Human Resources Manager

The Role

Given our growth, we're carving out a dedicated Human Resources Manager role. This is a build-and-run role, not a maintain role. You'll own the full people function across our US and international entities — roughly 100–200 employees today and growing — as a hands-on individual contributor.

You'll have real autonomy and the mandate to move things forward. In exchange, we need someone comfortable making decisions, owning outcomes, and working flexibly across finance, operations, commercial and leadership — a builder who happens to run HR.

What You'll Own

Payroll & HR Systems

• Manage the US payroll provider (e.g. ADP) and coordinate international payroll through local bureaus/providers in each country we operate in — accuracy, timing, and compliance across all entities.
• Own the HRIS: data integrity, reporting, and the systems that make the rest of the function scale.
• Benefits & Compensation
• Own US benefits administration end to end — health plans, 401(k), open enrollment, and the annual broker relationship.
• Administer compensation: bands, offers, changes, and keeping practices consistent and defensible across entities.

Employee Lifecycle & Onboarding

• Design and run onboarding so new hires — including those joining through acquisitions — are productive and supported from day one.
• Own the full lifecycle: offboarding, transfers, documentation, and the records behind them.
• Performance & People Operations
• Build and administer the performance-review cycle, timelines, and cadence.
• Serve as the point of contact for employee relations, coaching managers and resolving issues before they escalate.
• M&A Integration (deal-driven, periodic — but a defining part of the role)
• Partner with the deal teams to integrate acquired companies — domestic and international. Harmonize payroll and benefits, onboard acquired employees, map org structures, coordinate with local HR/payroll partners in each new geography, and stand up consistent HR processes across newly combined entities.

Compliance

• Maintain US multi-state employment compliance.
• Manage international labor-law obligations across the countries we operate in — starting with our France-based FAMECO group and extending to future acquired entities wherever they are — in partnership with local counsel and in-country payroll/HR providers. You coordinate and own the outcome; you are not expected to be a subject-matter expert in every country's employment law.
• Recruiting (coordinate, not own)
• Coordinate hiring logistics, job postings, and the candidate process while hiring managers lead their own searches; partner with external recruiters as needed.
• What Makes This Role Different
• Autonomy by design. You'll set up processes the company doesn't have yet. We're not looking to approve every decision.
• Cross-border, multi-entity. You'll operate across US and international entities and manage everything acquisitions throw at us, in whatever geography they land.
• A seat close to the top. Reporting to the CFO, you'll have direct visibility and influence with leadership.

What We're Looking For

Required

• 8 years of progressive HR experience, including ownership of payroll (via provider), benefits, and compensation administration.
• Experience running HR as a generalist across the full employee lifecycle.
• Comfort operating autonomously — you can build a process from scratch and drive it to completion.
• Multi-state US employment compliance experience.
• Strong systems and data orientation (HRIS, reporting, payroll platforms).

Strongly Preferred

• Exposure to M&A / acquisition integration, or experience in a high-growth, multi-entity, or PE-backed environment.
• International / multi-country HR experience, or a demonstrated ability to manage cross-border compliance and payroll through local partners. Experience standing up or coordinating HR in new geographies is a strong plus.
• SHRM-CP/SHRM-SCP or PHR/SPHR certification.
• Additional language ability is a plus, but not required.