Associate Director of Human Resources

Job Description

Associate Director of Human Resources – Remote US United States The Opportunity The Associate Director of Human Resources will lead, own and execute all HR functions at Seamless.AI, shaping the employee experience, culture, and organizational growth strategy. This is a highly visible and hands-on leadership role responsible for building and developing a world-class HR team, driving people strategy, and partnering with executive leadership to align HR practices with company goals. This role reports directly to the Chief Operating Officer. Responsibilities Strategic Leadership Serve as a trusted advisor and strategic partner to executive and team leaders, ensuring HR initiatives align with company strategy, values, and principles. Partner with leadership to ensure business goals are supported by strong HR programs and practices. Implement cascading communications to the organization on all HR initiatives and programs. Team Leadership Lead, develop, and scale the HR team to effectively support a high-growth organization. Ensure best-in-class HR operations across all functions, including onboarding, systems (e.g., Rippling HRIS, Google Workspace), and reporting. Policy & Compliance Own HR policies and compliance with applicable federal, state, and local laws (EEO, FLSA, FMLA, etc.). Ensure policies and processes are consistent, transparent, and aligned with business needs. Own and manage the unemployment claims process, including timely response to claims, hearings, and documentation. Administer and manage end-to-end all employee Leaves of Absence (LOA) processes (including FMLA, ADA, parental leave, and other applicable leave laws) with accuracy and compliance with federal, state and local laws and regulations. Own and execute severance processes and agreements, ensuring consistency with company policy and legal requirements. Performance Management Lead and execute the performance management process, including goal setting, performance reviews, coaching, and employee development. Develop, implement, and manage Performance Improvement Plans (PIPs) and collaborate with managers to support employee success or prepare for transitions when needed. Own and execute the termination process, including voluntary and involuntary separations, ensuring consistency, compliance, and documentation. Employee Experience & Culture Champion employee engagement, career development, performance management, and retention across the organization. Drive programs to enhance morale, build strong relationships, and create a high-performance culture. Lead conflict resolution and complex employee relations matters with fairness, discretion, and professionalism. Compensation & Benefits Own annual review cycles to ensure competitive and equitable pay practices. Develop and refine employee incentive programs, commission structures, and benefits packages to attract and retain top talent. Talent Development & Training Execute end-to-end the design, delivery, and evaluation of training and development programs. Manage the Company’s Learning Management System (LMS) to ensure ongoing career growth and leadership readiness. Foster a culture of learning and professional development. Metrics & Accountability Improved employee retention and reduced voluntary turnover. Increased employee engagement scores and positive feedback from performance reviews. On-time execution of compensation and performance review cycles. Development of a scalable HR infrastructure that supports growth and operational efficiency. Skillset Proven track record of building and leading high-performing HR teams in start-up, SaaS and fast-paced tech fast-paced environments. Strong knowledge of multiple HR disciplines: compensation, organizational design, employee relations, performance management, training, and employment law. Demonstrated success in influencing and building trust with senior leaders and employees. Education & Requirements 7+ years of progressive HR leadership experience (HRBP, HR Manager, HR Director, or similar). SHRM-CP, SHRM-SCP, or equivalent certification preferred. Experience working closely with sales teams and sales leadership strongly preferred. Bachelor’s degree required; advanced degree a plus. Associate Director of Human Resources – Remote US Associate Director of Human Resources – Remote US United States United States The Opportunity The Opportunity The Associate Director of Human Resources will lead, own and execute all HR functions at Seamless.AI, shaping the employee experience, culture, and organizational growth strategy. This is a highly visible and hands-on leadership role responsible for building and developing a world-class HR team, driving people strategy, and partnering with executive leadership to align HR practices with company goals. This role reports directly to the Chief Operating Officer. Responsibilities Responsibilities Strategic Leadership Strategic Leadership Serve as a trusted advisor and strategic partner to executive and team leaders, ensuring HR initiatives align with company strategy, values, and principles. Partner with leadership to ensure business goals are supported by strong HR programs and practices. Implement cascading communications to the organization on all HR initiatives and programs. Serve as a trusted advisor and strategic partner to executive and team leaders, ensuring HR initiatives align with company strategy, values, and principles. Partner with leadership to ensure business goals are supported by strong HR programs and practices. Implement cascading communications to the organization on all HR initiatives and programs. Team Leadership Team Leadership Lead, develop, and scale the HR team to effectively support a high-growth organization. Ensure best-in-class HR operations across all functions, including onboarding, systems (e.g., Rippling HRIS, Google Workspace), and reporting. Lead, develop, and scale the HR team to effectively support a high-growth organization. Ensure best-in-class HR operations across all functions, including onboarding, systems (e.g., Rippling HRIS, Google Workspace), and reporting. Policy & Compliance