• Own full-cycle recruiting for US roles: sourcing, screening, interview coordination, reference checks, and offers. • Partner with hiring managers to build job descriptions, interview plans, and scorecards. • Deliver an exceptional candidate experience across all stages of the hiring journey. • Run onboarding end to end including paperwork, equipment/IT coordination, first-week experience: so new hires land well. • Administer the US employee lifecycle: new hires, changes, leave, and offboarding within our HRIS. • Handle day-to-day payroll administration and employee payroll queries, working with our third-party payroll provider. • Own US employment law compliance across all states we employ in wage and hour, leave, classification, and required notices. • Be the first point of contact for US employees and managers on people questions, employee relations issues, and day-to-day HR needs. • Coach managers on performance conversations, team issues, and basic people management practice. • Run US-specific engagement and culture initiatives that keep a remote, distributed team connected. • Partner with the Global People & Culture team to roll out global programs, policies, and initiatives, adapting and implementing them for the US market.

• Oversee and continuously improve the Human Resources function. • Own the complete employee lifecycle—from workforce planning and recruitment through onboarding, performance management, employee development, and offboarding. • Lead a small HR team and build scalable HR systems that support the firm's growth. • Champion innovation by evaluating emerging HR technologies, AI tools, and best practices that enhance productivity and employee experience. • Design and continuously improve onboarding programs, structured learning pathways, and digital training resources. • Foster a high-performance culture built on accountability, collaboration, innovation, and continuous learning.

Role Description We are seeking an experienced, strategic, and tech-forward HR leader to oversee and continuously improve our Human Resources function. - Own the complete employee lifecycle—from workforce planning and recruitment through onboarding, performance management, employee development, and offboarding. - Lead a small HR team and build scalable HR systems that support our firm's continued growth. - Embrace technology as a core part of modern HR, leveraging AI to improve productivity and automate workflows. - Combine strategic thinking with hands-on execution in a fast-paced remote environment. Key Responsibilities - Department Leadership: - Lead and continuously improve the firm's Human Resources function across the entire employee lifecycle. - Partner with firm leadership on workforce planning, organizational design, succession planning, and long-term people strategy. - Establish HR KPIs, develop leadership dashboards, and use workforce data to drive informed decision-making. - Champion innovation by evaluating emerging HR technologies, AI tools, and best practices. - HR Infrastructure and Systems Building: - Oversee the entire employee lifecycle: hiring, onboarding, development, retention, employee relations, and offboarding. - Build and implement scalable HR systems, tools, and workflows. - Evaluate and optimize our HR stack to drive efficiency and compliance. - Learning, Development & Performance Management: - Design and continuously improve onboarding programs and structured learning pathways. - Deliver engaging learning experiences and monitor training effectiveness. - Partner with department leaders to strengthen coaching, feedback, and performance management initiatives. - Employee Relations & Culture: - Foster a high-performance culture built on accountability, collaboration, and continuous learning. - Serve as the primary HR partner for employee relations and workplace concerns. - Partner with Leadership to build strong onboarding and recognition programs. Qualifications - Bachelor's degree in Human Resources, Psychology, Business Administration, Management, or a related field. - 5 Years++ of progressive HR/People Ops experience with prior experience as a first or early HR hire in a globally distributed environment. - Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CIPD, or equivalent (preferred). - Proven experience leading the HR function in a U.S.-based law firm or other professional services (required). - Exceptional technology aptitude, with the ability to quickly learn and optimize new software platforms. - Demonstrated experience leveraging AI to improve productivity and streamline recruitment (required). - Excellent analytical skills with experience developing HR reports and dashboards. - Outstanding written and verbal English communication skills. Benefits - Competitive compensation, performance-based bonuses, and paid time off. - Fully remote role with Pacific Time-aligned scheduling. - Drive innovation by leveraging AI and modern HR technology. - Enjoy the autonomy to make an impact and improve processes. - Work with a collaborative, high-performing global team. - Long-term career growth opportunities as the firm continues to scale. Working Hours - Full-time role, 8 hours per day (excluding a 1-hour break). - Flexible scheduling with a minimum of 5–6 hours of overlap with the firm's operating hours in Pacific Time (PT). Application Process - Most recent Resume/CV (required). - A practical assessment designed to evaluate your strategic HR leadership capabilities. - Two interview rounds, with a possible final round with leadership. - Professional references and proof of qualifications. Additional Information - This is a fully remote role. - Engagement is as an independent contractor; tax compliance is the contractor's responsibility. - A 3-month probationary period will apply to support onboarding and performance alignment. - We are an equal opportunity employer and welcome applicants from all backgrounds.

• Serve as the senior Human Resources advisor to the CEO/COO and executive leadership team. • Develop and execute a long-term people strategy aligned with organizational growth objectives. • Partner with executive leadership on organizational design, succession planning, workforce planning, leadership effectiveness, and talent strategy. • Provide executive coaching and consultation on organizational effectiveness, performance management, employee relations, and leadership development. • Utilize workforce analytics and business metrics to support executive decision-making and organizational planning. • Lead enterprise-wide change management initiatives while ensuring a positive employee experience throughout periods of growth and transformation. • Foster a culture of accountability, transparency, continuous improvement, and employee engagement.