People Success Partner, Americas, EMEA, Japan

Role Summary 

Human Resources at TeraRecon is a small team responsible for global people strategy, executive counsel, talent strategy, total rewards, compliance, and supporting a high performing team. This role is the operator: the person managers call, the person who executes employee lifecycle and benefits work cleanly, a working partner on culture programs and training, and the in-person partner to the Head of HR in the Triangle.  Effective and impactful work in this role takes sound and independent judgment, emotional intelligence, and a strong sense of urgency. 

The team you will be supporting is mostly remote. However, TeraRecon has offices in Fremont, CA, Cambridge, MA, and Philadelphia, PA. Your travel in this role is rare and reserved for HR-led events or critical in-person training. Day-to-day support of the U.S. team is remote.  

A counterpart in India — People Success Partner, India & Global HRIS — owns the engineering-hub seat in the Bangalore office, India statutory benefits, ADP as the global system of record, and the standard people-reporting pack. This role keeps U.S., Japan, and EMEA transactions and benefits administration accurate so that system and reporting stay trustworthy. 

Responsibilities 

Employee lifecycle — United States 

• Run remote-first onboarding from accepted offer through day 90: new hire orientation, benefits explanation, company policies and practices, I-9 and E-Verify, equipment, appropriate systems access, establish designated department buddy, and 30-60-90 follow-through. 
• Process job changes, promotions, leaves, and other employee data changes in ADP. Prepare related letters and keep digital personnel files current. 

• Own offboarding: prepare exit documents, conduct exit conversations, coordinate access and equipment close-out, and a clean ADP termination with benefits end dates. 

• Manage U.S., Japan, and Europe contractors as primary owner (agreements, onboarding/offboarding, manager questions, offboarding).  

• Be the first point of contact for employee inquiries. Answer with sound judgment and sensitivity inside company policy and applicable law. Escalate as appropriate. 

Benefits — operations, education, and plan cycle 

• Run day-to-day U.S. benefits administration: new-hire enrollment, qualifying life events, vendor tickets, deductions issues, COBRA coordination, and open enrollment project management.  

• Join the Head of HR and Finance on benefits selection, renewals, broker reviews, and plan-design discussions. 

• Build and run employee education for U.S. plans: guides, sessions, one-to-one questions. Same role for Japan and Europe employees using the local plans and vendors those countries use. 

• Coordinate local brokers, payroll, or insurance partners in Japan and Europe so those employees have a named HR contact and a working enrollment path.  

• Partner with the India People Success Partner so ADP deductions, eligibility dates, and headcount used by carriers match the employee file. 

• Keep a benefits calendar (renewals, OE, compliance notices) with owners and dates visible. 

Culture development, training, and events 

• Partner with the Head of HR on culture, engagement, recognition, employee surveys, and learning and development.  

• Design and run the training that carries that work — new-manager basics, performance-conversation skills, onboarding, and other sessions that the Head of HR sets as priorities. 

• Plan and run employee functions and HR-led events (mainly virtual).  

• Build and execute culture programs with a globally distributed team in mind: written follow-through, recordings, and manager toolkits. 

Employee relations and performance 

• Coach managers through performance conversations, documentation, and performance improvement plans (PIPs).  

• Handle U.S. first-line employee relations with sound judgment and consistent application of policies. Escalate investigations, leader issues, and legal risk appropriately to Head of HR 

• Execute the annual performance cycle for U.S. managers: timelines, completion, calibration prep. 
• Support accommodations, leaves, and other compliance-sensitive processes. Assist the team project to maintain policies and the employee handbook. Stay current on federal, state, and local employment requirements that affect designated populations. 

Requirements 

• Bachelor's Degree and at least 5 years of relevant experience in HR Operations
• Demonstrated ability as a People Success Partner, HR generalist, or HRBP supporting a distributed U.S. workforce in tech, healthcare technology, or B2B software.  

• Experience working at a company of roughly 100–500 employees is a strong fit. 

• Hands-on U.S. benefits operations: open enrollment, qualifying events, vendor management, and employee education.   

• Willingness to participate in plan selection and renewals; comfortable reading a renewal, comparing options with a broker, and translating that into employee impact. 

• Experience delivering manager training or culture programs; facilitating a room or a virtual session. 

• Proven employee-relations judgment and manager coaching. You have sat with a manager before a hard conversation and after one. 

• Full-cycle familiarity with recruiting coordination and onboarding. 

• Comfort entering and auditing transactions in an HRIS, plus Microsoft Office and everyday communication tools. ADP Workforce Now experience is a plus. 

• Ability to travel rarely for events or critical in-person training. 

• Clear written and verbal communication. Organized, accurate with confidential information, and able to move several workstreams at once with a sense of urgency. 

Preferred 

• Experience working at a healthcare technology, medical device, medical imaging, SaaS, AI , or software environment. 

• Experience supporting a remote, globally distributed team in a fast-paced environment. 

• Prior work with a benefits broker on RFPs or mid-year plan changes. 

• Exposure to performance-cycle operations. 

• Working with external TA or shared-services partners while keeping ownership of the employee experience.