?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
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