What you’ll be doing:
- Design and document end-to-end onboarding processes for new staff, including pre-boarding, week one, and 30/60/90-day frameworks.
- Build out onboarding infrastructure — templates, checklists, SOPs, and role-specific onboarding guides.
- Set up and manage the Employer of Record (EOR) relationship for U.S.-based hires, including liaising with EOR providers and ensuring compliance.
- Advise on U.S. employment requirements including offer letters, I-9 verification, state-specific considerations, and benefits enrolment.
- Create clean, detailed HR documentation that can be handed off and used without further explanation.
- Work closely with the founding team to understand the business and translate that into scalable people processes.
- Identify gaps in our current people ops setup and recommend practical, right-sized solutions.
What we’re looking for:
You’re probably the right fit if you describe yourself as a ‘systems thinker who loves a blank page.’ We need someone who can move quickly, work independently, and produce work that’s polished enough to hand straight to a new hire on day one.
Essential experience:
- 3+ years in HR operations, people ops, or a similar generalist HR role.
- Direct, hands-on experience with U.S. employment law, compliance, and HR practices.
- Proven experience setting up or managing EOR arrangements (e.g. Deel, Remote, Rippling, Velocity Global, or similar).
- Demonstrated ability to build onboarding processes from scratch — not just inherit and manage existing ones.
- Exceptional written communication and documentation skills — your SOPs are clear, thorough, and jargon-free.
- Strong administrative skills with meticulous attention to detail — nothing slips through.
Nice to have:
- Experience supporting remote-first or distributed teams across multiple U.S. states.
- Familiarity with HRIS platforms (BambooHR, Gusto, Rippling, HiBob, etc.).
- Background in early-stage startups or scale-ups where you’ve had to build rather than manage.
- Experience working across multiple countries / cross-border HR.
What success looks like.
By the end of this engagement we expect to have:
- A fully documented onboarding process for each key role type, ready to use.
- EOR set up and operational for U.S. hires.
- Templates, checklists, and guides that the internal team can run independently.
- A clear handover document so nothing is lost when the contract ends.
Immeditate Start.
Contact is 4-8 weeks and may continue.