The Director of HR is responsible for developing, leading, and continuously improving the firm&apos;s human resources function. This position serves as a strategic partner to firm leadership and managers while maintaining responsibility for the effective administration of the employee lifecycle, including onboarding, performance management, employee relations, compensation support, benefits, leave administration, compliance, professional development, and employee engagement. As the firm&apos;s senior HR leader, the Director will assess existing practices and infrastructure, establish clear and scalable HR processes, and develop programs that support both the firm&apos;s current workforce and its continued evolution. The Director will work closely with the Chief Operating Officer, Managing Partners, Firm Administrator, Director of Finance, and other firm leaders to ensure the firm&apos;s HR practices align with its business objectives, culture, and operational needs. This is a hands-on leadership role. While the Director will be responsible for developing the long-term HR strategy and building appropriate support within the function as needs evolve, the successful candidate must also be comfortable managing day-to-day HR responsibilities during the department&apos;s development. Essential Job Functions HR Compliance, Policies &amp; Risk Management<ul><li>Maintain current knowledge of applicable federal, state, and local employment laws and regulations, particularly those affecting a geographically distributed workforce.</li><li>Ensure HR policies and practices remain compliant with applicable employment requirements.</li><li>Lead development, review, implementation, and communication of employee policies and handbook updates.</li><li>Oversee required employment notices, documentation, training, and compliance tracking.</li><li>Manage leave administration and coordinate accommodations and other protected employment processes as appropriate.</li><li>Maintain accurate and confidential personnel records.</li><li>Partner with outside employment counsel, the PEO, and other advisors when appropriate.</li><li>Proactively identify employment-related risks and recommend appropriate mitigation strategies.</li><li>Ensure consistent documentation and application of employment policies across the organization.</li></ul> Onboarding &amp; New Hire Integration<ul><li>Own the firm&apos;s overall onboarding program and ensure new employees experience a consistent and effective transition into the organization.</li><li>Coordinate with Firm Operations, Finance, hiring managers, and other departments to ensure all aspects of onboarding are completed timely.</li><li>Oversee new-hire documentation, benefits enrollment, orientation, required training, and employee communications.</li><li>Oversee and ensure 30-, 60-, and 90-day onboarding and introductory-period processes are completed.</li><li>Partner with attorney managers and practice group leaders to support successful integration of new attorneys and staff.</li><li>Monitor onboarding effectiveness and recommend improvements based on employee and manager feedback.</li><li>Ensure appropriate transition from the recruiting process into pre-employment and onboarding activities.</li></ul> Offboarding &amp; Employee Transitions<ul><li>Oversee employee separation and offboarding processes.</li><li>Ensure terminations and voluntary departures are administered consistently, professionally, and in compliance with applicable requirements.</li><li>Coordinate final documentation, benefits information, payroll notifications, and internal transition requirements.</li><li>Conduct or oversee exit interviews and identify trends that may inform retention or organizational initiatives.</li><li>Coordinate with Firm Operations regarding technology access, equipment return, and other operational offboarding requirements.</li><li>Maintain appropriate separation documentation and records.</li></ul> Performance Management<ul><li>Lead the firm&apos;s performance management program for attorneys and administrative employees.</li><li>Manage annual, introductory-period, six-month, 360-degree, and other performance review processes.</li><li>Develop and maintain evaluation tools, review schedules, manager guidance, and performance documentation standards.</li><li>Coach managers on providing effective feedback, establishing expectations, documenting performance, and addressing performance concerns.</li><li>Partner with leadership on performance improvement plans and corrective action where appropriate.</li><li>Identify opportunities to improve consistency and accountability across the firm&apos;s performance management practices.</li><li>Develop processes to recognize and develop high-performing employees.</li><li>Track completion, trends, and recurring themes arising from performance evaluations and provide appropriate reporting to leadership.</li></ul> HRIS, Benefits &amp; PEO Administration<ul><li>Provide functional ownership and oversight of the firm&apos;s HRIS and PEO relationship, including semi-monthly payroll administration.</li><li>Ensure employee records, compensation changes, employment status changes, and other personnel information are accurately maintained.</li><li>Oversee benefits administration and serve as an escalation resource for complex employee questions.