• Team Leadership: Directly manage, mentor, and scale the US HR Compliance team, which deals solely with thousands of contingent workers; define departmental KPIs and ensure the team has the resources to meet high-volume operational demands. • Strategic US Expansion: Serve as the lead compliance architect for entry into new US territories; conduct multi-state nexus research and local labor law mapping to ensure seamless launches. • Subject Matter Expert: Serve as the definitive internal expert on Federal and State-specific employment laws, focusing on offboarding employees, wage and hour, equal opportunity and co-employment. • Operational Governance: Design and oversee the governance framework for high-volume staffing operations; ensure data integrity across I-9/E-Verify and screening integrations to ensure zero-defect scalability through automation and system optimization. • Litigation & Policy Architect: Proactively architect policy shifts in response to evolving US labor litigation trends, ensuring global leadership stays ahead of US-specific risks. • Investigations Lead: Own the lifecycle of complex internal investigations (Title VII, ADA, ADEA, EEO), delivering high-integrity reports capable of withstanding Federal litigation. • Liability Mitigation: Mitigate Joint Employer liability through strategic policy design, contract review, and training for both internal teams and external client stakeholders to ensure clear separation of control. • Strategic Advisory: Act as the primary advisor on the US organizational roadmap, providing insight into compensation benchmarks, benefits optimization, and health and safety. • Audit & Reporting: Direct the regular audit of compliance processes, federal and state reporting requirements. Moving away from manual verification to high-level risk-reporting dashboards for the Senior Leadership Team (SLT). • Support Expansion Readiness: Partner with the teams driving expansion, Strategy, Tax, Legal, and Payroll teams to ensure state-level registrations and local insurance requirements are met ahead of territorial expansion.

Role Description Cortica is looking for a full time, remote Human Resources Coordinator to join our growing team! We’re looking for an HR Coordinator to provide administrative support that helps ensure an excellent employee experience. This support position will help prepare the organization for scale and growth, and requires experience in executing HR processes and administrative tasks across HR programs. This role is ideal for someone looking for exposure to many different functional areas of HR. We are building HR systems, processes, and programs from the ground up, and are looking for someone excited by the prospect of creating new things. What will you do? - Own the employee onboarding and offboarding processes, ensuring a smooth, supportive end-to-end experience for our new hires and those transitioning out of the organization. - Serve as first point of contact for our HR Help Desk, answering employee inquiries in a manner that is consistent with our culture, internal policy, and applicable labor law compliance. - Responsible for HR personnel file organization, including digitizing hard copy records and maintaining filing system compliance. - Manage and process employee changes and transactions and maintain accuracy of employee data on HRIS. - Find ways to increase efficiencies of our processes and admin work, such as documenting SOPs and creating employee resource materials. - Give HR trainings to groups of employees and managers. - Other administrative tasks as assigned in a variety of HR areas. Qualifications - Passion for building something new and operating in an environment that is fluid and entrepreneurial. - 1+ years of HR-related experience. - Knowledge of employment law (federal, state and local), employment legislation, and compliance. - Customer service-oriented – driven to find the best solution for everyone. - Strong communication and interpersonal skills, delivering both good and bad news in a professional, compassionate manner. - Outstanding organizational skills with strong attention to detail. - Self-starter who can work reliably in a remote setting. - Uphold professionalism and trustworthiness in dealing with sensitive and confidential information. - An eye for process improvement, taking whatever is given and making it better than when you started. Benefits - $2,000 continuing education stipend. - Receive competitive compensation, $26.50/hr. - 401k matching. - PTO and continuing education/wellness days. - Paid holidays. - Health, vision, dental, and pet insurance. - Referral bonuses.

