Head of management hr

We are seeking an experienced US HR Manager with deep expertise in US employment law, compliance, and HR operations to lead and manage all aspects of HR for our US employee population. This individual will act as the subject matter expert (SME) for US HR, ensuring compliance, accuracy, and excellence across all processes.

US HR Ownership

Serve as the primary owner and SME for all US HR processes, ensuring compliance with federal, state, and local employment laws.

Provide authoritative guidance to managers and employees on HR policies, procedures, and best practices.

Maintain and continuously update the US employee handbook and HR policy framework, ensuring alignment with evolving legislation.

Ensure the integrity and accuracy of employee data within the HRIS (HiBob), including timely entry, updates, and audits of personnel records.

Maintain compliance with data governance standards and support regular data quality reviews to identify and correct inconsistencies.

Collaborate with HR teams and business stakeholders to ensure seamless data flow across systems and processes.

Add, maintain and evoke employee information in both the HRIS system and the ADP TotalSource system.

Track probation periods via HRIS data; coordinate with People Managers to monitor progress and support extensions where required; inform the HR Business Partner of any identified risk.

Own the full offboarding process from accepted resignation, ensuring compliance and proper coordination with payroll, benefits, and IT, including HRIS offboarding with automatic triggers to Payroll and IT; issue exit surveys as part of the offboarding process.

Oversee US benefits administration, including health & welfare programs, leave policies, and employee inquiries. Manage and administer the 401(k) plan, including eligibility, enrollments, audits, and compliance filings in partnership with plan providers.

Act as the PEO liaison (ADP TotalSource), ensuring accurate data management and reporting.

Compliance & Risk Management

Monitor, interpret, and implement changes to US employment law, proactively updating policies and practices.

Employee Relations & Support

Act as the first point of escalation for US HR issues, providing subject matter expertise and consistent application of policies.

Guide and coach managers on employee relations matters, performance management, and development conversations.

Lead all formal employee relations cases, including Performance Improvement Plans (PIPs), from initiation through to resolution; own and maintain all ER templates, guidance tools, and US HR policies.

Maintain the ER case management tracker; provide regular updates to HR Business Partners and collaborate to identify opportunities to reduce future cases.

HR Strategy & Projects

Own and deliver US HR projects aligned with global HR priorities, such as engagement initiatives, compensation reviews, and process improvements.

Provide US‑specific HR insights, reporting, and data analysis to inform leadership decision‑making.

Partner with global HR colleagues to ensure alignment of practices and sharing of best practices.

Global HR Support & Partnership

Act as a key partner supporting HR Operations across other global geographies when required, providing guidance on onboarding, offboarding, benefits, and employee relations processes.

Build and maintain US HR processes that are documented and scalable, to drive efficiency and consistency across the global HR Operations team.

5+ years of progressive HR generalist experience with strong knowledge of US HR laws and regulations.

Demonstrated ability to serve as a trusted HR SME, owning and leading HR operations independently.

Strong HRIS experience with a focus on data integrity, audits, and process optimization (HiBob experience strongly preferred); HR certification (PHR/SPHR or SHRM‑CP/SHRM‑SC) preferred.

Strong ability to navigate ambiguity and manage competing priorities.

Displays personal & corporate integrity.

Bachelor’s degree in human resources, Business Administration, or related field (preferred).

Actual compensation will be determined based on several factors, including but not limited to relevant skills, experience, qualifications, certifications, internal equity, and the geographic location in which the role is performed. The total compensation package for this position may also include eligibility for variable compensation (such as a performance bonus or commission), benefits, and/or participation in other incentive or benefit plans, in accordance with the terms of the applicable plans. Benefits may include medical, dental, and vision coverage, paid time off, and retirement benefits, subject to eligibility requirements.

We are committed to providing equal employment opportunities to all qualified applicants and employees, without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity or expression), national origin, ancestry, age, disability (physical or mental), genetic information, medical condition, marital status, citizenship or immigration status, military or veteran status, or any other characteristic protected by applicable federal, state, or local laws.

If you require a reasonable accommodation due to a disability or for religious reasons during the application or interview process, please review our accommodations process.

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