HR Operations Lead

Human8

. 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

Posted 6/8/2026full-timeRemote • 🇺🇸 United StatesSeniorWebsite

About the role

Key responsibilities & impact

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

What you’ll need

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.

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

HR operationstalent acquisitionemployee relationscompliancefull-cycle recruitmentperformance managementleave administrationdata integrityprocess automationHR metrics

Soft Skills

clear communicationempathetic guidanceattention to detailstrategic thinkingoperational efficiencyproblem-solvingcollaborationchange managementleadershipconflict resolution

Certifications

Bachelor’s degree in Human ResourcesMaster’s degree in Human ResourcesSHRM-CPSHRM-SCPPHRSPHR