Role Description Workstreet is looking for a detail-oriented Human Resources Administrator to support our United States and European regions. Based fully remote in the Philippines or India, you'll serve as the operational backbone of our People function — owning U.S. state tax and unemployment registrations, keeping our HRIS (Rippling) data clean and accurate, verifying employment eligibility and background checks, owning company mail and government correspondence, and supporting employee engagement programs. This is a true HR generalist support role with broad exposure across compliance, systems, and employee experience, working closely with our U.S. based HR Manager. What you'll do - U.S. Compliance & Registrations - Manage state tax and unemployment insurance registrations for new jurisdictions within the United States, ensuring all required account numbers and rates are entered into Rippling (HRIS). - Own all government and tax agency notices received by mail — review, action, and respond to them directly, update registration and compliance trackers and Rippling accordingly. - Verify Form I-9s for U.S. new hires and ensure all background checks and employment verifications are initiated, tracked, and cleared through Checkr before new hire start dates. - Support local registration and compliance tasks for European entities or EOR (Employer of Record) arrangements as needed. - People Operations & HRIS - Maintain accurate HR records and keep our HRIS data clean in Rippling — audit employee records for accuracy and completeness (titles, departments, managers, compensation, work locations, tax setup) and run regular reconciliation reports to catch discrepancies before they impact payroll or benefits. - Process employee lifecycle changes accurately and on time. - Field routine employee questions and route complex matters to the appropriate People team member. - Administration & Employee Engagement - Monitor and process incoming company mail via our virtual mailbox service, maintaining organized digital filing for employee and compliance records and routing non-People correspondence to the appropriate teams. - Administer the company swag program — manage inventory, coordinate vendor orders, and fulfill shipments for new hires and work anniversaries across the globe. - Assist with our employee recognition program by administering bi-annual awards using our employee gifting platform. - Support logistics for virtual events, onboarding sessions, and engagement initiatives. - Be a culture carrier — help create a positive, inclusive, and connected experience for a fully remote, global team. - Take on ad hoc projects that keep the People Ops function running smoothly. Qualifications - Currently based in Philippines or India. - 2–4 years of HR administration and people operations supporting U.S.-based employers. - Prior experience with U.S. state employer registrations (withholding and unemployment insurance), or a demonstrated ability to learn government and agency processes quickly and accurately. - Familiarity with Form I-9 verification requirements and background screening processes. - Experience working in a global or US-headquartered company and collaborating with an international People Ops team. - Proficiency with HRIS systems; experience with Rippling is a strong plus. - Exceptional attention to detail — you catch the typo, the mismatched date, and the missing tax ID before anyone else does. - Highly organized and self-directed, with the ability to manage multiple trackers, deadlines, and follow-ups without dropping threads. - Excellent written and verbal English communication skills; comfortable corresponding with U.S. state agencies, vendors, and employees. - High degree of discretion, integrity, and professionalism when handling confidential employee and company information. Nice To Have - Experience supporting a distributed, multi-country workforce. - Recruiting experience (any level). - Experience using Rippling. - SHRM, HRCI, or equivalent HR certification. Benefits - Career Development: Clear path with mentorship and training opportunities. - Role-Related Training: Reimbursement for the successful completion of approved training and certification courses relevant to your current role. - Competitive Compensation: A competitive base salary with regular performance reviews linked to merit-based appraisals and bonus opportunities. - Growth Opportunity: Early-stage company with significant room for career advancement. - Remote-First Culture: Flexibility to work from anywhere while collaborating with a global team. What you'll need to thrive - Excellent written and verbal English communication skills, with the ability to engage confidently with candidates, hiring managers, and business leaders across global teams. - A reliable, high-speed internet connection and a professional home office environment that supports confidential conversations, virtual interviews, and uninterrupted collaboration. - Commitment to working a standard schedule of 8:00 AM–5:00 PM U.S. Eastern Time (ET) to effectively collaborate with team members, stakeholders, and cross-functional partners while ensuring timely communication and support. - Willingness and ability to travel locally for occasional onsite meetings, team gatherings, or business activities as needed. Hiring and Selection Process - Candidates must be located in Philippines or India, as this role will be employed through Rippling EOR (Employer of Record); proof of residence and work eligibility will be confirmed during the hiring process. - Candidates must participate in live video interviews throughout the hiring process with camera on (non-negotiable) and be prepared to verify their identity during recruitment and onboarding. - Employment is contingent upon successful completion of identity verification and background screening, where permitted by law. - Selected candidates will participate in structured interviews with hiring managers and cross-functional stakeholders to assess role fit, experience, and alignment with Workstreet’s operating principles. - Candidates will receive prompt updates and consistent communication throughout the interview process, ensuring a transparent, smooth, and engaging experience at every step. - Applicants must be authorized to work in the U.S. without the need for visa sponsorship now or in the future. Workstreet Is An Equal Opportunity Employer As an equal opportunity employer, Workstreet is committed to providing employment opportunities to all individuals. All applicants for positions at Workstreet will be treated without regard to race, color, ethnicity, religion, sex, gender, gender identity and expression, sexual orientation, national origin, disability, age, marital status, veteran status, pregnancy, or any other basis prohibited by applicable law. Employment with Workstreet is contingent upon the successful completion of a background check, which may include verification of employment history, education, and other relevant information, in compliance with applicable laws.

