Human Resources Manager

HockeyStack•San Francisco, CA

6h•$150,000 - $175,000•Onsite

About The Position

HockeyStack is a generational Applied AI company on a mission to automate sales, marketing, and customer success for B2B companies. We build the most complete and accurate picture of the B2B buyer by integrating with every tool your team uses, partnering with third-party data providers, and deploying custom AI research agents. We use this data to power applications that automate high-value, high-complexity workflows across the go-to-market and revenue teams. Our core products include: Marketing Intelligence – instantly answers questions like "What led to that sudden drop in pipeline?" Account Intelligence – surfaces next-best actions to help reps move target accounts toward conversion Since launching in January 2023, we've come through Y Combinator and raised a $26M Series A led by Bessemer. We're growing 3× year-over-year, have hit multimillion ARR, and process over 60 TB of GTM data monthly. Based at our San Francisco HQ, we operate fully in-person, move fast and hire people who are ready to win. 🎯 Your Mission As HockeyStack's first dedicated HR Manager, your mission is to professionalize our people operations while protecting the DNA that got us here. You'll operationalize the HR infrastructure that enables us to scale with speed, precision, and care, transforming ad hoc processes into systematic excellence without losing our founder-led intensity. You'll be the architect of our people systems, the coach to our managers, and the guardian of our culture. This role sits at the intersection of builder and operator: you'll design frameworks from scratch, train managers on leadership development, handle sensitive employee situations with grace, and ensure compliance as we grow. You're not here to slow things down. You'll work hand-in-hand with our Head of Finance to transition HR ownership, establish accountability structures, and create the infrastructure that lets HockeyStack remain a world-class place to work at scale.

Requirements

A Builder Who Thrives in Zero-to-One Environments
5-7+ years of HR experience in high-growth startups, with at least 2 years building HR infrastructure from scratch or in early-stage environments.
Proven ability to design and implement people systems that balance operational rigor with startup agility.
Deep expertise in employment law, compliance, performance management, and employee relations.
An Operator Who Moves Fast Without Breaking Things
You move with urgency but never sacrifice precision, especially when it comes to compliance, terminations, or sensitive employee matters.
Exceptional judgment in high-stakes situations: you know when to escalate, when to coach, and when to intervene directly.
Strong project management skills with a track record of delivering complex, cross-functional people initiatives on tight timelines.
A Coach Who Develops First-Time Managers Into Leaders
Experience designing and delivering manager training programs that create lasting behavior change.
Natural coaching instincts: you can diagnose management gaps, deliver actionable feedback, and build confidence in leaders who are learning on the job.
Comfortable providing direct, candid guidance to founders, executives, and managers at all levels.
A Culture Steward Who Protects What Makes Us Special
You understand the difference between "adding process" and "slowing things down"; you build systems that enable speed, not bureaucracy.
Deep empathy for the employee experience combined with the backbone to make tough, principled decisions.
Passionate about maintaining high performance standards while fostering inclusivity, psychological safety, and belonging.
A Strategic Partner With Finance and Operations Fluency
Comfortable working alongside Finance on payroll, benefits, comp modeling, and headcount planning.
Data-driven mindset: you use metrics to diagnose problems, measure impact, and communicate ROI to leadership.
Strong written and verbal communication skills. You can craft policies, deliver presentations, and facilitate difficult conversations with equal skill.

Responsibilities

Build HR Infrastructure From the Ground Up
Design, implement, and improve core HR policies, employee handbook, and compliance frameworks that scale with our growth.
Establish performance management systems that drive accountability, development, and alignment across all teams.
Create onboarding and offboarding processes that reflect HockeyStack's standards for speed, clarity, and candidate experience.
Build employee relations frameworks for conflict resolution, workplace investigations, and sensitive issue management.
Partner with Finance to ensure seamless payroll, benefits administration, and compliance filing processes.
Develop and Coach Managers Across the Organization
Design and deliver manager training programs covering employee management fundamentals, performance conversations, feedback delivery, and termination protocols.
Provide 1:1 coaching to hiring managers navigating difficult conversations, performance issues, and team dynamics.
Build frameworks and toolkits that empower managers to lead with confidence, clarity, and consistency.
Establish regular manager calibration sessions to ensure fairness and alignment in performance evaluations and compensation decisions.
Own Employee Relations and Workplace Culture
Serve as a trusted advisor for employees navigating workplace concerns, interpersonal conflicts, and career development.
Conduct workplace investigations with impartiality, thoroughness, and confidentiality.
Partner with leadership to evolve HockeyStack's culture as we scale, balancing our founder-speed DNA with the structure needed for sustainable growth.
Identify early warning signs of cultural drift, manager burnout, or team dysfunction and intervene proactively.
Drive Compliance, Risk Management, and Process Discipline
Ensure HockeyStack remains compliant with federal, state, and local employment laws across all jurisdictions where we operate.
Manage employee documentation, I-9 verification, and audit-ready recordkeeping.
Partner with legal counsel on employment contracts, termination protocols, and risk mitigation strategies.
Build reporting dashboards for headcount, attrition, performance trends, and key people metrics.