HR Operations Lead

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Human8

WebsiteLinkedInAll Job Openings

501 - 1000 employees

We're Human8, the human-driven consultancy, that connects brands with people and culture to drive positive change.

📋 Description

• Serve as the U.S. Leadership Team’s advisor on HR operations, compliance, employee relations, talent acquisition, employee lifecycle processes, and people-risk trends. • Provide data-driven insights (HR metrics, payroll trends, engagement, and attrition) to inform workforce planning and business decisions. • Identify emerging people and operational risks (retention, compliance gaps, payroll errors, benefit gaps) and implement mitigation strategies. • Partner with the Managing Director to shape US business strategy, ensuring that people implications are considered in all major business decisions (e.g., expansion, restructuring, M&A). • Lead change management efforts for regional initiatives, ensuring smooth adoption of new processes, systems, or organizational structures. • Partner closely with the Head of Professional Development & Enablement to connect consultant staffing, capability, performance, and career-development insights with HR operations, recruiting, compliance, employee relations, and people-risk actions. • Provide HR governance, documentation, compliance, and employee-risk support for performance review cycles, promotion processes, and talent review discussions led by the Head of Professional Development & Enablement. • Translate consultant capability and staffing insights into recruiting execution plans, onboarding needs, retention actions, HR process improvements, and employee lifecycle support. • Share employee relations, attrition, onboarding, offboarding, engagement, and manager-effectiveness themes that may signal broader consultant experience or capability-development needs. • Maintain clear decision rights between HR operations and professional development to avoid duplication across manager enablement, performance management, career growth, and workforce planning. • Own day-to-day employee administration, ensuring accuracy, timeliness, and compliance with US tax and labor regulations (federal, state, local). • Own the end-to-end employee lifecycle for the region, including onboarding, transfers, leave of absence, offboarding, a warm and structured onboarding, and a thoughtful and compliant offboarding experience. • Support HRIS data integrity, reporting, and system maintenance. Identify opportunities for processing automation and efficiency gains. • Ensure employee records, personnel files, and HR documentation are updated in line with legal and audit requirements. • Support compensation and benefits activities, including salary reviews and bonus cycles, making sure they’re processed accurately and in line with guidelines. • Identify and implement process improvements and automation opportunities to increase efficiency and scalability. • Partner with payroll and benefit vendors and Finance to execute payroll, validate outputs, and resolve discrepancies. • Act as the primary escalation point for all payroll-related inquiries and issues. • Oversee and administer employee benefits programs, including health, insurance, retirement, and wellness offerings including managing the vendor relationships and performance, conducting audits to resolve discrepancies and ensuring a high-quality service delivery. • Lead annual benefits cycles, including open enrollment and benefits optimization aligned to employee needs and company strategy. • Ensure the accurate execution of the salary review processes, bonus cycles, and total rewards program. • Provide expert guidance to employees and managers on compensation, payroll, and benefits queries. • Own full-cycle recruitment execution for the US region, including role intake, job postings, sourcing, screening, interviewing, offer negotiation, and pre-employment checks. • Partner with hiring managers to define role requirements and develop effective recruitment strategies. • Support employer branding efforts and candidate experience initiatives in partnership with Marketing, hiring managers, and regional leadership. • Track and report on recruitment metrics including time-to-fill, source effectiveness, candidate pipeline quality, offer acceptance, process bottlenecks, and hiring manager responsiveness. • Monitor and ensure compliance with US employment laws (e.g., FLSA, FMLA, ADA, Title VII, state-specific regulations, wage and hour requirements, leave obligations, and remote-work considerations). • Serve as the primary expert for complex employment matters, including terminations, misconduct, performance escalations, leave/accommodation issues, and contract or policy disputes. Support on cases from intake through resolution by preparing documentation, advising leaders, coordinating with external counsel when needed, and mitigating legal and employee-relations risk. • Maintain compliance with I-9/E-Verify, visa sponsorship, and remote work regulations. • Own and coordinate internal audits, regulatory reporting, and recordkeeping (including EEO-1, AAP where applicable, and other compliance filings). • Serve as a primary point of contact for employee inquiries, providing clear, empathetic guidance on HR policies, benefits, and procedures. • Provide thoughtful, practical guidance to People Leaders on operational, compliance, and employee relations topics – always with an eye on what’s fair, legal, and aligned with our values. • Introduce and maintain manager enablement tools, including documentation guides, employee relations templates, difficult-conversation guides, leave and accommodation resources, onboarding/offboarding checklists, and policy FAQs. • Partner with the Head of Professional Development & Enablement on any tools related to consultant coaching, career development, promotion readiness, or capability building. • Support the Head of Professional Development & Enablement with performance management, especially in sensitive cases.

🎯 Requirements

• Approximately 7+ years of progressive experience in human resources, with a focus on generalist duties, HR operations, and talent acquisition in the US. • Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree or HR certification (SHRM-CP/SCP, PHR/SPHR) preferred. • Solid knowledge of US employment laws and compliance frameworks (federal and state-level). • Hands-on experience managing full-cycle recruitment. • Experience supporting employee relations, performance management, and leave administration. • Proficiency with HRIS, ATS, and basic reporting tools. Familiarity with process automation is a plus. • Strong attention to detail, data integrity, and documentation. • Clear, empathetic communicator with the ability to balance strategic projects with daily operational tasks and sensitive employee matters. A hands-on, roll-up-your-sleeves mentality.