The Opportunity

The Schedule

A Note on Career Breaks

What You Will Actually Do

Day-to-day HR execution — you do the work, not delegate it

• Draft and send offer letters, and manage onboarding paperwork, I-9s, and background checks end to end
• Prepare FMLA, ADA, and state leave notices and correspondence, and track leave cases from first request through return to work
• Process and audit payroll: entering changes, chasing down discrepancies, reconciling deductions, resolving the check that came out $46 short
• Maintain accurate employee data across HRIS platforms — you are the one in the system, not the one reviewing a report about the system
• Build and update handbooks, policies, job descriptions, offer templates, and employee communications
• Run open enrollment logistics: employee meetings, election tracking, carrier file follow-up, post-enrollment audits

Client service that earns the "wow"

• Serve as the primary day-to-day HR contact for your clients — the person they call when something goes sideways
• Respond fast, follow through completely, and close the loop without being asked twice
• Handle a client's employee question with the same care whether it is a routine PTO balance or a resignation letter that just landed
• Anticipate what is coming — the I-9 that expires next month, the notice that is due, the manager who will need coaching before that conversation

Projects and systems implementations

• Work implementations start to finish: data gathering and cleanup, configuration testing, parallel payroll runs, employee communications, go-live support
• Manage several client projects at once and keep every one of them moving
• Document processes so the next person can run them

Employee relations and manager support

• Investigate and resolve employee relations matters — complaints, performance concerns, policy violations — with discretion and clean documentation
• Coach frontline and mid-level managers through performance conversations, write-ups, and terminations
• Keep clients compliant with federal and state employment law: FMLA, ADA, FLSA, ACA, and the multi-state patchwork that comes with our client base

Who Thrives Here

• You would rather have twelve things on your plate than three, and you have a system for keeping all of them straight
• You get bored when work gets repetitive, and you look for the next problem to solve
• You take real pride in being the person a client can count on — responsiveness is part of your professional identity, not a requirement someone imposed on you
• You are comfortable being the one who does the task, files the form, fixes the record, and sends the email
• You are steady when three clients need you at once and one of them is upset
• You are detail-obsessed. A wrong date on a leave notice or a typo in an offer letter bothers you

Who This Is Not For

• You are looking for advisory-only or strategy-only work. Roughly 70% of this job is execution. If you want to build the framework and hand it off, this will frustrate you.
• You want to lead a team. There is no team to lead. You are an individual contributor, and you will stay one.
• You are building or maintaining your own consulting practice. We are hiring an employee, not contracting a firm. This needs to be your primary professional commitment.
• You want this as a second job. We are not a fit alongside other employment.
• Administrative work feels beneath your level. Some days it is data entry and chasing signatures. If that reads as a step down, we are not the right place.
• You need a lot of structure and ramp time. You will be supporting live clients within your first few weeks.

What You Bring

• 7-10 years of hands-on HR generalist experience — and you are still doing the work yourself today, not overseeing others who do it
• Real depth across the full HR lifecycle: recruiting and onboarding, payroll, benefits administration, leave administration, employee relations, and policy work
• Payroll fluency. You have processed it, audited it, and fixed it — not just approved it.
• Leave administration experience. You can produce a compliant FMLA notice without a template hunt.
• HRIS proficiency and real experience with at least one implementation or platform migration
• Strong writing. You can produce a polished handbook, a clear policy, and a professional employee email without heavy editing.
• Working knowledge of federal and multi-state employment law, and good instincts about when to escalate
• Proven remote work experience — you are self-directed, communicative, and reliably reachable during core hours
• BA/BS in Human Resources or a related field

Preferred

• Prior HR consulting, PEO, HRO, or multi-client experience
• Experience supporting multiple entities or client organizations at once
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification
• Proficiency across the Microsoft Office Suite, especially Excel

Compensation and Benefits

• $32.00 - $05.00 per hour, depending on experience
• Paid time off and paid holidays — uncommon in part-time HR work, and intentional on our part
• 401(k) with company match
• Professional development assistance, including certification support
• Fully remote, with a consistent Monday-Friday schedule