US Human Resource Manager( US Tech Companies)

Talent Acquisition & Workforce Planning

∙Plan hiring 12–18 months ahead so projects have the right people on time. ∙Find talent through job boards, LinkedIn, tech events, and a fun referral program. ∙Run clear, fast interviews with set questions and scorecards to cut bias. ∙Track time-to-hire, diversity, and other metrics; share easy-to-read updates. ∙Guide every candidate from first call to first day with a smooth experience. ∙Adjust hiring plans to match budget changes and new product goals.

Employee Relations, Engagement & Appraisal ∙Replace the yearly review with quarterly check-ins and real-time feedback. ∙Coach managers on giving feedback, fixing issues early, and PIP steps. ∙Launch creative engagement ideas (peer shout-outs, hack-weeks, small prizes). ∙Use quick pulse surveys and stay-interviews to spot problems before turnover. ∙Handle conflicts quickly and fairly to keep a positive, inclusive culture. ∙Grow a brand-ambassador and referral program that boosts morale and hiring.

Compensation, Benefits, Payroll & ESOP ∙Research market pay and set fair salary bands for each role and location. ∙Lead annual salary, bonus, and stock reviews within budget limits. ∙Run the 401(k) plan, testing, and filings; answer employee questions. ∙Manage option/ESOP grants, vesting schedules, and cap-table updates. ∙Process bi-weekly payroll on time with zero errors and correct taxes. ∙Review benefits each year and suggest upgrades employees will value.

Training & Development ∙Spot skill gaps and build clear learning paths for staff and managers. ∙Offer short online lessons, workshops, and mentoring pairs. ∙Tie training goals to business goals and measure the results. ∙Keep career levels and promotion rules simple and transparent. ∙Ensure all compliance courses (harassment, security) get done on time. ∙Check training impact with quick tests and follow-up performance data.

HR Administration & Strategic Ops (Non-Clerical)

∙Use HRIS/ATS tools and automation to cut manual paperwork. ∙Own the employee handbook and state add-ons; update them promptly. ∙Send monthly dashboards on headcount, hiring, DEI, and turnover. ∙Partner with Finance & Legal on budgets, audits, and data-security tasks. ∙Lead projects that make HR processes faster and simpler. ∙Guard HR data privacy and meet SOC-2/GDPR requirements.

Legal Compliance (Focus: California) ∙Follow all federal rules: EEO, FLSA, FMLA, ADA, OSHA. ∙Stay current on California laws—AB 5, pay-range posting, PAGA, etc.—and train leaders. ∙Track changes in other states (TX, FL, PA, etc.) and update policies as needed. ∙Run regular internal audits and fix any gaps quickly. ∙Keep a compliance calendar for filings, posters, and deadlines. ∙Give managers short guides so they can follow new laws with confidence.

Skills & Qualifications

∙Bachelor’s in HR, Business, or similar; SHRM-SCP, PHR, or CCP is a plus. ∙7+ years HR work in U.S. tech companies with deep California law know-how. ∙Hands-on experience with payroll, 401(k), salary reviews, and stock/ESOP plans. ∙Proven success setting up modern reviews and engagement programs. ∙Strong with Excel, HRIS/ATS tools (Rippling, BambooHR, Greenhouse). ∙Clear, friendly communicator who advises execs and coaches teams.

Job Type: Full-time

Pay: ₹277,419.55 - ₹1,329,087.95 per year

Schedule:

• Day shift

Work Location: In person