About the roleAs TylSemi's HR & People Operations Manager, you will be the company's first dedicated People hire in the US - responsible for building people operations from the ground up during our growth phase. This is not a role for someone who maintains systems. It's a role for someone who creates them.
You'll be at the table for everything from recruiting and onboarding to compensation design, equity administration, and US employment compliance. Working directly with the founders, you'll be the connective tissue between our US and global people operations - ensuring we hire the right people, retain them, and build a culture that reflects our values as we scale. The person in this role isn't filling a support function - they're building the operating system for how TylSemi will grow.
- Build TylSemi's People Operations and HR infrastructure from scratch - policies, systems, tools, and the processes that will help us scale.
- Drive full-cycle recruiting : Lead recruiting across engineers, operators, and leadership. Own the pipeline, the candidate experience, and the offer close.
- Design comp, benefits & equity programs: Build and administer competitive compensation structures, benefits packages, and our ESOP program - aligned to stage, market, and TylSemi values.
- Own onboarding, culture & employee experience: Shape how people enter TylSemi and how they grow. Build onboarding that makes people feel the mission from day one and culture programs that scale.
- Ensure HR compliance for the US entity: Own employment law adherence, handbook, policies, and HR compliance across our US operations - with an eye toward what a leading technology company at scale will need.
Qualifications- 15+ years in HR / People Ops, with startup experience
- Hands-on recruiting across technical roles
- Built or redesigned an HR function at 100+ person company
- US employment law and compliance fluency
- Equity / ESOP program design experience
- Experience hiring in US and Globally (employment law, contractors)
- Background supporting engineering or deep-tech teams
- Familiarity with HRIS tools (Rippling, Gusto, Lattice)
- Compensation benchmarking (Radford, Levels.fyi)
