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Remote Fractional Human Resources Jobs in Rochester, NY

Insero Talent Solutions

Payroll Administrator

Rochester, NY · On-site +1

$24.25 - $32.75/hr

... states and remote locations. * Review timekeeping information, identify discrepancies, and ... Maintain accurate payroll and employee information within payroll and HR systems, partnering ...

Mindex

Reports Developer (Power BI) - Remote

Rochester, NY · On-site +1

$70K - $120K/yr

Experience with HRP (HR/Payroll) systems or HR data models. * Experience integrating AI tools into ... Benefits * Fully Remote Work Environment * Flexible Time Off * Medical, Dental, and Vision ...

Rochester Institute of Technology

Cook II

Rochester, NY · On-site +1

$13.75 - $18.50/hr

FLSA Category Non-Exempt Work Location Remote Compensation 16.50-22.00 Application Materials When ... Human Resources. RIT provides equal opportunity to all qualified individuals and does not ...

ABB

Commercial Strategy Intern - Spring 2027

Geneseo, NY · Remote

$20 - $34/hr

The work model for the role is Remote based out of Florida, USA. This role is contributing to the ... EST Monday through Friday by contacting an ABB HR Representative at 1-888-694-7762. Protected ...

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How much do remote fractional human resources jobs pay per hour?

As of Sep 2, 2026, the average hourly pay for remote fractional human resources in Rochester, NY is $31.24, according to ZipRecruiter salary data. Most workers in this role earn between $24.42 and $33.22 per hour, depending on experience, location, and employer.

What is a remote fractional human resources professional?

Remote fractional human resources refer to HR professionals who provide part-time or project-based HR services to organizations remotely, rather than as full-time, in-house employees. These professionals typically handle tasks such as recruiting, onboarding, policy development, compliance, and employee relations on an as-needed basis. This flexible arrangement allows businesses, especially small and medium-sized enterprises, to access expert HR support without the cost of a full-time hire. Remote fractional HR professionals leverage digital tools to communicate and manage HR functions effectively from any location.

What are the key skills and qualifications needed to thrive as a remote fractional human resources professional?

To succeed as a Remote Fractional Human Resources professional, you need a strong background in HR practices, employment law, and talent management, typically supported by a degree in human resources or a related field. Familiarity with HRIS platforms, payroll systems, and certifications like SHRM-CP or PHR are highly valued. Excellent communication, self-motivation, and the ability to build trust remotely are crucial soft skills in this role. These competencies ensure effective HR support for multiple clients, compliance with regulations, and positive employee relations from a remote setting.

How does a remote fractional human resources professional typically collaborate with multiple clients or teams?

As a remote fractional HR professional, you’ll often juggle responsibilities across several organizations, each with unique cultures and processes. Successful collaboration relies on clear communication, setting expectations, and utilizing digital tools like video calls, project management software, and secure document sharing platforms. You may participate in regular check-ins with client leadership, support ongoing HR initiatives, and ensure compliance with varying policies. Flexibility and proactive organization are key to managing competing priorities and maintaining strong relationships across distributed teams.

What is the difference between Remote Fractional Human Resources vs Remote HR Coordinator?

AspectRemote Fractional Human ResourcesRemote HR Coordinator
CredentialsHR certifications, experience in HR strategyHR certifications, administrative HR experience
Work EnvironmentConsulting, part-time or project-basedFull-time or part-time remote administrative support
Employer UsageMultiple clients or companiesSingle organization, internal team
Search IntentHR consulting, strategic HR supportHR administrative tasks, coordination

Remote Fractional Human Resources professionals typically provide strategic HR consulting on a part-time basis for multiple clients, focusing on HR policies, compliance, and planning. In contrast, Remote HR Coordinators handle administrative HR tasks within a single organization, supporting day-to-day HR operations. Both roles require HR certifications but differ in scope, environment, and employer usage.

What are the most commonly searched types of Fractional Human Resources jobs in Rochester, NY?

The most popular types of Fractional Human Resources jobs in Rochester, NY are:

What are popular job titles related to Remote Fractional Human Resources jobs in Rochester, NY?

For Remote Fractional Human Resources jobs in Rochester, NY, the most frequently searched job titles are:

What job categories do people searching Remote Fractional Human Resources jobs in Rochester, NY look for?

