Human Resources Manager

Who you are

• If you think you match at least 70% of these criteria, please apply!
• Hands-on experience owning US payroll, benefits and multi-state compliance, ideally through a PEO (Justworks, TriNet, Rippling...)
• Solid experience as an HR Business Partner for business teams, ideally sales or GTM managers, including senior leaders, in a tech startup or scale-up. Experience partnering only with engineering teams will not be enough for this role
• You influence rather than enforce: you understand what managers need, bring solutions rather than problems, and know when to say yes to an exception and when to hold the line
• Business judgment: you size risks and help the business move fast without cutting corners
• Ownership and accountability: you speak up when something is broken, fix it, and learn from feedback
• Discreet with confidential information and warm with people: this job is equal parts rigor and people care
• Experience in an international company, ideally working with European (French!) colleagues
• You already use AI tools in your day-to-day work and have automated at least one HR workflow
• Experience with compensation benchmarking, US immigration and global mobility

What the job involves

• This is a generalist role, the kind you take when you want to be the HR person who does it all in a fast-growing startup
• A lot is already in place (payroll through our PEO, multi-state setup, performance reviews, engagement surveys), and a lot is still yours to shape
• As volume grows, we plan to bring in a dedicated US HR Operations hire, so the role can move further toward business partnering
• You will be part of our 10 people team, reporting to the Chief People Officer based in France, and work closely with the other People Partners, Talent Acquisition, People Ops, managers and Execs across the company and regions
• The role requires traveling to Paris and Boston, 2 to 3 times a year
• GTM business partnering: be the go-to People Partner for our US Account Executives, and for our Channel, Channel Marketing, BDR and Sales Enablement teams in the US and France. Coach managers on team and individual situations (ramp-up, performance, difficult conversations, promotions, exits) and help them build effective, high-performing teams. You will work hand in hand with our HRBP in Paris, who covers the rest of the organization
• Performance culture: make sure reviews happen, performance is actually managed, and people who need support get it. Help managers grow: more structure for some, more nuance for others
• Employee relations: handle employee relations across your perimeter with a fair, documented process, and give managers sound, business-minded advice on risk, in compliance with US and French labor law (with our HR Ops team in France)
• Payroll: own the accuracy of US payroll end to end, run through our PEO (Justworks): new hire setup, separations, severance and final pay, retro adjustments, variable pay, and correct tax treatment of unusual payments. Reconcile payroll each cycle and challenge our PEO when needed
• Benefits administration: run open enrollment and manage our health, dental, vision and retirement programs through our PEO, and evaluate plan options at each renewal
• Multi-state compliance: administer federal and state leave programs, keep handbooks, notices and acknowledgments current, and track evolving employment law (classification, paid leave mandates, workers' comp, restrictive covenants) in every state where we have Guardians
• Compensation: support compensation benchmarking and pay equity, in collaboration with Talent Acquisition, Finance and managers
• Onboarding and offboarding: own a smooth onboarding and a clean, compliant offboarding, aligned with how we do it globally
• Immigration and global mobility: coordinate with outside immigration counsel on US visa sponsorship and support cross-border moves between Paris and NYC
• AI and automation: spot the HR workflows that can be automated and use AI to free up time for what matters

The application process

• 1. Video call with a Talent Acquisition team member
• To discover your professional project and evaluate if there could be a mutual match
• 2. Interview with Brandy, our current HR Manager in the US
• Focused on payroll, benefits and compliance
• 3. Interview with Gregory, your manager and Chief People Officer
• Focused on your HR Business Partner experience
• 4. Case study
• To evaluate your skills for the position and project yourself into the role
• 5. Final interviews
• With Rachel Chan, VP GTM USA, onsite in our NYC office, and Eric Fourrier, CEO and Founder, who will detail our company's vision and ambitions for the next couple of years
• 6. References check
• You can start thinking about two contacts who can attest to your previous or current professional experiences. These contacts should be as recent as possible, and we will call them at the end of the process

Benefits

• 🌴 A remote-friendly environment up to 3 days / week
• 💸 An attractive package that includes stock-options
• 💻 The latest setup equipment including cool apps, tools and technologies
• 👊 Working to develop a meaningful product → we already helped more than 200k developers!
• 🍺 Lots of team-building activities
• 🚀 Many opportunities for career development in the long term
• 📈 A strong engineering culture
• 🐕 Pet-friendly offices → every Guardian gets to bring their dogs to the office and we love it!
• 👫 Lots of trust & autonomy on your perimeter with a very transparent internal communication