Data Science & Engineering Experts, LLC

Compensation

Full Description

Company: Data Science & Engineering Experts, LLC (DSE) Location: Remote Job Type: Full-Time Reports To: Chief People & Transformation Officer (CPTO) Compensation: $130,000 - $165,000 annually (equity-first, deferred until seed funding) About DSE Data Science & Engineering Experts (DSE) is a pre-seed AI and data systems company building secure, enterprise-grade solutions for complex technical challenges. We serve healthcare, financial services, manufacturing, and federal government clients who need compliant AI solutions that deliver measurable ROI. As a remote-first team, we're establishing the operational foundation that will scale alongside our technical innovation and federal contracting growth. Our Mission: To transform enterprises through secure, compliant, and measurable AI solutions—bridging data strategy, infrastructure, and applied intelligence to power responsible innovation. We believe in transparency, accountability, and human-centered AI adoption. The Opportunity We're seeking a Chief Human Resource Officer (CHRO) to own the operational engine of DSE's people function—payroll, benefits administration, HRIS infrastructure, compliance, and employee relations. This role is the foundation that enables everything else: you ensure employees are paid correctly, benefits are administered properly, policies are compliant across multiple states, and HR operations run smoothly. You'll report to the Chief People & Transformation Officer (CPTO) and work alongside the Chief People Officer (strategic people function) and PMO Director to create an integrated operating system. While the CPO focuses on culture, capability development, and organizational design, you'll build and maintain the HR infrastructure that makes it all possible. This is not a strategic visioning role—it's a hands-on operational leadership position where you'll implement HRIS systems, manage vendor relationships, ensure multi-state employment compliance, and build the administrative backbone of a scaling organization. You'll need to be equally comfortable configuring HRIS platforms (BambooHR, Rippling, Workday, ADP, or similar) workflows as you are advising leadership on employment law implications. As DSE pursues federal contracts, you'll also support cleared staffing operations, contractor compliance, and the unique HR requirements of government work. This adds complexity and opportunity to the role. As a pre-seed startup, DSE operates with an equity-first compensation model where founding team members invest in the company's success through deferred cash compensation in exchange for meaningful ownership. This role offers significant equity stake aligned with early-stage contribution, with salary activation targeted within 12-18 months upon seed funding. This role is ideal for someone who: • Has deep expertise in HR operations, payroll, and benefits administration • Thrives in building systems and processes from scratch • Knows multi-state employment law and compliance requirements inside and out • Can implement and optimize HRIS platforms (BambooHR, Rippling, or similar) • Understands or is eager to learn federal contractor HR requirements • Is energized by equity compensation and the challenge of early-stage operations What You'll DoBuild the Foundation (Months 1-6) HR Infrastructure & Systems (40%) • Implement and configure HRIS platform (BambooHR or Rippling) for employee data, time tracking, and workflows • Establish payroll processing systems and coordinate with finance/accounting • Set up benefits administration infrastructure—health insurance, dental, vision, 401(k), HSA/FSA • Create employee self-service portals and HR documentation systems • Build people analytics dashboards integrated with PMO workforce metrics Compliance & Policy (35%) • Develop compliant HR policies and employee handbook for remote-first, multi-state workforce • Ensure employment law compliance across all states where DSE has employees • Establish I-9 verification, background check, and onboarding compliance processes • Create documentation and audit trails for investor due diligence readiness • Manage employee relations, investigations, and disciplinary processes as needed Employee Lifecycle Operations (25%) • Build onboarding workflows that ensure new hires are set up for success from day one • Manage offboarding processes including exit interviews, equipment return, and access termination • Coordinate with IT on employee provisioning and deprovisioning • Maintain accurate employee records and documentation Drive Operational Excellence (Months 6-12) • Optimize payroll and benefits processes for efficiency and accuracy • Support federal contract compliance requirements including cleared staffing HR processes • Partner with CPO to ensure operational systems support talent and culture initiatives • Manage benefits renewals, open enrollment, and vendor negotiations • Implement compensation administration systems aligned with equity frameworks • Build contractor HR processes for cleared staffing operations Scale HR Operations (Months 12+) • Prepare HR operations for Phase 2 expansion (25+ employees) • Hire and supervise HR Coordinator and administrative support staff • Ensure Series A investor-ready HR documentation and compliance posture • Support international expansion HR requirements if applicable • Mature HR operations from startup mode to scalable enterprise processes What We're Looking ForRequired • 10+ years of HR experience with at least 5 years in HR operations leadership • Deep expertise in payroll processing, benefits administration, and compensation management • Strong knowledge of multi-state employment law and compliance requirements • Hands-on experience implementing and administering HRIS platforms (BambooHR, Rippling, Workday, ADP, or similar) • Proven track record building HR operations infrastructure from early stage • Experience with employee relations, investigations, and employment compliance • Excellent attention to detail and process orientation • SHRM-CP/SCP or PHR/SPHR certification Strongly Preferred • Experience in technology, consulting, or data science organizations • Federal contractor HR experience—FAR compliance, OFCCP, cleared workforce management • Experience in remote-first or distributed organizations • Background in equity compensation administration and cap table management • Familiarity with compliance frameworks (SOC 2, ISO 27001, HIPAA) in HR contexts • Experience building HR infrastructure in early-stage, equity-based startups Nice to Have • Experience with FSO (Facility Security Officer) coordination for cleared programs • Background in contractor/1099 workforce management • International HR experience (if DSE expands globally) • Exposure to AI/ML tools for HR operations automation Application Questions 1. Describe a time you built HR operations infrastructure from scratch. What systems did you implement and what challenges did you face? 2. What HRIS platforms have you implemented and administered? What's your approach to evaluating and selecting HR technology? 3. How do you stay current on multi-state employment law changes and ensure compliance across a distributed workforce? 4. Do you have experience with federal contractor HR requirements? If so, describe your experience. If not, what's your approach to learning new compliance domains? 5. This role has deferred compensation until seed funding. Why are you interested in an equity-first startup opportunity? Compensation & BenefitsEquity-First, Deferred Compensation Structure • Base Salary: $130,000 - $165,000 annually (deferred until seed funding is secured) • Equity Package: Significant equity stake aligned with founding team contribution • Benefits Upon Funding Activation: ○ Health insurance (medical, dental, vision) ○ 401(k) with matching ○ Flexible schedule and unlimited PTO ○ Professional development budget (SHRM membership, certifications, conferences) ○ Home office stipend Job Type: Full-time Pay: $130,000.00 - $165,000.00 per year Application Question(s): • Describe a time you built HR operations infrastructure from scratch. • What HRIS platforms have you implemented and administered. • How do you stay current on multi-state employment law changes. • Do you have experience with federal contractor HR requirements. • This role has deferred compensation until seed funding. Why are you interested? Work Location: Remote