</li><li>Manage open enrollment and benefits communications in coordination with the firm&apos;s PEO and other providers.</li><li>Manage employee lifecycle changes within applicable HR systems.</li><li>Evaluate HR systems and processes and recommend improvements, integrations, or automation opportunities.</li><li>Maintain HR reporting and workforce data necessary to support leadership decision-making.</li></ul> Additional Responsibilities Employee Relations &amp; Manager Support<ul><li>Serve as a trusted resource to employees, managers, and firm leadership regarding workplace matters.</li><li>Advise managers on employee relations, performance concerns, workplace conflict, communication, and effective management practices.</li><li>Conduct or coordinate workplace investigations when necessary.</li><li>Provide guidance regarding disciplinary actions, performance improvement plans, and employment decisions.</li><li>Identify employee relations trends and recommend proactive solutions.</li><li>Support managers in developing effective supervisory and leadership practices.</li><li>Maintain appropriate confidentiality and exercise sound judgment when handling sensitive personnel matters.</li></ul> Learning, Development &amp; Employee Engagement<ul><li>Develop programs that support professional development, employee engagement, retention, and career progression.</li><li>Partner with managers and firm leadership to identify training and development needs.</li><li>Support mentoring and attorney development initiatives.</li><li>Develop manager training and resources to strengthen people-management capabilities throughout the firm.</li><li>Support initiatives that promote collaboration, connection, and engagement within a remote work environment.</li><li>Partner with Firm Operations on firmwide culture initiatives, retreats, and employee events as appropriate.</li><li>Develop and evaluate employee feedback and engagement initiatives.</li><li>Identify opportunities to strengthen employee recognition and reinforce the firm&apos;s culture and values.</li></ul> Organizational Development<ul><li>Assess existing HR practices and identify opportunities to improve efficiency, consistency, compliance, and employee experience.</li><li>Identify opportunities to automate or streamline recurring HR processes.</li><li>Develop scalable programs, processes, and infrastructure that can evolve with the firm.</li><li>Develop meaningful HR metrics and reporting to support leadership decision-making.</li><li>Establish appropriate internal controls and confidentiality protocols for employee information.</li><li>Recruit, develop, and supervise future HR support staff as appropriate.</li></ul> Compensation &amp; Workforce Planning<ul><li>Conduct and coordinate market compensation benchmarking.</li><li>Assist in developing salary ranges, job levels, career paths, and compensation practices.</li><li>Support annual compensation and bonus review processes.</li><li>Ensure compensation decisions are appropriately documented and implemented.</li><li>Assist with headcount planning and analysis of future staffing requirements.</li><li>Support development of career progression frameworks for attorneys and administrative professionals.</li></ul> Qualifications Education &amp; Experience<ul><li>Bachelor&apos;s degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent relevant experience may be considered.</li><li>Approximately 8&#x2013;10+ years of progressive HR or People Operations experience, including 2+ years of experience in a law firm.</li><li>Demonstrated experience building, improving, or scaling HR programs and processes.</li><li>Strong knowledge of employment law, employee relations, performance management, compensation, benefits, leave administration, and HR compliance.</li><li>Experience supporting a multi-state or geographically distributed workforce strongly preferred.</li><li>Experience working with a PEO and/or HRIS platform preferred.</li><li>Demonstrated ability to advise senior executives and managers on complex and sensitive personnel matters.</li><li>Experience managing organizational change and supporting a growing organization.</li><li>SHRM-SCP, SPHR, or comparable professional certification preferred.</li></ul> Benefits<ul><li>Health, dental, vision, Rx, long-term disability, short-term disability, and life insurance.</li><li>PTO and paid holidays.</li><li>401(k) with annual employer contribution.</li><li>We are a fully remote law firm, allowing each employee to work from the comfort of their home.</li></ul> Come As You Are!Our deep-rooted commitment to diversity and inclusion drives our ability to attract high-performing attorneys with diverse experience and perspectives who value a supportive work culture based on care and respect. That includes providing equal employment opportunities without consideration of race, color, religion, ethnicity, citizenship, political activity or affiliation, marital status, age, national origin, ancestry, disability, veteran status, sexual orientation, gender identity, gender expression, sex or gender, or any other basis protected by law. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local law. If you have a disability or special need that requires accommodation, please let us know.

