HR Manager (Remote, US)

Go Nimbly

2d • $140,000 - $160,000 • Remote

About The Position

As the HR Manager at Go Nimbly, you'll own the people operations infrastructure that enables our team to scale thoughtfully. Reporting to the Director of Operations, you'll be the primary HR partner for the business — responsible for driving employee relations, performance management, compliance, benefits administration, and policy development, while balancing strategic thinking with hands-on execution.
This role is ideal for someone who can operate as a true generalist across the full HR lifecycle, navigate ambiguity in a growing organization, and build programs and processes that scale up from 100+ employees and beyond. You'll collaborate closely with leadership on people strategy, but equally important is your ability to own the day-to-day independently and make sound judgment calls when priorities are competing.
You'll be joining an HR function that includes a Talent Acquisition team focused on recruiting.
Remote: Location Requirements
We’re a fully remote company. At this time, we are only able to hire candidates who reside in the following locations due to payroll, tax, and compliance requirements:
U.S. states: California, Colorado, Florida, Georgia, Illinois, Massachusetts, New Hampshire, New York, North Carolina, Oregon, Pennsylvania, Texas, Utah.

Requirements

• 5–8+ years of progressive HR experience, ideally in a professional services or high-growth environment.
• Demonstrated generalist depth across employee relations, performance management, compliance, and benefits — you've owned some or all of these areas, not just supported them.
• Demonstrated ability to operate autonomously: you know when to decide, when to consult, and when to escalate.
• Strong diagnostic skills: you can identify the root cause of a people issue, size its impact, and recommend a proportionate response.
• Excellent communication skills: you can navigate difficult conversations with empathy and clarity, and translate HR complexity into actionable guidance for managers at all levels.
• Self-directed and accountable: you work proactively, communicate clearly, and close loops.
• Comfortable working in a fully remote environment with a distributed team across the US and Europe.

Nice To Haves

• Have built or redesigned core HR programs (performance cycles, onboarding, compensation frameworks) at a scaling company.
• Have experience transitioning a company off a PEO to in-house HR operations, including benefits migration, payroll setup, and compliance transfer.
• Have experience with California-specific employment law and compliance.
• Have supported international/global HR operations, particularly in LATAM and European markets.
• Have supported teams in a matrix environment.

Responsibilities

• Serve as the go-to HR partner for managers and employees, providing guidance on employee relations, performance concerns, conflict resolution, and policy interpretation.
• Own and evolve core HR programs end-to-end — including performance management cycles, compensation benchmarking, benefits administration, and employee engagement — ensuring they scale with the business.
• Develop, document, and maintain HR policies and processes that reflect current employment law, company values, and the realities of a fully remote, growing organization.
• Drive compliance across federal, state, and local employment regulations as well as international employment requirements, proactively identifying risk areas and implementing solutions before they become issues.
• Partner with leadership to translate business goals into people strategies, providing recommendations on organizational design, workforce planning, and employee development.
• Manage and improve the employee lifecycle from onboarding through offboarding, ensuring a consistent, positive experience at every stage.
• Diagnose people-related challenges through data analysis, manager feedback, and employee engagement signals, then determine the right level of intervention — whether that's a quick conversation or a systemic program change.
• Build organizational capability by developing manager training, employee resources, and self-service documentation that reduce reliance on institutional knowledge.
• Make judgment calls on sensitive HR matters, escalating to the Director of Operations when appropriate but operating with significant autonomy on day-to-day decisions.

Benefits

• Fully remote work environment with a tight-knit, impact-driven team.
• Opportunity to build and own programs from the ground up.
• Annual camp: we have a yearly offsite to bring the team together, celebrate our successes, and plan the year.
• 100% employer-paid benefit options & 401k match.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed
• Number of Employees: 1-10 employees