GENERAL FUNCTION / SUMMARYWe are seeking a proactive, business-minded, and growth-driven HR Manager to serve as a key HR partner to our U.S. operations. This role will have broad exposure across the organization and be responsible for HR business partnership, employee relations, HR compliance, talent acquisition, performance management, workforce planning, and people-related initiatives.
The ideal candidate is a hands-on HR professional who can balance day-to-day execution with broader business thinking. This individual should be comfortable working in a lean and evolving environment, partnering with leaders, solving complex people challenges, and continuously looking for better and more efficient ways of working.
This role offers significant opportunity for professional growth as the HR function continues to evolve, and the company strengthens its organizational capabilities.
MAJOR DUTIES AND RESPONSIBILITIESHRBP & Employee Relations- Serve as a trusted HR partner to assigned departments, providing guidance on employee relations, performance, organizational needs, and workforce matters.
- Coach managers on employee management, performance conversations, conflict resolution, and effective people practices.
- Manage employee relations matters and workplace investigations with sound judgment, consistency, and appropriate documentation.
- Identify emerging people or organizational issues and proactively recommend solutions.
- Escalate sensitive or high-risk matters to the HR Director as appropriate.
HR Compliance- Lead day-to-day HR compliance across U.S. operations and ensure HR practices remain aligned with applicable federal, state, and local employment requirements.
- Maintain and improve HR policies, procedures, and compliance-related processes.
- Partner with Legal and the HR Director on employment law matters, regulatory changes, investigations, and risk mitigation.
- Support compliance audits and ensure appropriate documentation and follow-through.
- Translate regulatory requirements into practical HR processes that managers and employees can understand and follow.
Talent Acquisition- Manage recruitment for company-wide positions.
- Partner with hiring managers to understand talent needs, develop sourcing strategies, assess candidates, and facilitate hiring decisions.
- Conduct interviews and provide objective recommendations based on role requirements and organizational fit.
- Continuously improve recruiting practices through technology, automation, and more efficient workflows.
Performance Management- Partner with the HR Director to manage the company-wide performance management process.
- Coordinate goal setting, performance reviews, calibration, and related manager communications.
- Coach managers on setting expectations, providing feedback, and addressing performance concerns.
- Identify opportunities to improve performance management processes and manager effectiveness.
Talent, Organization & Culture- Partner with the HR Director on selected talent development, leadership development, organizational effectiveness, and culture initiatives based on business priorities.
- Support practical employee development, engagement, recognition, and employer branding activities.
- Support organization design, change management, and employee communications as business needs evolve.
Workforce Planning- Partner with business leaders to understand current and future workforce needs.
- Work closely with HR Operations and Analytics to use workforce data and analysis in headcount and staffing decisions.
- Challenge hiring requests when appropriate and explore alternatives such as workflow improvement, automation, responsibility redistribution, or talent development.
- Support organizational planning that balances business growth, capability needs, operational efficiency, and labor cost.
- Support other HR programs, projects, and operational needs as business priorities evolve, including new hire orientation and other duties as assigned.
Qualifications- Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
- 5+ years of progressive HR experience, including meaningful experience in HRBP, employee relations, HR generalist, or HR management responsibilities.
- Bilingual proficiency in English and Chinese (Mandarin) is required.
- Strong working knowledge of U.S. employment practices and employment law; multi-state HR experience strongly preferred.
- Demonstrated experience handling employee relations matters and coaching managers.
- Experience with recruitment and talent acquisition, including difficult-to-fill positions.
- Experience with performance management, talent development, or employee engagement initiatives preferred.
- Strong written and verbal communication skills with the ability to communicate effectively across different organizational levels.
- Strong judgment, problem-solving ability, and ability to balance employee, business, and compliance considerations.
- Comfortable working in a lean, fast-changing environment where priorities and responsibilities may evolve.
- Coachable and open to feedback, with a demonstrated willingness to learn, adapt, and continuously improve.
- Results-oriented and comfortable using data to support recommendations and decisions.
- Able to work independently while knowing when to collaborate or escalate.
- High level of integrity, professionalism, and confidentiality.
WHAT WE OFFER- Competitive salary and benefits package.
- Opportunity to work in a collaborative and innovative environment.
- Professional development and growth opportunities.
- Pay starts at $80K -$105K/year based on experience.
