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Lead the internal HR function for a fast-growing, PE-backed professional services platform that has scaled quickly and is ready for a more structured people operation. This is a high-impact opportunity for a strong HRBP, Senior HR Manager, or HR Director who wants to own the function from strategy through execution without being buried in a large-company bureaucracy.

The company has grown meaningfully and needs a practical HR leader who can bring structure to performance management, multi-state compliance, employee relations, benefits, HR systems, onboarding, off-boarding, and the operating rhythm of a growing people business. This is not a client-facing consulting role, and it is not a pure policy seat.

This role is intentionally hands-on. You'll help shape the people strategy, but you'll also personally execute much of the work that makes the function successful. If your recent experience has primarily involved leading large HR organizations through multiple layers of managers and specialists, this role is likely not the right fit. We're looking for someone who enjoys building systems, wearing multiple hats, and moving comfortably between strategic planning and tactical execution throughout the day.

• Own and improve the internal HR function across a growing remote workforce.
• Personally own critical HR work while building scalable systems and processes that reduce complexity as the company grows.
• Lead the rollout and day-to-day adoption of performance management processes, review cycles, manager accountability, and follow-through.
• Support directors and managers through employee relations issues, difficult conversations, documentation, and practical HR guidance.
• Manage multi-state HR compliance, including handbook updates, state addenda, workers' compensation coordination, state-specific requirements, payroll and business-registration coordination, and termination/final-paycheck considerations.
• Partner with leadership, finance, and benefits partners on open enrollment, benefits administration, broker coordination, and employee-facing benefits communication.
• Help evaluate, implement, and optimize an integrated payroll and HRIS platform as the company continues to scale.
• Bring order to onboarding, offboarding, employee lifecycle processes, HR documentation, and repeatable operating practices.
• Support HR initiatives tied to organizational growth and future M&A integration activity.
• Lead a lean HR function by coaching junior HR support while remaining personally accountable for the day-to-day work that keeps the business running.
• Bring a talent-minded lens to the company, ensuring hiring, onboarding, performance, retention, and manager enablement work together as one operating system.

• Strong HR generalist, HRBP, Senior HR Manager, HR Director, or comparable internal HR leadership experience.
• Hands-on experience supporting a multi-state U.S. workforce.
• Practical command of employee relations, performance management, HR compliance, onboarding, offboarding, employee handbooks, and manager guidance.
• Recent experience personally executing core HR worknot simply overseeing itincluding employee relations, performance management, compliance, onboarding, benefits administration, and HR operations.
• Success building or scaling an HR function inside an organization of roughly 50250 employees where lean teams required individual ownership rather than broad delegation.
• Comfort leading a lean HR function with one direct report (or a similarly small team) while remaining personally accountable for day-to-day execution.
• Professional presence, discretion, and confidence handling sensitive employee and manager conversations.
• Experience working with benefits, open enrollment, brokers, workers' compensation, HRIS platforms, payroll coordination, or related employee operations.
• Strong judgment, organization, follow-through, and willingness to build processes where they don't yet exist.

• Experience helping scale an organization from approximately 100 to 500 employees or through a comparable period of rapid growth.
• Experience building HR infrastructure with lean resources rather than inheriting a fully staffed HR organization.
• Experience selecting or implementing HRIS, payroll, or benefits platforms while personally driving operational adoption.
• Experience supporting acquisitions, integrations, or organizational change in a PE-backed or high-growth environment.
• Experience partnering directly with founders, CEOs, CFOs, or operating leaders while remaining deeply involved in execution.
• Talent operations or recruiting-process oversight is helpful, but this is primarily an internal HR leadership role rather than a pure talent acquisition role.

You'll likely thrive if you enjoy:

• Building processes instead of inheriting mature ones.
• Switching quickly between employee conversations, compliance work, systems improvements, and leadership meetings.
• Personally solving problems instead of delegating every task.
• Working with ambiguity inside a fast-growing business where priorities evolve quickly.
• Being measured by outcomes rather than the size of your team.

This is a remote U.S. role, with a strong preference for candidates who can work comfortably on Eastern or Central business hours. Candidates in the Midwest, East Coast, or central/eastern half of the country are especially aligned. Strong West Coast candidates may be considered if they are willing and able to support the required schedule.

The expected compensation range is $125,000-$160,000 base salary. This role is designed for someone excited by the opportunity to build and own an HR function inside a growing business, rather than manage a large HR department. Compensation is posted as base salary with no guaranteed bonus.

Qualified candidates will complete a video interview with Urrly. Strong candidates may then be introduced to the client team for additional conversations with senior leadership, likely including the operating leader, CFO, and CEO.

Apply now and expect a response within 24 hours.