Human8

Lead and own full spectrum of HR operations including compliance, payroll, benefits, employee relations, and talent acquisition in the US region. | 7+ years HR experience with focus on HR operations and talent acquisition, bachelor's degree, knowledge of US employment laws, and HRIS proficiency. | The Regional HR Operations Manager (US) is a hands-on, people-focused individual who will lead and own the full spectrum of HR operations in the United States. This role is accountable for delivering a seamless, compliant, and high-quality employee experience across the entire lifecycle while enabling the business to scale effectively. Partnering closely with the US Leadership Team, this individual provides data-driven insights and expert guidance on HR operations, payroll, benefits, employee relations, compliance, and people-risk. The role combines strategic thinking (process improvement, workforce planning, vendor strategy) with strong operational execution across recruitment, HR administration, payroll, and total rewards. You will report directly into the Managing Director (US) and partner closely with the Head of Professional Development & Enablement (who owns capability, performance, and career development). Strategic Business Partnering & Leadership • Serve as the U.S. Leadership Team's advisor on HR operations, compliance, employee relations, talent acquisition, employee lifecycle processes, and people-risk trends. • Provide data-driven insights (HR metrics, payroll trends, engagement, and attrition) to inform workforce planning and business decisions. • Identify emerging people and operational risks (retention, compliance gaps, payroll errors, benefit gaps) and implement mitigation strategies. • Partner with the Managing Director to shape US business strategy, ensuring that people implications are considered in all major business decisions (e.g., expansion, restructuring, M&A). • Lead change management efforts for regional initiatives, ensuring smooth adoption of new processes, systems, or organizational structures. Partnership with Head of Professional Development & Enablement • Partner closely with the Head of Professional Development & Enablement to connect consultant staffing, capability, performance, and career-development insights with HR operations, recruiting, compliance, employee relations, and people-risk actions. • Provide HR governance, documentation, compliance, and employee-risk support for performance review cycles, promotion processes, and talent review discussions led by the Head of Professional Development & Enablement. • Translate consultant capability and staffing insights into recruiting execution plans, onboarding needs, retention actions, HR process improvements, and employee lifecycle support. • Share employee relations, attrition, onboarding, offboarding, engagement, and manager-effectiveness themes that may signal broader consultant experience or capability-development needs. • Maintain clear decision rights between HR operations and professional development to avoid duplication across manager enablement, performance management, career growth, and workforce planning. HR Operations Management • Own day-to-day employee administration, ensuring accuracy, timeliness, and compliance with US tax and labor regulations (federal, state, local). • Own the end-to-end employee lifecycle for the region, including onboarding, transfers, leave of absence, offboarding, a warm and structured onboarding, and a thoughtful and compliant offboarding experience. • Support HRIS data integrity, reporting, and system maintenance. Identify opportunities for processing automation and efficiency gains. • Ensure employee records, personnel files, and HR documentation are updated in line with legal and audit requirements. • Support compensation and benefits activities, including salary reviews and bonus cycles, making sure they're processed accurately and in line with guidelines. • Identify and implement process improvements and automation opportunities to increase efficiency and scalability. Payroll, Compensation & Benefits • Partner with payroll and benefit vendors and Finance to execute payroll, validate outputs, and resolve discrepancies. • Act as the primary escalation point for all payroll-related inquiries and issues. • Oversee and administer employee benefits programs, including health, insurance, retirement, and wellness offerings including managing the vendor relationships and performance, conducting audits to resolve discrepancies and ensuring a high-quality service delivery. • Lead annual benefits cycles, including open enrollment and benefits optimization aligned to employee needs and company strategy. • Ensure the accurate execution of the salary review processes, bonus cycles, and total rewards program. • Provide expert guidance to employees and managers on compensation, payroll, and benefits queries. Talent Acquisition • Own full-cycle recruitment execution for the US region, including role intake, job postings, sourcing, screening, interviewing, offer negotiation, and pre-employment checks. • Partner with hiring managers to define role requirements and develop effective recruitment strategies. • Support employer branding efforts and candidate experience initiatives in partnership with Marketing, hiring managers, and regional leadership. • Track and report on recruitment metrics including time-to-fill, source effectiveness, candidate pipeline quality, offer acceptance, process bottlenecks, and hiring manager responsiveness. Compliance & Risk Management • Monitor and ensure compliance with US employment laws (e.g., FLSA, FMLA, ADA, Title VII, state-specific regulations, wage and hour requirements, leave obligations, and remote-work considerations). • Serve as the primary expert for complex employment matters, including terminations, misconduct, performance escalations, leave/accommodation issues, and contract or policy disputes. Support on cases from intake through resolution by preparing documentation, advising leaders, coordinating with external counsel when needed, and mitigating legal and employee-relations risk. • Maintain compliance with I-9/E-Verify, visa