8+ years of progressive HR experience, including 3+ years in HR leadership roles for technical teams.
Proven ability to build HR policies and programs in high-growth environments.
Strong knowledge of California employment law and compliance requirements.
Hands-on experience with compensation structures and market benchmarking, preferably using Radford.
Experience in headcount and workforce planning in collaboration with Finance.
Demonstrated success in managing complex employee relations issues.
Familiarity with Workday HRIS.
Responsibilities
Build the HR foundation by assessing gaps and creating compliant U.S. policies and programs.
Own headcount planning by collaborating with Finance and department leaders for a streamlined process.
Lead leveling and compensation by maintaining job architecture and conducting annual reviews.
Drive performance and development through managing performance cycles and coaching managers.
Handle employee relations by leading investigations and conflict resolution with sound judgment.
Ensure compliance with U.S. and California employment practices and regulations.
Bridge HQ and U.S. teams by translating policies and representing local market realities.
Manage HR operations, including overseeing Workday and HR data metrics.
Benefits
Opportunity to shape HR policies in a fast-growing tech environment.
Collaborative work with international teams, enhancing cross-cultural skills.
Hands-on role with a mix of strategic and operational responsibilities.
Potential for career growth as the HR team expands.
Full Job Description
About the Role
We're looking for a hands-on Senior Manager of HR to own the full employee lifecycle for 42dot Silicon Valley. The team is growing fast, and much of the HR foundation is still being built. You'll create the policies, programs, and processes a competitive Silicon Valley employer needs, while working closely with our Korea headquarters to align on global standards. This is a builder role for someone who's comfortable setting strategy one day and rolling up their sleeves the next.
Responsibilities
Build the HR foundation. Assess gaps and deliver a roadmap of U.S. policies and programs (leave, benefits, handbook, onboarding, offboarding) that are compliant with California law and competitive with Silicon Valley tech companies.
Own headcount planning. Partner with Finance, Recruiting, and department leaders to run a single, disciplined headcount planning process, with clear approval paths so roles are fully approved before recruiting starts.
Lead leveling and compensation. Maintain the job architecture, leveling guidelines, and salary bands using market data (Radford). Run annual comp reviews and partner with HQ's compensation team on approvals and exceptions.
Drive performance and development. Run the performance cycle, promotions, and calibration. Coach managers on feedback, development, and retention.
Handle employee relations. Serve as the lead on investigations, conflict resolution, and sensitive employee matters, with sound judgment and documentation.
Ensure compliance. Keep U.S. and California employment practices compliant, including leave laws, pay transparency, wage and hour rules, and required training.
Bridge HQ and the U.S. team. Translate HQ policies and priorities into approaches that work locally, and represent U.S. market realities back to HQ. Coordinate with the AVP division on shared policies where the two teams share a site.
Manage HR operations. Oversee Workday and HR data, reporting, and people metrics. Manage benefits brokers and HR vendors.
Lead and develop the team. Manage and grow the HR generalist, and scale the team as the company grows.
Qualifications
8+ years of progressive HR experience, including 3+ years in an HR Business Partner or HR leadership role supporting technical or engineering teams.
Proven experience building HR policies and programs from the ground up in a high-growth environment.
Strong working knowledge of California employment law and compliance.
Hands-on experience with compensation, leveling, and market benchmarking (Radford preferred).
Experience running headcount and workforce planning in partnership with Finance.
Track record handling complex employee relations matters.
Workday experience.
Ability to influence senior leaders and work effectively across cultures and time zone
Preferred Qualifications
Experience at a U.S. subsidiary of a Korean or other Asia-headquartered company.
Korean language proficiency.
Background in automotive, EV, or semiconductor companies.
The screening procedures may vary depending on the position, schedule, or other circumstances. You will be individually notified of the screening schedule and results via the email address provided in your application.
Compensation
$153,000 - $220,000
Additional Information
In accordance with fair hiring practices, do not include any personal information unrelated to your job qualifications (e.g., Social Security Number, family relations, marital status, age, photo, physical condition, place of birth, etc.) in your resume.
All documents must be submitted in PDF format and under 30MB in size.
If you experience issues uploading your resume, please send it along with the job posting URL to [redacted].
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