We are seeking a Project Manager & Recruiter to oversee projects and recruit freelancers for our agency. The ideal candidate will have experience in managing projects from start to finish and a keen eye for talent acquisition. Responsibilities include coordinating project timelines, ensuring quality delivery, and identifying top freelancers to join our team. Strong communication and leadership skills are essential.

I am looking for an HR Manager, Director, or Consultant to share your experience in a video discussion about creating and using research-based employee personas to support organizational goals. For example, Starbucks used persona development to create employee profiles of Skiers, Artists, and Careerists to improve the focus and relevance of its employee engagement programs. This is a companion case study for a chapter in a recruiting textbook. A signed release to use the video with the textbook is required. The interview is anticipated to take about 30 to 45 minutes. Appropriate business attire is expected; background not blurred; noise reduction and uninterrupted time required; quality microphone and camera are needed for video quality. Possible interview question include: Can you tell us about the organization, its industry, and what staffing or talent challenge led your organization to develop research-based talent personas? Before conducting research, what assumptions did your organization have about the talent you wanted to attract? How did your team collect information to build the personas? What characteristics or themes became most important when developing the personas? Were you surprised by anything you learned during the research process? Can you describe one staffing or recruiting decision that changed because of the personas? What challenges did your organization encounter while developing or implementing the personas? Looking back, what organizational benefits resulted from using research-based personas? If another HR professional wanted to begin using research-based personas, what advice would you give them?

Project Overview We are a growing multi-state eCommerce company seeking an experienced HR consultant to help establish foundational HR structure and workforce planning processes. Our organization has evolved organically over time, and many team members wear multiple hats across departments. We are looking for an HR expert who can evaluate our current organizational structure and provide recommendations that create greater clarity around roles, responsibilities, career progression, compensation alignment, and performance expectations. We are looking for an experienced Senior HR expert to help build the framework, structure, and recommendations needed to support our long-term HR strategy. The goal is to create a sustainable foundation that can be maintained internally after the project is complete. Project Objectives The consultant will work with leadership to: 1. Conduct Organizational & Role Assessment • Review our current organizational structure. • Interview employees and department leaders to understand actual day-to-day responsibilities. • Identify where employees are performing multiple functions across different disciplines. • Evaluate whether current titles accurately reflect responsibilities. 2. Develop Job Architecture • Create a framework for defining roles across the organization. • Recommend appropriate job titles and role classifications. • Separate blended responsibilities into logical role categories where appropriate. • Provide guidance on how multi-functional positions should be structured within a growing business. 3. Create Career & Compensation Frameworks • Develop job levels and job bands. • Create compensation/pay band recommendations based on market data. • Provide guidance on career progression paths. • Help establish expectations for advancement and growth opportunities. 4. Support Performance Management Alignment • Review current performance review processes. • Ensure job descriptions, expectations, and performance evaluations are aligned. • Recommend improvements that provide employees and managers with clearer expectations. 5. HR Infrastructure Recommendations • Identify gaps in current HR processes and documentation. • Recommend scalable HR best practices suitable for a growing organization. • Provide guidance on workforce planning and organizational design. Deliverables Expected deliverables may include: • Organizational assessment summary • Updated organizational structure recommendations • Job architecture framework • Role descriptions and job classifications • Job level and compensation band recommendations • Career progression framework • Performance management alignment recommendations • Prioritized HR roadmap for future initiatives Project Success Looks Like At the conclusion of this engagement, we would like to have: • Clearly defined roles and responsibilities across the organization. • Recommended job titles and job architecture. • Compensation/pay band recommendations. • Career progression frameworks. • Improved alignment between employee responsibilities and performance reviews. • Documentation and recommendations that can be maintained internally by leadership and future HR personnel. Preferred Qualifications • 10+ years of HR leadership experience. • Experience as an HR Director, VP of HR, CHRO, Organizational Development Consultant, or Compensation Specialist. • Strong background in: o Job architecture o Compensation analysis o Salary benchmarking o Organizational design o Workforce planning o Performance management systems • Experience supporting growing small-to-mid-sized companies. • Ability to facilitate employee and leadership interviews. • Strong communication and change-management skills. Engagement Details • Initial engagement will be structured as an hourly consulting project. • Preference for a consultant who can recommend practical, scalable solutions rather than overly corporate frameworks. • Experience helping companies formalize roles, compensation structures, and career paths is highly desirable.

