HR Manager (Worldwide)

Role Overview

HR Manager for a worldwide, remote (NYC team-based) DTC supplement business. You will own the people function end-to-end, with heavy responsibility across full-cycle recruiting, onboarding, performance, compensation benchmarking, contracting, and retention systems. This is not a traditional corporate HR role—it is a fast-moving, high-ownership operator role that directly impacts hiring speed and growth.

Responsibilities

Talent Acquisition

• Own the full hiring pipeline for all open roles simultaneously (job post → signed offer)
• Headhunt top talent across channels including LinkedIn, Upwork, OnlineJobs.ph, and role-specific niche sources
• Write and publish job posts that attract A players and deter misfits
• Vet candidates, manage outreach, and run initial screening calls before passing finalists to the team
• Build and maintain a warm candidate bench to avoid starting from zero
• Systemize recruiting to reduce time-to-hire across roles

People Operations

• Build and refine onboarding so new hires ramp quickly
• Define and track KPIs across roles and departments
• Run quarterly performance reviews and flag issues early
• Build a compensation benchmarking framework to keep pay competitive as you scale
• Manage international contractor agreements and payments
• Manage offboarding: clean exits, knowledge transfer, and exit interviews

Culture & Retention

• Identify retention risks early and address them proactively
• Create systems and touchpoints that help top performers stay
• Strengthen employer brand to make recruiting easier as the company grows
• Partner with leadership on headcount planning 60–90 days ahead

AI Enablement

• Use AI tools to speed up sourcing, screening, and outreach workflows
• Automate parts of the hiring pipeline to reduce manual work
• Identify repetitive HR tasks and implement AI where it replaces work effectively

Requirements (Non-Negotiable)

• Proven HR experience at a fast-scaling DTC ecommerce brand (must have DTC brand experience)
• Owned the full recruiting cycle across multiple role types (creative, marketing, operations) simultaneously
• Built hiring systems or SOPs from scratch; improved a broken process (not just executed)
• Ability to manage 5–10 open roles at once without dropping work
• Strong candidate vetting and ability to assess culture fit and skill in a single screening call
• High autonomy; manages workload and outcomes without heavy direction
• Strong written English for job posts, SOPs, and candidate communication

Nice to Have

• Experience hiring and managing international remote contractors (Philippines, Latin America, Eastern Europe)
• Familiarity with ATS platforms (from lightweight tools like Manatal and Breezy HR to enterprise platforms)