Role Description Our client is a modern travel agency powering a new generation of travel entrepreneurs. Through an AI-enabled platform, they equip advisors with the technology, training, and community needed to build successful businesses and deliver highly personalized travel experiences that go beyond what automation alone can achieve. Since launching in 2021, our client has enabled more than 15,000 travel advisors to establish their businesses, with 97% entering the travel industry for the first time. Collectively, their advisor network has facilitated over $2.5 billion in travel bookings across more than 180 countries. Headquartered in New York City, the company is backed by leading global investment firms. - EOR Transition Support: Partner with Fora's US People Ops team on the operational execution of contractor-to-employee conversion for our Philippines-based workforce. Coordinate closely with our EOR to ensure accurate onboarding, records, and a smooth, compliant, people-first transition by early 2027. - Employee Experience: Serve as the primary point of contact for Manila-based employees throughout their full tenure at Fora — from onboarding through day-to-day employment, growth, and offboarding. Own the local employee experience: benefits and compensation questions, statutory contributions, policy clarity, and the moments that make people feel informed and supported at every stage. - Employee Relations: Own all employee relations matters for the Manila team: performance concerns, workplace conflict, policy questions, and escalations. Partner with managers to coach through difficult conversations with fairness and documentation rigor. - Cultural Translation: Act as the bridge between Fora's NYC leadership culture and the Philippines team — translating expectations, values, and decisions into local context, and representing the Manila team's perspective back to US leadership in a solutions-oriented way. - EOR Platform Administration: Own the day-to-day operational management of Fora's Employer of Record platform, including employee record accuracy, payroll cycle review, onboarding and offboarding workflows, benefits coordination, and support ticket management. Partner with Fora's US People Ops leadership, who manages the strategic EOR relationship. - Onboarding & Offboarding: Design and run a thoughtful onboarding experience for all newly converted employees in alignment with the company’s US standards. Manage offboarding in alignment with Fora's global People Ops standards and Philippine labor requirements. - Performance Management: Building and maintaining PM frameworks (goal-setting, reviews, feedback) aligned to company-wide standards. - Legal Liaison: Coordinating between Fora HQ legal and Philippines-based counsel on employment/labor matters. Qualifications - Experience: 8–10 years of HR generalist experience, with progressive responsibility ideally including a mix of operational HR and employee relations. - US Company Experience: Prior experience supporting or working within a US-headquartered company — you understand how American companies operate, communicate, and make decisions, and can work confidently across time zones. - Employee Relations Depth: Demonstrated experience managing complex employee relations situations, performance conversations, and sensitive HR matters with sound judgment and appropriate documentation. - Philippines Employment Context: Working familiarity with Philippine labor law and statutory obligations (SSS, PhilHealth, Pag-IBIG) — enough to identify issues and ask the right questions of our EOR, who owns compliance execution. - Communication: Excellent written and verbal communication in English. You can write clearly for US executive leadership and speak plainly and directly with Manila team members. - Autonomy: Comfortable operating independently in a remote, fast-moving environment with limited day-to-day oversight. You surface problems proactively without being prompted. - Prior experience supporting a US-HQ company with an established offshore Philippines team and managing contractor-to-employee or EOR transitions. Requirements - Advantageous: Tech startup or high-growth company experience — you know what it looks like when process has to catch up to pace. - Prior experience with an Employer of Record (EOR) model, PEO, or similar co-employment arrangement. - Exposure to global HR platforms (Deel, Rippling, Remote, etc.) or modern HRIS systems. - Background supporting a distributed, multinational workforce with cross-cultural complexity. - Comfort with AI-enabled HR tools and an eagerness to work alongside a People Ops team that actively uses AI in day-to-day work. Benefits - Job Type: Full-Time Permanent - Schedule: Monday – Friday, 4AM (PHT) - 12PM (PHT) - Location: Permanent Work-From-Home - Industry: Travel E-Commerce

