HR Manager

Role Overview

• Employee lifecycle operations — own and execute onboarding and offboarding end-to-end, ensuring a seamless, consistent, and warm experience for every employee entering or leaving the organization.
• HRIS & systems maintenance — serve as the primary admin for Rippling and Leapsome; maintain data integrity, run audits, build out workflows, and ensure people data is accurate and up to date as we scale.
• Payroll partnership — co-own the payroll process with Finance; own the HR data inputs (new hires, terminations, compensation changes, leave adjustments) and partner closely to ensure every cycle runs accurately and on time.
• Benefits administration — serve as the day-to-day administrator of the company's benefits programs through Rippling, including enrollments, qualifying life events, open enrollment coordination, and employee support; act as the primary liaison with benefits brokers and carriers to ensure offerings remain competitive and compliant.
• Leave of absence management — serve as the primary employee point of contact for all leave programs (FMLA, NY PFL, short-term disability, parental leave, etc.), managing the relationship with our leave management partner Tilt, ensuring accuracy of leave data in Rippling, and evaluating vendor performance over time.
• Employee communications — draft and send org-wide HR communications including policy updates, open enrollment, compliance notices, and cultural moments; strike the right tone for a values-driven, fast-moving team.
• HR compliance — ensure the company stays current with federal, state, and local employment law requirements; maintain employee records and documentation in accordance with legal standards.
• Employee support — serve as a knowledgeable, approachable first point of contact for employee questions on policies, benefits, and HR processes.
• Performance management — own the operational execution of performance review cycles (through Leapsome), including timeline coordination, communication to employees and managers, data integrity, and partnering with the Head of People on process design and calibration support.
• Culture & employee experience — help bring our values to life day-to-day by supporting employee engagement initiatives, internal programming, and moments that reinforce what makes Good Inside a place people want to work.

Requirements

• 4+ years of HR experience, with meaningful time in an HR generalist or HR operations role; startup or high-growth environment strongly preferred
• PHR, SHRM-CP, or equivalent certification
• Exceptionally organized and detail-oriented; you don't let things fall through the cracks and you build systems so others don't either
• Hands-on experience managing and maintaining HRIS platforms (Rippling preferred); comfortable being the internal expert and training others
• Deep working knowledge of leave administration, including FMLA and NY state-specific requirements (NY PFL, DBL, FMLA)
• Strong written communicator, you can write a clear, warm, on-brand all-hands email as easily as a crisp policy document
• Discrete and trustworthy, employees feel safe coming to you and you handle sensitive information with care
• Comfortable with ambiguity and able to prioritize in a fast-moving environment where the playbook is still being written
• Familiarity with performance management platforms and benefits administration workflows; able to manage cyclical processes end-to-end with minimal oversight
• Genuine passion for people and culture, you care about the employee experience as much as the operational side of HR, and you bring warmth and intentionality to every interaction

Benefits

• Company equity
• Comprehensive benefits package
• 401k + company match
• Time off to recharge
• Hybrid work environment
• A high-ownership, high-performance, high-collaboration culture