Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent experience.
7+ years of progressive HR experience with broad responsibilities in a growing organization.
Experience as a primary HR leader, coaching managers on employee relations and performance.
Practical knowledge of U.S. employment laws and multi-state employee support.
Experience in recruiting, onboarding, benefits, compensation, HR operations, and performance management.
Ability to handle sensitive matters with discretion and thorough documentation.
Strong communication, prioritization, and project execution skills.
Active SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Responsibilities
Partner with leadership on staffing plans and organizational structure to align with business goals.
Translate people priorities into actionable HR plans with clear ownership and timelines.
Identify talent and retention risks early, recommending practical actions based on data and feedback.
Provide guidance on performance, conflict resolution, and employee development.
Lead recruiting efforts across various roles, improving candidate communication and tracking effectiveness.
Own a performance management process that includes meaningful goals and regular feedback.
Maintain clear HR policies and oversee compliance across U.S. and Ireland operations.
Benefits
Collaborative work environment with leadership involvement.
Opportunities for professional development and career growth.
Engagement with diverse teams across the U.S. and Ireland.
Access to modern HR technology and tools for efficiency.
Support for international HR practices and expansion.
Full Job Description
The Opportunity
We are seeking a Human Resources Manager to lead our HR function and build practical people programs that support our growth. You will partner with leadership, coach managers, and serve as a trusted resource for employees while remaining directly involved in recruiting, employee relations, benefits, and day-to-day HR operations.
You will work with Finance, department leaders, benefits brokers, payroll providers, employment counsel, and local HR resources. The role supports our U.S. and Ireland teams and helps prepare the people processes needed for future expansion.
Key Responsibilities
People Strategy and Workforce Planning
Partner with leadership on staffing plans, organizational structure, role clarity, and people priorities that support QT9's business goals.
Translate those priorities into an achievable HR plan with clear ownership, timelines, and measures of progress.
Identify talent and retention risks early and recommend practical actions based on workforce data and employee feedback.
Employee Relations and Manager Coaching
Provide timely, consistent guidance on performance, workplace concerns, conflict resolution, and employee development.
Handle sensitive employee matters and workplace investigations with discretion, impartiality, and thorough documentation; involve counsel when appropriate.
Help managers set clear expectations, give useful feedback, document concerns, and follow through on fair, consistent decisions.
Recruiting and Onboarding
Lead recruiting across technical, sales, customer-facing, and business roles, partnering with hiring managers on job requirements and structured interviews.
Improve candidate communication, sourcing, selection, and offer coordination; track recruiting effectiveness and hiring bottlenecks.
Build consistent onboarding with role-specific training, manager check-ins, and clear expectations for the first 30, 60, and 90 days.
Performance and Employee Development
Own a performance management process that combines meaningful goals, regular feedback, and consistent reviews.
Partner with department leaders to develop job descriptions, competency expectations, and career paths that help employees understand how to grow at QT9.
Identify training needs, strengthen manager capabilities, and support succession planning for critical roles.
Compensation Benefits and Payroll Coordination
Partner with leadership and Finance on compensation benchmarking, salary ranges, promotions, and annual pay planning.
Oversee benefits administration, employee communications, enrollment, and annual renewals with external providers.
Coordinate accurate employee changes, payroll inputs, and issue resolution with Finance and payroll providers; maintain clear ownership and controls.
HR Operations and Compliance
Maintain clear, current policies and employee handbooks that employees and managers can understand and use.
Oversee employee records, leave and accommodation processes, onboarding documentation, and offboarding with appropriate confidentiality and retention practices.
Manage U.S. HR compliance across locations and coordinate Ireland requirements with qualified local advisers and providers.
Partner with leadership and external advisers on employment practices and people processes as QT9 enters new markets.
Coordinate departures with managers, Finance, and IT so documentation, employee communications, and access changes are completed promptly.
HR Technology Analytics and Process Improvement
Improve HRIS and applicant tracking workflows, data accuracy, self-service resources, and reporting; reduce repetitive administration through practical automation (currently using Paylocity & Lattice).
Use approved AI tools to assist with drafting, knowledge resources, and administrative tasks while protecting employee information and retaining human review of employment decisions.
Report meaningful measures such as hiring cycle time, onboarding completion, turnover, retention, and performance review completion; explain trends and recommend action.
Partner with IT and digital transformation teams to protect HR data through appropriate access controls and approved systems.
Culture Engagement and HR Partnership
Gather employee feedback and work with managers on visible improvements to communication, recognition, and the employee experience across offices.
Manage external HR partners and recommend improvements that balance employee needs, business requirements, and cost.
Own day-to-day HR activities, establish clear priorities, and provide timely, reliable support to employees and managers.
What Success Looks Like
Managers and employees receive timely, reliable guidance and understand HR processes and expectations.
Hiring is more consistent, candidates stay informed, and new employees have clear onboarding plans and early goals.
Performance conversations lead to documented expectations, useful development plans, and timely follow-through.
Employee records, policies, and recurring HR activities are accurate, current, and completed on schedule.
Leadership receives useful workforce insights and recommendations that improve retention, staffing, and organizational effectiveness.
Requirements
Required
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
At least seven years of progressive HR experience, including ownership of broad HR responsibilities in a growing organization.
Experience serving as a primary HR leader and coaching managers through employee relations and performance matters.
Practical knowledge of U.S. employment requirements and experience supporting employees across multiple states.
Experience in recruiting, onboarding, benefits, compensation coordination, HR operations, and performance management.
Ability to manage sensitive matters with sound judgment, discretion, and clear documentation.
Strong communication, prioritization, and project execution skills, with the ability to turn business needs into workable HR processes.
Comfort using HR systems, spreadsheets, reporting tools, and digital workflows to improve accuracy and service.
Active SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Preferred
Experience in SaaS, enterprise software, technology, or another growing professional services environment.
Experience supporting Ireland employees or coordinating HR with international advisers and payroll providers.
Experience improving HRIS or applicant tracking systems.
Experience building career frameworks, manager training, or workforce dashboards.
Experience supporting international expansion; Spanish language proficiency is a plus.
