Human Resources Manager

• Own recruiting end to end — role briefs, sourcing, screening, scheduling, and closing — alongside the hiring manager.
• Design and run the onboarding program so every new hire is producing in week two and ramped by week eight.
• Maintain compensation bands, leveling, and the title and career-ladder framework; run the annual review cycle.
• Own benefits administration (medical, dental, vision, retirement, stipends) and broker and vendor relationships.
• Own HR-side compliance: I-9, W-4, state-specific new-hire reporting, paid sick leave and family leave policy administration, and equity / 409A paperwork.
• Maintain HR records, policies, and the employee handbook; publish updates; keep the handbook current as the company grows into new states and new frameworks.
• Own HR-side audit and procurement support: respond to enterprise customer security questionnaires on People-and-Controls questions (background checks, training records, role-based access), coordinate with the founder on SOC 2 control evidence related to HRIS data.
• Run the lightweight performance-management loop — written goals, quarterly check-ins, written feedback — and own the offboarding program when a teammate rolls off.
• Manage People-Ops tooling (HRIS, payroll, performance, ATS) and report on hires, attrition, and pipeline health monthly.
• Be the trusted first-line advisor for the team on People matters — escalate complex and sensitive issues to the founder when appropriate.

• 5+ years of HR generalist or HR manager experience at a Series A through Series C SaaS company, ideally one with 25–200 employees.
• Hands-on experience owning the full recruiting cycle and the full onboarding program — not having managed someone else who did.
• Working knowledge of US federal and multi-state employment law: wage-and-hour, leave, accommodations, terminations, and equity administration at the 409A level.
• Demonstrated ability to operate as a one-person People function and to build the scaffolding the next two hires will inherit.
• Strong written communication — every policy, offer letter, and PIP ends up as a long-form document and the prose matters.
• Authorized to work in the United States.

• Prior experience at a company whose buyers asked for SOC 2 / ISO 27001 / HIPAA evidence on People controls — you have answered those questionnaires before.
• Comfortable working with engineering leaders, founder-CEOs, and finance on compensation bands and headcount plans.
• Experience operating People-Ops at a fully remote company.
• Comfortable with the discipline of running a continuous-evidence pipeline on the People side — keeping HRIS data normalized, training records current, and access reviews honest.
• PHR, SHRM-CP, or equivalent certification (not required, but a fast way to signal the depth).

• Build it from first hire to maturity — you will author the bands, the handbook, and the on-cycle that the next 30 hires inherit.
• Pair with a founder who takes the discipline seriously — this is a compliance-aware company; you will not have to sell the credibility of HR controls to leadership.
• End-to-end scope, not a fragment of HR — recruiting, onboarding, comp, performance, and audit support, all under one function.
• A team that wants a real People function — not a "let us add HR a year from now" team; you will be hired because the role is real and the timing is right.
• Operational leverage — a People function done well compounds across the entire company; you will see your work in every team’s output.

• Remote-first: work from anywhere in the United States. We default to asynchronous writing; the calendar stays lean by design.
• Competitive base compensation plus meaningful equity — offer specifics tailored to level and location, discussed candidly during the process.
• Medical, dental, and vision coverage; a retirement plan with company match; a stipend for home office and for ongoing learning.
• Paid time off that respects both state requirements and the team’s pace, plus parental leave for primary and secondary caregivers.
• A direct line to the founder; the function you join sits one seat from product, revenue, and engineering on the org chart.

Offer specifics are tailored to level and location; we discuss them candidly during the process. The bullets above are intentionally generic on dollar amounts and counts.

Trailbrace is an equal opportunity employer. We hire on the basis of merit and qualifications, without regard to race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, age, disability, national origin, citizenship status, marital status, veteran status, genetic information, or any other characteristic protected by federal, state, or local law. We are committed to building a diverse team that reflects the regulated buyers we serve.