HR Manager

As the company continues to expand its global operations, we are rapidly growing our teams across North America, Japan, and other international markets. The HR Manager / Director will lead the development and management of our international HR function, with North America as the primary focus while also supporting Japan and other overseas markets. The immediate priorities of this role are rapid talent acquisition, organizational build-out, HR compliance, and employee lifecycle management. We are looking for a hands‑on HR leader who can not only operate within established HR frameworks, but also build practical HR systems from the ground up in a fast-growing and highly international environment. Job Responsibilities Lead International Talent Acquisition and Workforce Expansion: Lead recruitment primarily across North America while supporting Japan and other international markets, with a strong focus on engineering, data center, project delivery, supply chain, and management positions. Build International Recruiting Channels and Talent Pipelines: Develop recruiting strategies and establish effective sourcing channels through LinkedIn, executive search firms, industry networks, employee referrals, and local recruiting platforms. Build talent maps and long‑term pipelines for critical positions. Develop and Strengthen International HR Compliance: Establish and continuously improve HR policies and processes in accordance with applicable federal, state, local, and international employment requirements, including employment agreements, employee handbooks, working hours, leave, compensation, benefits, performance management, employee relations, and termination practices. Manage the Full Employee Lifecycle: Oversee onboarding, probation, transfers, promotions, performance management, compensation changes, training, employee relations, and offboarding for international employees, ensuring HR processes are efficient, consistent, compliant, and properly documented. Support Organizational Design and Workforce Planning: Partner with senior management and business leaders to develop organizational structures, headcount plans, position requirements, workforce allocation, and talent pipelines aligned with international business growth. Manage Employee Relations and Employment Risk: Handle employee relations matters, performance issues, disciplinary actions, workplace concerns, disputes, and employment terminations. Identify potential employment risks and coordinate with local employment counsel or professional advisors when necessary. Manage Compensation, Benefits, and External HR Partners: Coordinate and manage payroll, employee benefits, insurance, PEO/EOR providers, recruiting agencies, employment counsel, and other HR vendors to ensure compliant, efficient, and cost‑effective HR operations. Support the Development of a Global HR Framework: Work closely with the China‑based HR team and global leadership to establish scalable frameworks for recruitment, job leveling, compensation, performance management, training, talent review, and HR data management while maintaining appropriate localization for each market. Job Requirements Bachelor's degree or above in Human Resources, Business Administration, Labor Relations, Law, or a related field preferred. Minimum 8 years of progressive HR experience , including experience as an HR Manager, Senior HR Manager, HRBP Manager, HR Director, or equivalent leadership role. Hands‑on HR experience in the United States or broader North American market, with strong knowledge of local employment practices and recruiting environments. Experience supporting Japan or other international markets is a plus. Strong recruiting capabilities with proven experience independently managing mid‑to‑senior‑level hiring, technical recruitment, or rapid workforce expansion. Solid understanding of key U.S. employment compliance areas, including recruiting and hiring practices, worker classification, working hours, leave, compensation and benefits, performance management, employee relations, and employment termination. Multi‑state HR experience is highly preferred. Proven experience building or significantly improving HR systems, policies, and processes in a fast‑growing organization where structures may not yet be fully established. Strong cross‑cultural communication, business partnering, problem‑solving, and project execution capabilities, with the ability to work effectively with global leadership, engineering teams, business functions, and external professional advisors. Full professional proficiency in English is required. Chinese language capability is preferred. SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent professional HR certification is a plus. #J-18808-Ljbffr