Job Summary:

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.