The top searched job categories for Remote Fractional Human Resources jobs in Rochester, NY are:

What cities near Rochester, NY are hiring for Remote Fractional Human Resources jobs?

Cities near Rochester, NY with the most Remote Fractional Human Resources job openings:

Remote Fractional Human Resources jobs near you
Infographic showing various Remote Fractional Human Resources job openings in Rochester, NY as of August 2026, with employment types broken down into 86% Full Time, and 14% Part Time. Highlights an 100% Remote job distribution, with an average salary of $64,975 per year, or $31.2 per hour.

Human Resources Manger

Fortitude Mining, LLC

Fairport, NY • On-site

Full-time

Medical, Life, Retirement

Posted 7 days ago

Job description

About Us:
Fortitude, backed by DCG, is an institutional-scale, vertically integrated venture mining platform operating across the Proof-of-Work ecosystem and anchored in Zcash. The Company pairs self-mining operations with an owned data center footprint, a diversified power portfolio backed by competitive long-term contracts, and disciplined capital allocation to identify and scale high-conviction opportunities in emerging Proof-of-Work protocols, beginning with its leadership position in the Zcash network.
Fortitude is led by an experienced team of operators, capital markets professionals, and digital asset specialists with a track record of identifying and scaling high-conviction opportunities and building privacy-preserving digital asset infrastructure.
Description
The HR Manager runs the day-to-day HR function for Fortitude - serving as the business partner to the operations team and building out the processes and programs behind it - as the Company scales and prepares to operate as a public company. Reporting to the CHRO, this person is the first point of contact for day-to-day employee support, with the largest share of that work supporting operations as HR business partner to site managers and the VP of Operations. It is a hands-on role responsible for partnering closely with the Company's PEO, keeping HRIS data accurate through regular audits, documenting HR processes and SOPs, and coordinating recruiting and onboarding across remote and site-based teams. The role also supports employee engagement and talent programs and serves as the CHRO's right hand on cross-functional projects - translating strategy into executable rollouts. This is an exciting time to join a growing team, with the opportunity to build, scale, and roll out the programs that support our employee base - and real room to leave a mark at an early-stage company.
Key Responsibilities
HR Business Partnership & Employee Support
  • Serve as the first point of contact for day-to-day employee support - answering questions, resolving routine and moderately complex employee relations matters, and escalating to the CHRO where appropriate.
  • Act as the HR business partner to the operations department, where the largest share of this role's support sits - building trusted, credible relationships with site managers and the VP of Operations.
  • Partner with site managers and the VP of Operations on staffing, scheduling, attendance, performance, safety culture, and employee relations matters, providing practical, on-the-ground HR support.
  • Build a regular cadence of in-person time at the mining and repair operations site to stay connected to that workforce's specific needs and day-to-day realities.

HR Operations, Process & Controls
  • Help document and maintain HR SOPs and process maps across payroll, onboarding/offboarding, leave, benefits, and data management.
  • Support and help maintain HR controls and approval workflows for data changes, pay changes, and access provisioning, with clear segregation of duties and auditable trails.
  • Identify process gaps and inefficiencies and help drive continuous improvement - standardizing, streamlining, and automating manual work as the Company
  • Own HR policy administration and the employee handbook, keeping documentation current, consistent, and compliant across jurisdictions.
  • Support the year-end performance management process, including the merit cycle - coordinating timelines, manager communications, and documentation.
  • Maintain the HRIS as the single source of truth for headcount, org structure, compensation records, and employee data - keeping it accurate and up to date through regular audits.
  • Run and maintain recurring reports and dashboards (headcount, turnover, time-to-fill).
  • Work closely with the Company's PEO (TriNet) on HR operations matters spanning payroll, reporting, leaves, and compliance - understanding the applicable rules well enough to navigate them, preparing employee communications, and working leave and compliance matters through to resolution.
  • Support workers' compensation administration and incident documentation for the mining site and repair operations, coordinating with site supervisors and the insurance broker.

Talent Acquisition
  • Own the administrative side of recruiting in Greenhouse - job postings, interview scheduling, candidate communication, offer letters, and background checks.
  • Partner with hiring managers and outside staffing agencies to move roles from intake through offer across both corporate/remote roles and site-based mining and repair operations roles.
  • Interview candidates alongside hiring managers and make sure the right process, tools, and templates are in place to support the Company's talent acquisition goals.
  • Run onboarding in Greenhouse for new hires, including site-specific requirements such as certifications and safety training.