Join our media startup as a Fractional HR Manager to oversee HR operations, manage employee relations, and ensure compliance. You'll handle recruitment, onboarding, and performance management, while maintaining a positive work culture. Collaborate with leadership to develop HR strategies and policies. This role requires strong communication and problem-solving skills.

AI-Powered HR Manager: Build It, Automate It, Hand It Off ----------------------------------------------------------------------- WHAT THIS IS We're a multi-location retail business and we need one sharp HR person to build our entire people operation from scratch and run it lean using AI. You'll get access to a Claude team account and the tools you need to move fast. In return, we expect you to work smarter than a traditional HR person, not harder. The hours are lower because the tools are better. The output standard is high because you'll have everything you need to meet it. Job descriptions, some policies, and KPI frameworks are already partially built. Your job is to take what exists, sharpen it, fill the gaps, automate everything you can, and deliver a system that runs with minimal intervention from anyone. We are investing in the right person and the right tools. We expect 10x the value of a traditional HR hire in half the hours. ----------------------------------------------------------------------- WHAT WE'RE GIVING YOU - Claude team account: use it for drafting, research, screening, template generation, policy writing, everything - Existing job descriptions, partial policies, and KPI frameworks to build on. You are not starting from zero - Direct owner access for fast decisions, no bureaucracy, no approval chains - A custom internal HR portal where your content lives and gets automated going forward - Clear scope, clear milestones, and clear payment triggers with no ambiguity about what done looks like ----------------------------------------------------------------------- THE ENGAGEMENT: TWO PHASES PHASE 1 - Build the Foundation + Make 5 Hires 4-6 weeks | Project-based | Milestone payments - Audit all existing job descriptions, policies, and salary ranges: benchmark against current market data, flag gaps, and finalize with owner before any offer goes out - Build and complete KPI frameworks for every role (managers and associates) so every hire knows exactly what success looks like from Day 1 - Post, source, screen, and close 5 management hires across our 3 locations (see below) - Build full HR infrastructure: employee handbook, onboarding checklists per role, offer letter templates, and compliance docs, all using AI where possible - Set up ATS with automated screening, self-book interview scheduling, and AI-assisted candidate filtering - Migrate payroll to Gusto and/or Paychex, live and running before Phase 2 starts - Feed all content into our internal HR portal so the AI layer can maintain and automate it going forward - Deliver a clean handoff guide so routine HR runs without you PHASE 2 - Run HR + Payroll Ongoing 2-4 hrs/week | Ongoing Upwork contract | Paid weekly or bi-weekly - Process weekly payroll across all locations: accurate, on time, every time, automated as far as the platform allows - Handle ongoing hiring as new roles open, staggered, not all at once - Own all employee HR questions: the owner is never the first call - Keep compliance current: local labor law updates annually and you stay ahead of them - Continuously improve and automate, always reducing manual work over time - Update HR portal content as policies and roles evolve ----------------------------------------------------------------------- PHASE 1 MILESTONES & PAYMENT SCHEDULE All Phase 1 payments are milestone-triggered. No milestone, no payment. M1 - Compensation and KPI audit complete across all roles, owner sign-off received M2 - All 5 manager job posts live, ATS configured, active pipeline running M3 - All 5 manager offers accepted, start dates set M4 - Full HR infrastructure delivered: handbook, onboarding, templates, compliance, portal content M5 - Payroll migrated, first clean payroll run complete in Gusto/Paychex Phase 2: Ongoing HR and payroll, 8-12 hrs/week ----------------------------------------------------------------------- PHASE 1 HIRING SCOPE: 5 ROLES Managers come first. Associates are hired in waves underneath them. You manage the sequencing so payroll ramps up at a pace that makes sense. Role Store Manager Assistant Store Manager Laundromat Manager (24/7 operation) Compensation for all roles is competitive. Details are available during the interview process. Your M1 deliverable includes validating and finalizing all comp ranges before any offer goes out. ----------------------------------------------------------------------- KPIs ARE A CORE DELIVERABLE Before the first hire is made, you will