Cove HR Manager

cove•Independence, KS

7d•$110,000 - $140,000•Remote

About The Position

Cove is a leading provider of software solutions to owners and operators across all asset classes of commercial real estate. We are redefining real estate technology by consolidating previously-disconnected functionality and replacing legacy systems in buildings across the country, including Willis Tower—the largest multi-tenant office building in North America. Our team works closely with property managers, landlords, engineers, and tenants to simplify their real estate experience and add value to their assets. Backed by Lead Edge Capital and strategic investors (including Blackstone and Nuveen), Cove is a fast-growing fully remote startup with a growing team of 60+ individuals, and we are looking for an experienced HR Manager to own our HR function. Sitting within our corporate team, this role is a high-impact opportunity to own everything HR—from day-to-day operations to the programs that shape the employee experience across our national remote team—and to build the people infrastructure that supports our next stage of growth. As Cove's HR Manager, you'll own our entire people function—from recruiting and compliance to culture and strategy. You'll partner directly with our CEO and leadership team to build the infrastructure that supports our growth from 65 to 80+ people over the next two years. This is both an operational and strategic role. You'll manage day-to-day HR operations with rigor and compliance, while also thinking strategically about how to build sustainable processes and anticipate scaling challenges. You won't have an HR team to delegate to—you'll own the work and the strategy. You'll also be a trusted business partner to our department heads, helping with performance management—coaching them to make strong decisions and develop those around them.

Requirements

7+ years of progressive HR experience, including direct ownership of day-to-day HR operations and strategic HR decisions
Startup experience required; experience scaling an early-stage company from 50-100+ people is ideal
Hands-on expertise in benefits administration, multi-state compliance, HR systems (e.g., Justworks or similar PEO/HRIS platforms), and full-cycle recruiting
Strategic judgment: You can spot risks (compliance, culture, hiring) before they blow up, and you bring solutions to leadership
Operator mentality: You're comfortable with "we don't have a recruiter, so I'll source" or "we need a performance management process, so I'll build it"
Proven ability to build and maintain HR processes that scale with a growing organization
Strong communication skills with executives and individual contributors; ability to handle confidential matters with discretion

Responsibilities

Lead full-cycle recruiting for all departments, partnering with hiring managers to build hiring strategies, source talent, and scale recruiting as we grow
Manage our relationship with our PEO, ensuring payroll, benefits, and compliance are handled correctly across our multi-state remote workforce
Own compliance across all states we operate in—ensuring registrations, filings, and employment law adherence stay on track; proactively flag risks before they become problems
Design and implement onboarding and offboarding processes that set team members up for success
Manage performance management and compensation cycles, including planning, calibration, and manager guidance
Serve as a trusted business partner to department heads and people managers—coaching them through performance management, promotions, and difficult exits, and equipping them to handle sensitive people decisions with confidence
Think strategically about how to scale HR operations as we grow—what processes need to be built now, what can wait, what will break without attention
Develop and implement programs that improve hiring, manager enablement, and employee experience
Own HR systems and tooling; ensure our people infrastructure is set up to scale
Drive employee engagement and culture initiatives (all-hands, retreats, recognition programs)
Advise the leadership team and CEO on people strategy, culture moments, and organizational decisions
Provide thought leadership on hiring strategy, performance challenges, and compensation
Handle sensitive HR matters with discretion and judgment
Spot people-related risks early and bring solutions, not just problems