Human Resources Director

This is a remote position. Job Summary We are looking for a motivated and organized Junior Human Resources Assistant to support daily HR operations. In this role, you will assist with administrative tasks, recruitment coordination, employee records management, and HR-related communications. This is an ideal entry-level position for someone looking to start a career in Human Resources. Key Responsibilities <ul> <li>Assist with recruitment processes, including posting job ads, screening resumes, and scheduling interviews </li> <li>Maintain and update employee records and HR databases </li> <li>Support onboarding and orientation of new employees </li> <li>Prepare HR documents such as employment contracts, letters, and reports </li> <li>Respond to employee inquiries regarding HR policies and procedures </li> <li>Assist with payroll coordination and benefits administration </li> <li>Help organize employee engagement activities and training sessions </li> <li>Ensure compliance with company policies and labor regulations </li></ul> Qualifications <ul> <li>Diploma or Bachelor&#x2019;s degree in Human Resources, Business Administration, or a related field </li> <li>0&#x2013;2 years of experience in an HR or administrative role (internships count) </li> <li>Basic knowledge of HR principles and practices </li> <li>Proficiency in Microsoft Office (Word, Excel, Outlook) </li> <li>Strong organizational and time management skills </li> <li>Excellent interpersonal and communication skills </li> <li>High level of confidentiality and professionalism </li></ul> Preferred Skills <ul> <li>Familiarity with HRIS systems (e.g., Workday, SAP SuccessFactors) </li> <li>Attention to detail and accuracy in handling employee data </li> <li>Ability to multitask and prioritize tasks in a fast-paced environment</li></ul>

Junior Human Resources Assistant

About Glow Glow is on a mission to transform how enterprises proactively protect the modern endpoint with an agentic-first approach. Our platform gives security teams the visibility, context, and autonomous remediation they&apos;ve never had before &#x2014; across every endpoint, application, and AI tool in the environment. We move fast, we build things that matter, and we believe security should be a force multiplier for the business, not a bottleneck. Let&apos;s Glow. As our go-to-market organization scales, we&#x2019;re looking for a Senior People Business Partner to partner closely with our GTM leaders and help build the organization, leadership, and people practices for our next stage of growth. This is a fully remote role. About The Role We&#x2019;re looking for an experienced, hands-on Senior People Partner to partner primarily with our GTM organization across Sales, Marketing, and other customer-facing teams. You&#x2019;ll work closely with senior leaders to help them build and scale high-performing teams &#x2014; from organizational design and workforce planning to leadership development, performance, talent, and retention. This is a builder role. You&#x2019;ll help build our people practices from the ground up while staying close to the day-to-day needs of our employees and managers. You&#x2019;ll support them throughout the employee lifecycle, own and improve our HRIS and people processes, and help shape how we work as the company scales. We&#x2019;re looking for someone who understands the business, builds strong relationships with leaders, and knows when to support, challenge, and push for a better outcome. Someone who is comfortable with ambiguity, moves fast, and enjoys building as we grow. What You&#x2019;ll Do <ul><li>Partner closely with GTM leaders on organizational, talent, and leadership priorities. </li><li>Understand our GTM strategy and translate business needs into people and organizational decisions. </li><li>Build our people practices from the ground up &#x2014; from onboarding and manager routines to performance, development, and employee lifecycle processes. </li><li>Support the scaling of our GTM organization through org design, workforce planning, and team structure. </li><li>Coach leaders and managers, providing candid feedback and helping them become stronger people leaders. </li><li>Drive performance and talent initiatives, including development, retention, succession planning, and performance management. </li><li>Identify organizational challenges early and build practical solutions that improve team effectiveness. </li></ul>What We&#x2019;re Looking For <ul><li>5+ years of HRBP experience, with meaningful experience partnering with GTM organizations such as Sales, Marketing, or Customer Success. </li><li>Experience supporting senior GTM leaders in a fast-growing technology company. Cybersecurity experience is a strong plus. </li><li>Strong understanding of how GTM organizations operate and scale. </li><li>Strong business acumen and the ability to connect people&apos;s decisions to business goals. </li><li>Experience with organizational design, performance management, talent planning, and employee relations. </li><li>A hands-on, high-ownership approach, with the ability to operate independently in a fast-moving environment. </li></ul>At Glow, we believe our greatest strength is our people. We&apos;re committed to building an inclusive workplace where every team member feels welcomed, respected, and empowered to do their best work. We know that diverse backgrounds, experiences, and perspectives make us stronger as a company and better partners to our customers. Glow is proud to be an equal opportunity employer. We celebrate diversity and are committed to creating an environment free from discrimination and harassment. We make all employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, genetic information, or any other characteristic protected by applicable law.