build out KPI frameworks for every role. We have some frameworks started. Your job is to complete them, make them measurable, and make sure every person we hire knows exactly what success looks like from Day 1. - Store managers: sales targets, shrink rate, labor cost percentage, customer satisfaction, team retention, etc - Assistant managers: shift performance, task completion, team development metrics - Location manager (24/7): uptime, cleanliness scores, incident reports, revenue per shift - Associates: productivity targets, attendance, cross-training progress These KPIs feed into our internal system and become how we manage and evaluate performance going forward. Build them right the first time and you will be responsible fully yo track these. ----------------------------------------------------------------------- HOW WE EXPECT YOU TO USE AI You'll have a Claude team account from Day 1. We expect you to use it actively. The reason the hours for this role are lean is because AI handles a significant portion of the drafting, research, and routine work. That is the deal. - Use Claude to draft job descriptions, policies, onboarding docs, offer letters, and KPI frameworks - Use AI screening tools or Claude to filter applications before you spend time on them - Use AI to research compliance updates, benchmark salaries, and generate first drafts of any HR document - Use automation wherever the payroll platform or ATS allows and document what you've automated so it stays automated - Feed everything into our internal HR portal so the AI layer can maintain it going forward If you are not comfortable using AI as a core part of your workflow, this role is not for you. ----------------------------------------------------------------------- WHO WE'RE LOOKING FOR Must Have: - 3+ years HR experience in retail, hourly, or multi-location environments - Full-cycle recruiting: you have sourced, screened, and closed management and hourly roles end to end - Payroll management experience: you have run payroll, not just supported someone who did - Hands-on Gusto and/or Paychex experience - Genuine comfort with AI tools: you use them daily and you are not learning on the job here - Knowledge of local labor law in your operating jurisdiction, including wage ordinances, paid leave requirements, and scheduling laws - Ability to build HR infrastructure from scratch and hand it off clean Strong Bonus: - Experience migrating between payroll platforms - Has built KPI frameworks for hourly retail or service roles - Multi-location or franchise HR background - Experience building automated HR systems that reduced manual work measurably ----------------------------------------------------------------------- CONTRACT TERMS This is an Upwork contract. Here is exactly what that means: Contract Type : Upwork hourly contract, all work tracked and paid through Upwork Phase 1 : Project-based with milestone payments (see above), rate set at contract start Phase 2 : Ongoing hourly contract, 8-12 hrs/week, paid weekly or bi-weekly through Upwork Communication : Weekly check-in with owner, more frequent during Phase 1. Available for any additional meetings or calls the owner requests. ----------------------------------------------------------------------- AI TOOLS AND CONFIDENTIALITY POLICY This is a strict requirement, not a suggestion. By accepting this contract you agree to the following: AI Tools You May Use: - You will use only AI tools we provide or approve in writing. This currently means Claude via our team account, and any other tool we explicitly authorize. - You may not use personal AI accounts, free-tier tools, or any external AI platform to process, draft, or analyze any of our HR data, employee information, or business content. - All AI usage must happen within our provided accounts and systems so data stays within our environment at all times. - If you want to use a tool not on our approved list, you ask first. No exceptions. Confidentiality: - Everything you access, create, or learn in this role is strictly confidential: employee records, compensation data, business operations, HR policies, KPIs, candidate information, and all other business information. - You may not share, export, copy, or use any of our data, documents, or systems outside the scope of this contract and our approved tools. - All work product created under this contract belongs to us. You retain no rights to any documents, templates, systems, or processes you build. - You may not use our business information, processes, or data to benefit any other client, employer, or personal project, during or after this engagement. - Upon contract end, all access is revoked immediately. Any copies of our data or documents in your possession must be deleted and confirmed in writing. Violation of any of the above is grounds for immediate contract termination and may result in legal action. This is standard for any serious HR engagement. ----------------------------------------------------------------------- HOW TO APPLY In your Upwork proposal, answer these three questions. Keep each answer to 3-5 sentences. We are looking for substance, not length. 