Senior HR Manager

CelerData•Menlo Park, CA

25d•$175,000 - $215,000•Onsite

About The Position

PhoenixAI’s first full-time HR leader in the U.S., the Senior HR Manager will build the company’s U.S. headquarters HR infrastructure and lead the U.S. people function for a growing company with teams in the U.S. and APAC. The role will establish shared standards for leveling, compensation, development, and growth across the U.S. and APAC, helping the teams operate as one company. It requires a hands-on builder who can set strategy while personally carrying out much of the work. The Senior HR Manager leads the U.S.-based People Experience and Recruiting team. The role partners closely with the CEO, VP of Finance, APAC HR partner, executive leadership, managers, and the U.S. HR outsourcing partner (HRO). It owns the HRO relationship and Rippling as the HR system of record, and handles sensitive employee relations matters and final people decisions directly. The position is based in Menlo Park, California, with at least four days per week in the office. The base salary range is $175,000 to $215,000, depending on experience, scope, and interview results; the offer also includes equity and PhoenixAI’s full benefits package.

Requirements

At least 7 years of HR experience with broad generalist scope.
At least one stint as the first or founding HR leader at a venture-backed, high-growth technology company.
Experience building leveling frameworks, compensation bands, equity guidelines, and performance systems from scratch.
Experience leading HR across more than one country and harmonizing policies while considering local requirements.
Experience managing a PEO or HRO partner and determining what to delegate versus handle directly.
Experience working with external employment counsel and strong knowledge of California employment law.
Experience with Rippling or a similar HRIS.
Solid grounding in recruiting and experience managing or scaling a recruiting function.
Analytical skills and comfort building headcount models with Finance.

Nice To Haves

Professional proficiency in written and spoken Mandarin Chinese.

Responsibilities

Create a job-leveling framework and title taxonomy for use across the U.S.
Partner with APAC HR counterparts to align job leveling, compensation bands, benefits philosophy, and performance review cadence while respecting local statutory requirements and market norms.
Build compensation bands and a shared equity philosophy with the VP of Finance, including benchmarking OTE/MBO structures, new-hire grants, refresh and promotion grants, and the annual refresh cycle.
Establish performance review cycles, expectations, and documentation standards; define promotion criteria and run calibration.
Design onboarding and offboarding experiences.
Develop manager training on effective management at PhoenixAI.
Manage the U.S.-based recruiting team and its end-to-end hiring process.
Strengthen and scale in-house recruiting processes, practices, and tools, and grow the recruiting team as hiring demands require.
Partner with the VP of Finance and hiring managers to translate the headcount plan into a hiring roadmap, including GTM hires sequenced behind pipeline growth.
Set interview standards and keep offers within compensation bands.
Own the HRO relationship, set policy and direction, hold the provider to service levels, and resolve escalations.
Handle sensitive employee relations matters and final people decisions directly.
Own Rippling as the HR system of record, with the HRO supporting configuration, and build people reporting for the founders and VP of Finance.
Build programs, rituals, and communication that connect APAC engineering with U.S. GTM, product, and engineering teams.
Develop shared culture and communication practices that help U.S. and APAC teams work across time zones, language, and different working norms.
Partner with the CEO on people strategy, organizational design, culture, and the leadership team.
Partner with the VP of Finance on people budgets, headcount planning, compensation, benefits costs, and HRO fees.
Partner with the APAC HR partner on people practices, cross-regional culture programs, regional employee relations issues, and consistent global people data.
Advise executive leadership on team design, hiring plans, performance, and organizational decisions.
Coach managers on performance and employee relations.