Policy & Compliance Own HR policies and compliance with applicable federal, state, and local laws (EEO, FLSA, FMLA, etc.). Ensure policies and processes are consistent, transparent, and aligned with business needs. Own and manage the unemployment claims process, including timely response to claims, hearings, and documentation. Administer and manage end-to-end all employee Leaves of Absence (LOA) processes (including FMLA, ADA, parental leave, and other applicable leave laws) with accuracy and compliance with federal, state and local laws and regulations. Own and execute severance processes and agreements, ensuring consistency with company policy and legal requirements. Own HR policies and compliance with applicable federal, state, and local laws (EEO, FLSA, FMLA, etc.). Ensure policies and processes are consistent, transparent, and aligned with business needs. Own and manage the unemployment claims process, including timely response to claims, hearings, and documentation. Administer and manage end-to-end all employee Leaves of Absence (LOA) processes (including FMLA, ADA, parental leave, and other applicable leave laws) with accuracy and compliance with federal, state and local laws and regulations. Own and execute severance processes and agreements, ensuring consistency with company policy and legal requirements. Performance Management Performance Management Lead and execute the performance management process, including goal setting, performance reviews, coaching, and employee development. Develop, implement, and manage Performance Improvement Plans (PIPs) and collaborate with managers to support employee success or prepare for transitions when needed. Own and execute the termination process, including voluntary and involuntary separations, ensuring consistency, compliance, and documentation. Lead and execute the performance management process, including goal setting, performance reviews, coaching, and employee development. Develop, implement, and manage Performance Improvement Plans (PIPs) and collaborate with managers to support employee success or prepare for transitions when needed. Own and execute the termination process, including voluntary and involuntary separations, ensuring consistency, compliance, and documentation. Employee Experience & Culture Employee Experience & Culture Champion employee engagement, career development, performance management, and retention across the organization. Drive programs to enhance morale, build strong relationships, and create a high-performance culture. Lead conflict resolution and complex employee relations matters with fairness, discretion, and professionalism. Champion employee engagement, career development, performance management, and retention across the organization. Drive programs to enhance morale, build strong relationships, and create a high-performance culture. Lead conflict resolution and complex employee relations matters with fairness, discretion, and professionalism. Compensation & Benefits Compensation & Benefits Own annual review cycles to ensure competitive and equitable pay practices. Develop and refine employee incentive programs, commission structures, and benefits packages to attract and retain top talent. Own annual review cycles to ensure competitive and equitable pay practices. Develop and refine employee incentive programs, commission structures, and benefits packages to attract and retain top talent. Talent Development & Training Talent Development & Training Execute end-to-end the design, delivery, and evaluation of training and development programs. Manage the Company’s Learning Management System (LMS) to ensure ongoing career growth and leadership readiness. Foster a culture of learning and professional development. Execute end-to-end the design, delivery, and evaluation of training and development programs. Manage the Company’s Learning Management System (LMS) to ensure ongoing career growth and leadership readiness. Foster a culture of learning and professional development. Metrics & Accountability Metrics & Accountability Improved employee retention and reduced voluntary turnover. Increased employee engagement scores and positive feedback from performance reviews. On-time execution of compensation and performance review cycles. Development of a scalable HR infrastructure that supports growth and operational efficiency. Improved employee retention and reduced voluntary turnover. Increased employee engagement scores and positive feedback from performance reviews. On-time execution of compensation and performance review cycles. Development of a scalable HR infrastructure that supports growth and operational efficiency. Skillset Skillset Proven track record of building and leading high-performing HR teams in start-up, SaaS and fast-paced tech fast-paced environments. Strong knowledge of multiple HR disciplines: compensation, organizational design, employee relations, performance management, training, and employment law. Demonstrated success in influencing and building trust with senior leaders and employees. Proven track record of building and leading high-performing HR teams in start-up, SaaS and fast-paced tech fast-paced environments. Strong knowledge of multiple HR disciplines: compensation, organizational design, employee relations, performance management, training, and employment law. Demonstrated success in influencing and building trust with senior leaders and employees. Education & Requirements Education & Requirements 7+ years of progressive HR leadership experience (HRBP, HR Manager, HR Director, or similar). SHRM-CP, SHRM-SCP, or equivalent certification preferred. Experience working closely with sales teams and sales leadership strongly preferred. Bachelor’s degree required; advanced degree a plus. 7+ years of progressive HR leadership experience (HRBP, HR Manager, HR Director, or similar). SHRM-CP, SHRM-SCP, or equivalent certification preferred. SHRM-CP, SHRM-SCP, or equivalent certification preferred. Experience working closely with sales teams and sales leadership strongly preferred. Bachelor’s degree required; advanced degree a plus. Bachelor’s degree required; advanced degree a plus.