Employee Engagement Programs
  • Serve as the frontline point of contact for benefits questions and open enrollment administration.
  • Support rollout of company-wide programs and policies.
  • Help design and run employee engagement initiatives - engagement surveys, feedback loops, recognition programs, and follow-up action planning - and track engagement trends over time.
  • Help execute our core talent programs as the function matures: the onboarding experience, a performance-review cadence, simple career frameworks, and manager enablement.

Special Projects
  • Serve as the CHRO's operational right hand on cross-functional projects - translating decisions on compensation, equity, and governance into executable plans, timelines, and clean rollouts.
  • Support company-wide policy rollouts, attestations, and compliance training logistics.
  • Support with preparing data and executive-ready HR materials for board presentations and managing the logistics behind them.
  • Support HR vendors and systems - TriNet (PEO), Greenhouse (ATS), HRIS, benefits brokers, background-check providers, and other HR vendors - including SLAs, renewals, and issue resolution.

Required Qualifications
  • 7+ years of progressive HR experience across HR operations, compliance, employment law, and HRIS/payroll work, ideally including multi-state and a mix of exempt and non-exempt populations.
  • Experience as an HR business partner or supporting a business unit or department from a partnership perspective - building relationships with leaders and managers and advising them on people matters.
  • Demonstrated experience building and documenting HR processes, SOPs, and controls.
  • A track record designing or running employee engagement and talent initiatives (engagement surveys, onboarding experience, performance cadence, recognition programs).
  • Experience with compensation design and administration practices - market analysis and benchmarking, preparing offer recommendations grounded in market data, and supporting the year-end performance management and merit cycle.
  • Experience working across a range of HR systems and engagement platforms spanning payroll, recruiting, and engagement.
  • AI savvy - demonstrated experience and success using AI tools (Claude preferred) to improve efficiency and streamline HR work.

Preferred Qualifications
  • Bachelor's degree in human resources, business, or a related field.
  • Direct experience supporting non-exempt employees across multiple sites/locations.
  • Experience working at a startup or high-growth environment and experience scaling up.
  • HR certification such as SHRM-CP/SHRM-SCP or PHR/SPHR.
  • Prior experience working at a public company in an HR department.

Work Environment
Fortitude operates as a lean, fast-moving team, and this role is no exception. We're looking for a self-starter who's energized by a hands-on, high-velocity environment where priorities shift quickly and there's real ownership from day one. This is a great fit for someone who wants to roll up their sleeves and grow with the Company in one of the most exciting and fast-evolving industries today. Success in this role means taking charge without waiting to be asked - spotting what needs to happen, forming a point of view, and bringing recommendations. We're looking for someone who is genuinely helpful, takes feedback well, and learns fast with every cycle.
  • This role can be based remotely from the Northeast U.S. or from a location in the Central time zone.
  • Some travel should be expected as needed to support business needs, including visiting sites across our footprint.

WHAT WE OFFER:
  • The chance to work in a fast-paced and fun start-up environment with experienced industry leaders
  • A learning environment where you can dive deep into the latest technologies and make an impact
  • Competitive base salary, bonus and incentive compensation
  • Discretionary time off - work with your manager to take time off when you need it
  • Professional development budget with flexibility for personal and professional growth
  • Outstanding health insurance for employee, partner and dependents
  • Life insurance, short-term & long-term disability coverage
  • 401K plan with company contribution
  • Flexible spending programs for medical and dependent care
  • Paid parental leave

Fortitude Mining takes pride in an environment that puts our team at the center. We believe a strong culture built around our people sets the foundation for how we operate as a business.
Employees have opportunities to share thoughts, opinions, and ideas through regular company meetings, town halls, and team events.
We emphasize the importance of each individual through engagement, teamwork, and creating an environment where everyone feels part of the team.
Fortitude Mining is an Equal Opportunity Employer and embraces diversity. We do not tolerate discrimination or harassment based on race, color, religion, marital status, gender (including pregnancy, childbirth or related medical conditions), gender identity, sexual orientation, parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or any other non-merit-based factors protected under federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation, and training.
Disclaimer
The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.

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