**Role Overview** As the **Director of Talent, Hiring & People Operations**, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond. This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, leadership enablement). **Key Responsibilities** **Talent Acquisition (the #1 outcome of this role):** • Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment. • Test Project & Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end. • Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build "always hiring" shortlists for recurring high-leverage roles. • Employer Brand & Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating. • Hiring Metrics & Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs. **People Operations:** • People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives. • Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business. • Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization. • Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention. • Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness. • External Partnerships: Partner with external service providers to enhance and support people operations as necessary. How Success Is Measured (two bold sub-headers, each with bullets): **Talent Acquisition KPIs:** • Average time to fill open roles: under 45 days. • Weekly applicant volume per active role: 250+ qualified applicants. • Weekly hiring pipeline report by sourcing channel: 100% completion, on time. • Completed candidate case studies available for review per role per week: 15+. • Glassdoor company rating: maintain 4.5+ average across the year. **People Operations KPIs:** • Successful implementation of people systems that directly support the business's ability to scale. • Strong employee retention rates, with high performance and engagement. • Improved leadership confidence in people systems, talent readiness, and organizational alignment. • Predictable, scalable people operations that contribute to the company's growth and success.

Role Description As the Director of Talent, Hiring & People Operations, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond. This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, leadership enablement). Key Responsibilities - Talent Acquisition (the #1 outcome of this role): - Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment. - Test Project & Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end. - Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build "always hiring" shortlists for recurring high-leverage roles. - Employer Brand & Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating. - Hiring Metrics & Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs. - People Operations: - People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives. - Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business. - Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization. - Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention. - Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness. - External Partnerships: Partner with external service providers to enhance and support people operations as necessary. How Success Is Measured - Talent Acquisition KPIs: - Average time to fill open roles: under 45 days. - Weekly applicant volume per active role: 250+ qualified applicants. - Weekly hiring pipeline report by sourcing channel: 100% completion, on time. - Completed candidate case studies available for review per role per week: 15+. - Glassdoor company rating: maintain 4.5+ average across the year. - People Operations KPIs: - Successful implementation of people systems that directly support the business's ability to scale. - Strong employee retention rates, with high performance and engagement. - Improved leadership confidence in people systems, talent readiness, and organizational alignment. - Predictable, scalable people operations that contribute to the company's growth and success. Qualifications - 5+ years of experience in People Operations, HR leadership, or a related field, ideally in a fast-growing environment. - Bachelor’s degree in Human Resources, Business, or a related field. - Proven ability to build scalable systems that attract, develop, and retain talent. - Strong experience working with distributed and remote teams. - A passion for people development, with the ability to design and implement programs that foster growth, learning, and employee satisfaction. - Excellent communication and relationship-building skills at all levels of the organization. - A growth mindset and a collaborative approach to solving problems. - Experience using data to drive decisions and measure success. Benefits - Remote-first work environment - Paid time off and holidays - Access to learning resources and professional development - Free access to Hadley Designs products - Regular interaction with leadership, including the CEO and CMO - Stability from a decade as a family-founded, mission-driven brand Apply Today If you’re ready to make a meaningful impact in a growing company that’s shaping the future of learning, apply now to join the Hadley Designs team as our Director of People Operations. Help us create a lasting impact on families, educators, and children worldwide. P.S: If you don’t hear from us within four weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.

• Partner with directors, managing directors, and selected senior leaders to provide strategic guidance on talent management, team effectiveness, staff development, and employee experience. • Build trusted relationships with leaders to understand team dynamics, identify opportunities, and proactively address talent needs. • Consult on organizational design, workforce planning, and team structures that align with business priorities. • Help leaders identify capability gaps and recommend development strategies to strengthen team performance. • Coach managers through key talent processes, including hiring, onboarding, performance development, performance improvement, change management, and compensation cycles. • Facilitate leadership development sessions and learning experiences in partnership with other People Team functions. • Serve as the primary People Team partner for assigned client groups, connecting leaders with the appropriate People resources and expertise. • Provide coaching and consultation to leaders navigating performance concerns, employee relations matters, and workplace challenges.