Remote Telemetry Monitoring Jobs in Garland, TX (NOW HIRING)

Hire — build the team. Partner with department heads and the Director – HR to open roles, run a tight hiring process, and close the right people, on time.

Onboard — set them up to win. Make sure every new hire has the tools, access, and context to be productive from day one.

Support — be the go-to. Single point of contact for every U.S. employee on HR, travel, and admin questions — and the person who keeps Dozee's culture alive stateside.

Own U.S. hiring end to end — partner with hiring managers and the Director – HR to scope roles, source and screen candidates, coordinate interviews, and close offers on time, without compromising the bar.

Build and run onboarding — design a U.S. onboarding program that gets new hires their equipment, systems access, paperwork, and context so they can hit the ground running in week one.

Be the single point of contact for U.S. employees — for every HR, travel, and admin question, from benefits and payroll to booking travel and setting up for the job.

Champion Dozee's culture in the U.S. — run the rituals, communication, and moments that make a distributed U.S. team feel part of one company, not a satellite office.

Partner with the India HR team — align U.S. practices with global policy, escalate what needs global input, and bring back what U.S. employees need.

Work with Finance on the people side of operations — payroll coordination, expense policy, contractor and vendor payments, and compensation administration for U.S. staff.

Troubleshoot day-to-day issues — be the first responder when something isn't working for a U.S. employee, and either fix it or find who can.

Own U.S. HR compliance — employment documentation and state and federal requirements, with a focus on Texas, keeping Dozee correct and consistent as the team grows.

Manage U.S. vendors and admin — benefits brokers, travel booking, office and co-working arrangements, and any other vendor relationships that keep the U.S. operation running smoothly.

1–5 years of experience in HR, People Operations, or HR Business Partner roles, ideally including some time at a startup or fast-scaling company.

Experience in recruiting and onboarding end to end — not just supporting a process someone else designed.

Working knowledge of U.S. employment law and HR compliance, with exposure working with a PEO is a plus.

Comfort being the only HR person in a location — able to set things up from scratch and make sound decisions without a large team behind you.

Experience coordinating with teams in other countries and time zones is a strong plus.

Exposure to healthcare, medical devices, or a fast-growing startup environment is preferred but not required.

Builder mindset. You're comfortable setting up HR in the U.S. from the ground up rather than inheriting an existing process.

Culture champion. You know how to make people feel connected to a company's mission and to each other, even across time zones and offices.

Sharp communicator. You can talk to a department head, a new hire, and the finance team in India — in each case, in the right tone.

Structured and organized. You keep hiring pipelines, onboarding checklists, and open issues moving, and nothing falls through the cracks.

Sound judgment and discretion. You handle sensitive employee matters with maturity and confidentiality.

Cross-cultural fluency. You work smoothly with India-based HR and Finance teams, bridging time zones and ways of working.

AI-native operator. You use AI and LLMs well to speed up job descriptions, screening, onboarding content, and day-to-day HR communication — while keeping a human touch where it matters.

High ownership, hands-on. You're equally comfortable running an offer negotiation and troubleshooting a laptop or travel booking issue — nothing is “not my job.”