Role Description As a critical extension of our clients’ HR teams, we navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining the gold standard in HR practices; it’s about elevating it, integrating cutting-edge technology solutions, and enriching customer experiences in over 80+ countries. On this team, your work directly influences our ability to sustain and extend our compliance coverage, continuously enhance our customer journeys, and significantly increase our operational capacity. You’re not just part of a team; you’re at the forefront of shaping the future of work, ensuring every interaction is fast, intuitive, and profoundly impactful. Dive into a role where your passion for innovation, commitment to excellence, and drive to make a global difference aligns with our mission to empower organizations worldwide to employ anyone, anywhere — compliantly. The Senior Lifecycle Specialist, Employee Relations & Transitions independently manages all employee exits for Remote's external employees with a focus on legal compliance, excellent quality and providing delightful customer service. Additionally, the specialist provides first-level Employee Relations support, guiding clients through workplace concerns and coordinating appropriate resources. As part of a larger employee Lifecycle team, the Senior Specialist is also expected to drive process improvements and initiatives in line with Remote's strategic goals and values. Qualifications - Experience as an HR Advisor or HR Business Partner, with generalist HR competencies and exposure across the employee lifecycle. - Tertiary qualifications in HR/labour relations/employment law considered a plus. - Proven experience with a strong background in independently managing voluntary and involuntary exits (terminations) with care, sensitivity and legal compliance; and providing comprehensive HR advice and guidance on employment laws and regulations, spanning various jurisdictions. - Understanding of employee relations principles, progressive discipline approaches, and workplace investigation fundamentals. - Ability to interpret and apply industrial instruments, analyze complex HR issues and apply problem-solving skills to independently (occasionally with minimal supervision) arrive at solutions. - Superior communication, influencing, conflict management, and negotiation skills. - Business-level (advanced) proficiency in written and spoken English, with additional languages considered a plus. - Aptitude and appetite to innovate and optimize processes. - Efficiency in operations, with an awareness of the importance of thorough record-keeping and data integrity. - Tech-savvy, with the ability to successfully collaborate asynchronously on various tools. - Ability to work autonomously and cohesively in an international team in a fast-paced, asynchronous, remote environment. - Proactive and self-motivated with a strong sense of ownership and accountability. - Demonstrates strong automation and AI capabilities and AI fluency. Requirements - Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions. - Provide sound and trusted guidance on key jurisdictions, managing clients' requests on various HR matters. - Independently lead and facilitate meetings with clients and external employees. - Influence and negotiate positive outcomes in complex terminations. - Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits. - Draft, tailor and administer all termination and supplementary documents with accuracy. - Process offboarding on Remote's internal HRIS platform. - Act as the first point of informal escalation as a trusted colleague. - Provide comprehensive guidance on Remote's Employee Relations resources. - Conduct thorough preliminary assessments of workplace concerns. - Track and monitor ongoing employee relations cases. - Be the subject-matter expert and proactively resolve internal and external queries. - Actively identify opportunities, advocate for and drive process improvements. - Determine methods, procedures and standards on new assignments. Benefits - Work from anywhere. - Flexible paid time off. - Flexible working hours (we are async). - 16 weeks paid parental leave. - Mental health support services. - Stock options. - Learning budget. - Home office budget & IT equipment. - Budget for local in-person social events or co-working spaces.