sponsorship, and remote work regulations. • Own and coordinate internal audits, regulatory reporting, and recordkeeping (including EEO-1, AAP where applicable, and other compliance filings). Employee Relations & HR Service Delivery • Serve as a primary point of contact for employee inquiries, providing clear, empathetic guidance on HR policies, benefits, and procedures. • Provide thoughtful, practical guidance to People Leaders on operational, compliance, and employee relations topics - always with an eye on what's fair, legal, and aligned with our values. • Introduce and maintain manager enablement tools, including documentation guides, employee relations templates, difficult-conversation guides, leave and accommodation resources, onboarding/offboarding checklists, and policy FAQs. • Partner with the Head of Professional Development & Enablement on any tools related to consultant coaching, career development, promotion readiness, or capability building. • Support the Head of Professional Development & Enablement with performance management, especially in sensitive cases. • Approximately 7+ years of progressive experience in human resources, with a focus on generalist duties, HR operations, and talent acquisition in the US. • Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (SHRM-CP/SCP, PHR/SPHR) preferred. • Solid knowledge of US employment laws and compliance frameworks (federal and state-level). • Hands-on experience managing full-cycle recruitment. • Experience supporting employee relations, performance management, and leave administration. • Proficiency with HRIS, ATS, and basic reporting tools. Familiarity with process automation is a plus. • Strong attention to detail, data integrity, and documentation. • Clear, empathetic communicator with the ability to balance strategic projects with daily operational tasks and sensitive employee matters. A hands-on, roll-up-your-sleeves mentality.

Lead complex client engagements integrating consultative and research methodologies to drive marketing outcomes and manage full project lifecycle. | Over 7 years of custom research or consulting experience with strong quantitative and qualitative research skills and client relationship management. | Senior Research and Implementation Manager Department: Client Teams Employment Type: Permanent - Full Time Location: US Description Our Senior Research & Implementation Managers seamlessly lead client engagements that integrate both consultative and research methodologies to drive meaningful marketing outcomes. This role encompasses all phases of the engagement lifecycle, including project management, deliverable creation, storytelling, and client management. With exposure to a wide range of research methodologies and strategic engagements, our ideal candidate brings strong project management skills, takes ownership of engagement success, and thrives on learning, growth, and challenge. Key Responsibilities Project Management & Client Engagement Serve as the project manager on complex engagements from start to finish, while also acting as a consultant on simple to moderately complex studies. Independently discuss complex business and research issues with clients. Build rapport quickly, demonstrate responsiveness, and earn client trust through strong project management abilities. Apply research results to uncover insights that inform business strategy. Utilize a variety of research methodologies to generate insights and communicate findings effectively to clients. Foster strong client loyalty through exceptional engagement execution, client service skills, and the ability to independently navigate complex issues. Create analysis plans for moderately complex studies—identifying relevant data, synthesizing information, and conveying a compelling narrative. Adopt and apply a structured storytelling process to develop impactful deliverables for moderately complex engagements, and present findings clearly, concisely, and persuasively. Generate additional business by building client trust through outstanding service. Understand clients’ businesses and objectives, offering strategic suggestions and value-added consulting. Effectively oversee the financial goals and profitability of each engagement. Business Development Independently develop simple proposals, including scope, pricing, and deliverable planning. Management & Leadership Successfully lead an engagement team and support the development of team members by setting clear expectations, delegating appropriately, and holding others accountable. Provide internal training and train clients on various methodologies, offering research recommendations as needed. Lead or partner with others to elevate the quality of work—providing inspiration, setting clear expectations, delegating effectively, and ensuring accountability. Demonstrate genuine sensitivity, support, and encouragement for colleagues, along with consistent professional maturity. Consultation & Execution Align diverse stakeholders around a common vision and path forward. Lead productive conversations, drive toward consensus, and work through areas of misalignment. Apply business acumen, critical thinking, and influential written and verbal communication skills throughout the engagement. Convey ideas in a way that leads to productive conversations and decisive action. Skills, Knowledge and Expertise A degree in a related field is beneficial, but we equally value demonstrable, equivalent experience. We welcome candidates from diverse educational backgrounds. 7+ years of custom research or consulting experience, focused on strategic business challenges across a variety of industries. Well-rounded research skills, including strong quantitative (statistical) and qualitative (analytical and report-writing) abilities. Comfort with business consulting and navigating ambiguous business challenges. Demonstrated engagement leadership skills, including motivating team members, mentoring junior staff, collaborating effectively, and taking initiative. Client-facing experience with a proven ability to discuss and understand complex business and research objectives, build rapport, and foster trusting client relationships.