1. Tell us about one HR system you built from scratch. What did it include, how did you use AI in building it, and what does it look like today? 2. How have you used AI tools specifically in HR or payroll work? Give one concrete example with a real outcome. 3. Describe a payroll migration or complex payroll situation you owned end to end. What platform, how many employees, and what was hard about it? Proposals without clear answers to all three will not be reviewed. Generic cover letters will be skipped. ----------------------------------------------------------------------- We are an equal opportunity employer. This is an independent contractor engagement via Upwork. All applicable local, state, and federal labor law compliance is a core responsibility of this role.

We are looking for an experienced HR generalist at our law firm with a serious record of achievement with recruiting & sourcing, hiring, training, and project management. Because we are a fast-growing firm, we need our HRG needs to have a record of building positive and engaged people cultures through deliberate strategies that recruit, develop, and retain stellar team members. Additionally, we need someone with experience with the complementary HR compliance, benefits, payroll, and other administrative support experience, including accounting if possible. We’re looking for someone who is excited about helping us design and build our HR department from the ground up. Please begin your response to this ad with “I’ve personally placed [number] of attorneys in the last year.” Only candidates who provide this information will be considered. About Our Firm When good people are accused of a crime, we’re the firm that gives them a second chance. We’ve built a respected criminal defense practice in the Seattle area, and we’re expanding to meet demand. The right HR generalist will make sure we have the right people in the right seats, because our clients deserve our best at every turn. Why Work With Us? ● Your work has a purpose. Every hire you make helps us defend people facing one of the most stressful experiences of their lives. ● Variety, not monotony. Recruiting, culture, compliance, policy, and operations all live in this role, so no two weeks look the same. ● A culture worth protecting. We care as much about how we treat our own people as how we serve clients, and you’ll help shape that. ● See your impact quickly. In a firm this size, the systems and hires you put in place show results in months, not years. Responsibilities People Leadership ● Ensure sourcing and hiring practices are both innovative and legally compliant ● Evaluate current staff and job alignment ● Quickly & effectively lead talent acquisition and recruitment processes ● Conduct initial candidate interviews and screen for both culture and technical fit ● Engineer excellent employee onboarding and help organize team leads to execute ● Provide education to potential employees in various HR-related topics such as leave, benefits, compensation. ● Enhance job and onboarding satisfaction by resolving issues promptly, applying new perks and benefits and organizing team building activities ● Use current knowledge of HR law and best practices to lead various projects, such as employee handbook development, performance evaluation design, corrective action tools, and compensation studies. ● Participates in drafting evaluations of support staff and makes substantive recommendations to the law firm Owner regarding work assignments, promotions, discipline, terminations, etc. General Operations ● Collaborate on ongoing initiatives as a skilled HR business advisor to the owner & CEO of the firm. ● Oversee and develop firm policies, systems, and procedures and ensure they are fully implemented ● Support the effective use of firm’s database, up to and including supporting training of team and creating custom reports for leadership ● Serve as the liaison with firm IT vendor to ensure technology is secure, efficient, and implemented ● Administratively support monthly accounts payable and accounts receivable ● Leading priority projects through effective PM strategies to complete them on-time and under-budget ● Other duties as assigned Qualifications Education and Experience ● BA or BS in business administration, HR, or related field is preferred ● Demonstrated record of sustained success leading hiring initiatives from search through onboarding for hard-to-fill roles ● Proven record of success as an HR generalist in the last 5 years ● Current certifications through SHRM or HRCI and/or recruiting certifications (PRC, CPSP, LinkedIN, etc) preferred Compensation (for remote roles) • You will be an independent contractor • Compensation is $45/hour Salary.com ($29.33/hour) https://www.salary.com/research/salary/benchmark/human-resources-generalist-i-salary/kirkland-wa Glassdoor ($39.77/hour) https://www.glassdoor.com/Salaries/hr-generalist-salary-SRCH_KO0,13.htm PayScale ($24.97/hour) https://www.payscale.com/research/US/Job=Human_Resources_(HR)_Generalist/Salary