Senior People Business Partner - GTM

This is a Fully Remote Job About Our Client:The organization operates in the software development and AI sector, focusing on improving software delivery through advanced toolchain observability and intelligence. It addresses challenges in software production by providing a platform that enhances delivery excellence with deep observability, build and test acceleration, and AI-driven insights. The program supports numerous widely used build tools and partners with multiple open-source communities to extend its impact across the software ecosystem. About the Opportunity:The PEOPLE OPERATIONS ASSOCIATE role is responsible for managing end-to-end people processes across multiple countries and legal entities within a fast-paced, remote-first environment. This position ensures operational accuracy, compliance, and timeliness in employee lifecycle activities and serves as a key point of contact for employees worldwide. The role supports recruitment logistics and contributes to maintaining efficient HR systems and employee engagement initiatives. Responsibilities:<ul><li>Manage new hire onboarding from planning through first-day activities.</li><li>Maintain accuracy and conduct audits of ATS, HRIS, and related systems.</li><li>Organize logistics for company-wide events and team-building activities.</li><li>Administer engagement and pulse surveys and assist in analyzing results.</li><li>Coordinate training programs and manage the training calendar.</li><li>Deliver live training sessions and oversee LMS compliance and reporting.</li><li>Implement workflow automation and simplification using AI tools.</li><li>Provide first-line support for employee inquiries related to training, onboarding, and events.</li><li>Schedule interviews across multiple time zones.</li></ul> Requirements:<ul><li>1&#x2013;3 years experience in people operations, HR, payroll, or related administrative roles.</li><li>Proficiency in HRIS systems and ability to quickly learn new tools.</li><li>Strong attention to detail and commitment to data accuracy.</li><li>Proactive and responsible work ethic.</li><li>Effective written communication skills and availability overlapping with US and European working hours.</li><li>Discretion and sound judgment handling confidential information.</li><li>Ability to manage multiple priorities and ambiguity in a growing environment.</li></ul> Pay Range and Compensation Package:<ul><li>The US salary range for this position is $75,000-85,000, adjusted based on location, experience, skills, and performance.</li></ul> Benefits &amp; Perks:<ul><li>Medical insurance</li><li>Dental insurance</li><li>401(k)</li></ul> Equal Opportunity Statement: Our client is an equal opportunity employer. They celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, or national origin. Note:TalentHop is not the Employer of Record (EOR) for this role. Our purpose in this opportunity is to connect exceptional candidates with leading employers. We help job seekers worldwide discover roles that match their goals and guide them to complete their full application directly through the hiring company&apos;s career page or ATS.

Latest Remote Jobs in
Fort Worth, TX·HR

Human Resources Director

Human Resources Director

Junior Human Resources Assistant

Junior Human Resources Assistant

Senior People Business Partner - GTM

Senior People Business Partner - GTM

People Operations Associate

People Operations Associate

Latest Remote Jobs inFort Worth, TX·HR

Human Resources Director

Human Resources Director

Junior Human Resources Assistant

Junior Human Resources Assistant

Senior People Business Partner - GTM

Senior People Business Partner - GTM

People Operations Associate

People Operations Associate

Latest Remote Jobs in
Fort Worth, TX·HR