance, reporting procedures, non‑solicitation, etc.)

• Employee Relations

  • Be the primary HR contact for employee questions and issues in a remote, multi‑state environment (leaves, wage/hour topics, conduct, benefits, complex personal situations, etc.).

  • Use sound judgment to decide what you can resolve vs. when to involve leadership or counsel; document issues and retain records appropriately.

• HR Systems & Records

  • Own HR data integrity: employment records, compensation changes, status changes, and compliance docs.

  • Administer our HRIS and other people tools, ensuring access is granted/removed quickly and correctly.

  • Centralize HR documentation so information is no longer scattered across individual drives.

3. Build the HR “Bible” & Onboarding for Future HR

• Turn the audit + your work into a clear HR operations manual: policies, SOPs, checklists, and templates.

• Create short Loom (or similar) videos and guides for key processes (e.g., “how we onboard a new AE in California,” “how we process terminations,” “how we handle remote work injuries”).

• Make it so a future team member could step in and run HR using the systems you build.

4. Be a Strategic Partner (Without Becoming a Bottleneck)

• Work closely with Employee Success to ensure the “people experience” and the “HR foundation” are aligned and reinforcing each other, not competing.

• Clarify what HR owns vs. what managers and other teams own; set simple, predictable expectations around how to engage HR.

• Track recurring issues and use them to drive process improvements and backlog items for future quarters.

• Communicate trade‑offs and risks clearly to leadership in plain English so decisions are made with eyes wide open.

What Success Looks Like (6–12 Months)

• The HR audit and associated playbook are fully completed and actionable; leadership can review it and see exactly what’s done, what’s at risk, and what’s next.

• There is one clear source of truth for HR processes, policies, templates, and where things live.

• Hiring, onboarding, and offboarding run on time‑bound, clear checklists and are compliant across all states we operate in.

• Employee issues are handled quickly and discreetly, with thoughtful escalation when needed.

• HR is viewed internally as owned, reliable, and scalable, not a mystery or a recurring fire drill.

Must‑Have Experience

• 5–8+ years of hands‑on HR generalist experience in small business or startup environments.

• Experience owning HR for a remote, multi‑state US workforce (not just supporting one office or one state).

  • Experience supporting California is is required

  • Experience supporting the following states is preferred: Colorado, Illinois, Maryland, Pennsylvania

• Strong background in:

  • HR compliance (federal + state + local), especially around hiring, wage/hour basics, and terminations.

  • Employee relations and performance management.

  • Building HR processes and policies from scratch or from a very early stage.

• Demonstrated judgment in knowing what you know and what you don’t:

  • Comfortable researching, drafting, and proposing solutions.

  • Equally comfortable saying, “this needs legal review / second eyes” on higher‑risk topics.

• High comfort with HRIS tools and general systems ownership.

• Clear, direct written and verbal communication.

Nice‑to‑Have Experience

• HR leadership in services / agency / outbound‑sales / call‑center‑style environments where a significant portion of the workforce is hourly or lower‑salaried.

• Experience “auditing” HR to identify risks and areas of non-compliance, and turning findings into day‑to‑day SOPs.

• Prior experience using AI tools (e.g., ChatGPT, Perplexity, Claude) to research laws, draft policies, and “triple‑check” HR work.

How We Work

• Fully remote, collaborative, direct.

• We move fast, value clear ownership, and are constantly improving how we operate.

• We care about people and about protecting the business—good HR for us is doing both well.

Interview Process

Our goal is to move quickly while being thoughtful. The process will likely include:

1. Initial Recruiter Screen – Baseline experience and mutual fit.

2. HR Competency Interview – Deep dive into your HR experience (multi‑state, employee relations, building HR from scratch).

3. Founder Interview – Culture, values, and alignment with our growth plans.

4. Paid Assessment – A realistic exercise (e.g., turning a small slice of an HR audit into SOPs or identifying areas of non-compliance and suggestion resolutions) so we can see how you think and work.

5. References – Speaking with former leaders/partners who’ve seen you run HR in a small, fast‑moving environment.