looking for an experienced, proactive People Operations & HR Manager to support our growing quick-service restaurant business in California. This is a long-term remote position for someone who enjoys building organized systems, supporting managers, improving communication, and creating a positive employee experience from hiring through offboarding. We’re looking for someone who can take ownership of our HR and employee administration so our restaurant managers can stay focused on operations and delivering a great customer experience. About Our Company We operate two quick-service restaurant locations and are focused on building a professional organization with clear systems, strong leadership, and consistent employee support. Our goal is to create an environment where employees always know who to contact, managers have the tools they need to lead effectively, and HR processes are organized, compliant, and efficient. What You’ll Be Responsible For You will oversee and coordinate many of the day-to-day HR and people operations functions, including: ● Recruiting and maintaining job postings ● Reviewing applications and conducting initial phone screenings ● Scheduling interviews with management ● Preparing offer letters and onboarding new hires ● Managing employee records and documentation ● Administering Gusto onboarding and payroll support ● Answering employee questions regarding payroll, PTO, sick leave, and company policies ● Maintaining attendance records and supporting managers with documentation ● Preparing disciplinary documentation and performance improvement plans when needed ● Tracking required training and acknowledgments ● Assisting with workers’ compensation and unemployment claims ● Supporting employee offboarding and exit interviews ● Helping develop and improve HR policies, SOPs, and internal processes ● Acting as a trusted resource for both employees and managers What Success Looks Like The right person will help create an HR function that is organized, responsive, and dependable. Success means: ● Employees receive timely answers to HR-related questions. ● Managers have consistent support with hiring, documentation, and employee administration. ● New hires experience a smooth onboarding process. ● Employee files and records remain accurate and organized. ● HR processes become more efficient as the company continues to grow. ● Leadership has confidence that employee matters are being handled professionally and consistently. Ideal Qualifications ● 5+ years of Human Resources or People Operations experience ● Experience supporting restaurants, hospitality, retail, or other multi-location businesses ● Strong knowledge of California employment practices ● Experience with Gusto or comparable payroll/HR software ● Excellent communication and organizational skills ● Strong attention to detail ● Ability to prioritize multiple projects independently ● A process-oriented mindset with a focus on continuous improvement Hours ● Approximately 20–30 hours per week to start ● Flexible schedule with availability during normal California business hours ● Opportunity for a long-term working relationship as the company grows When You Apply Please include: 1. A summary of your HR and People Operations experience. 2. Your experience supporting restaurants, hospitality, or retail businesses. 3. Your experience with Gusto or similar HR/payroll platforms. 4. An example of an HR process or system you created or significantly improved. 5. Your availability and time zone. Please also answer this question: “If you joined our team, what would your priorities be during your first 90 days to strengthen our hiring, onboarding, employee communication, documentation, and overall HR processes?”

Seeking an experienced HR consultant to witness a termination meeting via Zoom. The role involves ensuring compliance with California employment law and providing guidance on best practices. The firing meeting is scheduled for Tuesday morning, and the consultant should be available for a prior 1 hour meeting before the termination meeting to discuss the situation and process of firing the employee. This is a one-time engagement with potential for future collaboration to help out with other HR Compliance in my company. Looking for someone with certifications in California.

