DESCRIPTION

The Opportunity

Amplēo HR is seeking an experienced HR professional to join our team as an HR Partner (Senior Manager). You'll serve as a senior embedded HR lead across a portfolio of client organizations, bringing both strategic perspective and hands-on execution to every engagement.

At this level, clients rely on you as their primary HR voice. You operate with a high degree of autonomy, anticipate what your clients need before they ask, and bring enough breadth to handle whatever lands in your inbox on any given day.

You'll partner with a Deal Partner for strategic alignment and have full access to the Amplēo Toolbox of proprietary frameworks, templates, and playbooks.

This role is for someone who genuinely wants to be a consultant, not an in-house HR leader at one company. You'll thrive on variety, autonomy, and the pace that comes with serving several clients at once. Most importantly, you'll embody Amplēo's core operating principle: a consultant the CEO never has to manage.

Your Standard: Operating as an Investment

Every Amplēo consultant, at every level, is evaluated against a single distinction: are we an investment, or are we an expense?

An investment finds the work before being asked, proposes solutions to risks the client hasn't noticed, treats a silent inbox as a signal to dig deeper, and presents ready-to-sign work rather than new questions. The CEO never has to manage the HR function.

An expense waits for assignments, answers only the questions asked, treats a quiet client as "everything is fine," and hands tasks back for the client to review and approve.

Investments don't get cut. Expenses do. Every responsibility below assumes you are operating as an investment, regardless of which level you join at.

Who You Are

You are a seasoned HR professional who knows how to operate in the gray. You're comfortable stepping into environments that are evolving, sometimes unstructured, and you don't need everything to be perfectly defined to move forward. You use strong judgment and HR instincts to assess situations quickly, prioritize what matters most, and take action.

You are highly organized and detail-oriented, with the ability to manage multiple clients and workstreams at once without letting anything slip. You can switch context quickly and seamlessly, moving from strategy to execution to employee issues without missing a beat. You understand that no positional authority comes with this role, and you know how to build influence through trust, expertise, and results.

You are a doer. You don't just advise, you execute. You take ownership of outcomes, follow through, and make things happen without needing to be chased down. You balance speed with thoughtfulness and understand when to move quickly and when to slow down and get it right.

You bring a client-first mindset to everything you do. You build trust quickly, communicate clearly, and operate as a true partner to business leaders. You understand that great HR is not about policies and process for their own sake, but about enabling the business to run better.

You are adaptable and resourceful. You can shift between strategic thinking and hands-on execution with ease, and you're energized by the opportunity to build, fix, and improve. You're comfortable navigating competing priorities and making decisions without perfect information.

What You'll Do

Day-to-Day Client Delivery

On any given day, you might be building a compensation structure for one client while navigating a sensitive employee relations issue for another. You manage complexity across your portfolio without letting anything slip, and you rarely need to be told what to do next.

You own the full HR function across your client portfolio with a high degree of autonomy. You bring both the strategic lens and the operational follow-through, and your clients feel the difference.

• HR Strategy & Analytics: Partner with client leadership to develop and implement HR strategies that align with their business goals. Use data to inform decisions and drive impactful change.
• Talent Acquisition: Manage the full recruitment lifecycle, including job postings, screening, interview design, offer construction, and a smooth onboarding handoff.
• Onboarding & Integration: Design and run onboarding programs, including custom 30/60/90 plans, that turn new hires into contributors fast.
• Compensation & Benefits: Oversee payroll, benefits enrollment, and HR transactions with a focus on accuracy.
• Legal & Compliance: Advise clients on compliance with local, state, and federal labor laws. Audit handbooks, I-9s, classifications, and multi-state exposure proactively, not reactively.
• Employee Relations: Serve as a trusted point of contact for employee inquiries and concerns. Use the Coach Approach: guide employees toward resolving issues with their manager wherever appropriate, while documenting and escalating real risk.
• Performance Management: Support performance cycles, goal setting, and improvement plans. Coach client managers through difficult conversations rather than handling them in isolation.
• Learning & Development: Identify training needs and coordinate effective programs that build skills, fostering a culture of continuous learning.
• Compensation & Benefits (Sr.): Lead comp philosophy design, salary band development, and total rewards benchmarking in addition to day-to-day compensation administration.
• Client Advisory: Proactively identify risks and opportunities across your client portfolio and bring recommendations before you're asked. You anticipate, you don't just respond.
• Manager Coaching: Coach client managers and leaders directly, not just on individual situations but on building their people management capability over time.

How You'll Do It

Beyond the work itself, Amplēo consultants operate by five principles. At the Senior Manager level, you apply these independently and without prompting, across every client you serve.

• Operate as an Embedded Partner. Function as a seamless extension of the client's leadership team, not a vendor they have to manage. Consistently deliver ready-to-sign solutions, focusing your efforts on returning time to the CEO.
• Prioritize Business Impact over HR Jargon. Translate every recommendation into tangible financial or legal risk terms. Acknowledge all messages within 24 hours and lead with the recommendation, not the background.
• Ensure Transparency and Predictability. Proactively escalate client issues to your oversight immediately, even when the issue is already resolved, ensuring they are never surprised by information coming from the client.
• Maintain Radical Neutrality. Sit outside the client's internal politics to provide an unbiased perspective. Deliver the hard truth when necessary, recognizing that candid advice is the core value the client pays for.
• Proactively Capture Value. Log time with detailed impact descriptions, not just activities, to ensure the client understands the full value delivered. Submit your tracker every Friday without exception.

Eagerness to Embrace the Amplēo Values

• Always Amplify: We draw on collective experience to multiply the expertise of our leaders and clients.
• Manage What Matters: We don't do everything; we do the things that matter most, both for our clients and our people.
• Progress to Perfection: We have a bias for action as we challenge the status quo in our people, thinking, execution, and results.
• Listen and Learn: We ask masterful questions and have an insatiable appetite for learning and improvement.
• Experts Without Egos: We collaborate and communicate to turn experience and insight into impact.
• Operate Like Owners: We are entrepreneurial, results over recommendations.

REQUIREMENTS

• 5-8 years of progressive HR experience, with a deep understanding of HR best practices and employment law.
• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Proven generalist experience across the full employee lifecycle.
• Multi-state compliance fluency, including comfort with California and New York requirements.
• Proficiency in HRIS systems and Google Workspace.
• Genuine appetite for client-facing consulting work, including variety, autonomy, and accountability for outcomes you don't have positional authority over.
• Stongly Preferred: Prior consulting, fractional, or multi-client experience.
• Strongly Preferred: HR certifications (SHRM-CP, SHRM-SCP, PHR, SPHR).
• Strongly Preferred: Experience scaling HR through company growth stages, including post-funding, M&A, or significant headcount changes.

What We Offer

• Unlimited PTO
• Comprehensive Insurance Coverage
• Company-Paid Life Insurance
• Paid Parental Leave
• 401(k) Plan with Company Match
• 12 Paid Holidays
• Flexible Work Arrangements and Schedules
• Professional Development Opportunities