HR Operations & Onboarding Specialist

What you’ll be doing: Design and document end-to-end onboarding processes for new staff, including pre-boarding, week one, and 30/60/90-day frameworks. Build out onboarding infrastructure — templates, checklists, SOPs, and role-specific onboarding guides. Set up and manage the Employer of Record (EOR) relationship for U.S.-based hires, including liaising with EOR providers and ensuring compliance. Advise on U.S. employment requirements including offer letters, I-9 verification, state-specific considerations, and benefits enrolment. Create clean, detailed HR documentation that can be handed off and used without further explanation. Work closely with the founding team to understand the business and translate that into scalable people processes. Identify gaps in our current people ops setup and recommend practical, right-sized solutions. What we’re looking for: You’re probably the right fit if you describe yourself as a ‘systems thinker who loves a blank page.’ We need someone who can move quickly, work independently, and produce work that’s polished enough to hand straight to a new hire on day one. Essential experience: 3+ years in HR operations, people ops, or a similar generalist HR role. Direct, hands-on experience with U.S. employment law, compliance, and HR practices. Proven experience setting up or managing EOR arrangements (e.g. Deel, Remote, Rippling, Velocity Global, or similar). Demonstrated ability to build onboarding processes from scratch — not just inherit and manage existing ones. Exceptional written communication and documentation skills — your SOPs are clear, thorough, and jargon-free. Strong administrative skills with meticulous attention to detail — nothing slips through. Nice to have: Experience supporting remote-first or distributed teams across multiple U.S. states. Familiarity with HRIS platforms (BambooHR, Gusto, Rippling, HiBob, etc.). Background in early-stage startups or scale-ups where you’ve had to build rather than manage. Experience working across multiple countries / cross-border HR. What success looks like. By the end of this engagement we expect to have: A fully documented onboarding process for each key role type, ready to use. EOR set up and operational for U.S. hires. Templates, checklists, and guides that the internal team can run independently. A clear handover document so nothing is lost when the contract ends. Immeditate Start. Contact is 4-8 weeks and may continue.