I'm looking for an experienced recruiter to join my growing recruiting firm. As we continue to bring on new clients, I need someone who can own the recruiting process and consistently deliver high-quality candidates. This is an opportunity to become a long-term partner in a growing business rather than simply filling one position. What You'll Be Recruiting For Our clients primarily hire professionals in: Accounting & Finance Human Resources Operations Executive Leadership Manufacturing & Skilled Trades (occasionally) Most searches are professional-level positions with salaries ranging from $60,000 to $250,000+, including executive searches. Responsibilities Source qualified candidates using LinkedIn Recruiter, job boards, networking, and other sourcing methods Screen candidates through phone and video interviews Evaluate technical skills, experience, and culture fit Present qualified candidates with detailed notes and recommendations Maintain consistent communication with candidates throughout the hiring process Manage recruiting pipelines and ATS updates Assist with interview coordination and offer negotiations when needed Ideal Candidate 3+ years of agency recruiting experience Experience recruiting for professional and/or executive-level positions Strong sourcing and Boolean search skills Excellent communication and interviewing abilities Able to work independently and manage multiple searches simultaneously Experience with LinkedIn Recruiter is highly preferred Nice to Have Experience recruiting accounting and finance professionals Executive search experience Manufacturing recruiting experience Familiarity with applicant tracking systems (ATS) and recruiting automation tools

Project Type: Ongoing / As Needed Experience Level: Expert About This Role We are a people-first HR team looking for a high-energy, benefits-savvy People Operations Specialist to support us on a project basis. This is not an entry-level role we need someone who knows Paycor at an advanced level, understands benefits administration inside and out, and can show up ready to work with minimal direction. If you thrive in a fast-paced environment, genuinely enjoy working with people, and take pride in making HR feel seamless and supportive this is the role for you. What You'll Be Working On Paycor Administration: Advanced, hands-on management of the Paycor system onboarding, offboarding, benefits, and reporting. New hire setup from starts to finish system profile creation, benefits eligibility, onboarding workflows, and document management. Offboarding processing including terminations, benefits coordination, COBRA initiation, and final record management Internal HR audits reviewing employee records, benefits elections, and system data for accuracy and compliance Generating reports and utilizing Paycor's full suite of tools to support HR operations. Troubleshooting system issues and knowing how to work around them efficiently Benefits Administration: Processing benefits enrollments, plan changes, and open enrollment elections in Benefits Navigator Managing passive enrollment updates and ensuring all changes are accurately reflected. Coordinating with insurance brokers and external carriers on enrollment confirmations and plan change requests Serving as a knowledgeable, people-facing resource for employee benefits questions plan comparisons, coverage details, copays, deductibles, and more Staying on top of enrollment deadlines and following up proactively People Operations & HR Support: Acting as a high-energy, people-first point of contact for employees navigating HR and benefits questions Supporting the internal HR team with operational tasks as needs arise Maintaining accurate, up-to-date employee records across all systems Required Skills & Experience ✅ Advanced, hands-on Paycor experience required. You must know this system deeply. Onboarding, offboarding, benefits administration, reporting, and system navigation should all be second nature to you. ✅ Benefits Navigator experience required. You should be able to process passive enrollments, plan changes, and open enrollment elections independently. ✅ Benefits-savvy strong working knowledge of medical, dental, vision, HMO, PPO, enrollment windows, and the ability to explain coverage to employees clearly ✅ Experience conducting internal HR audits ✅ High-energy, people-facing personality you enjoy working with employees and are comfortable being the go-to person for HR and benefits support ✅ Strong written and verbal communication skills ✅ Highly organized with exceptional attention to detail ✅ Able to work independently, manage priorities, and meet deadlines without close supervision ✅ People-first mindset you value the human side of HR and it shows in your work Nice to Have 1. Familiarity with Anthem Blue Cross benefit plans 2. Knowledge of California HR and benefits compliance 3. Experience supporting small to mid-size companies