Summary Part-Time / Fractional | California HR Experience Required We’re a busy, growing Doggy Daycare Service looking for an experienced Fractional HR Coordinator to provide hands-on HR support across the employee lifecycle. This is an ideal opportunity for an HR professional who enjoys being a trusted partner to a growing team and can balance day-to-day HR administration with employee engagement, compliance, and culture-building. California HR experience is required. Key Responsibilities Hiring & Recruiting Support Coordinate recruiting activities and support hiring managers throughout the hiring process Assist with job postings, candidate communication, interview scheduling, reference checks, and offer processes Help ensure a smooth and professional candidate experience Maintain accurate employee and candidate records Onboarding & Employee Lifecycle Coordinate new-hire onboarding and ensure required documentation is completed Manage onboarding checklists, orientation, and HR communications Track employee milestones, including the 90-day probationary period Proactively flag upcoming reviews, probation deadlines, and other employee milestones Performance & Reviews Coordinate performance reviews and help managers stay on schedule Support 30/60/90-day check-ins and ongoing employee feedback processes Help managers document and address performance issues appropriately California HR Compliance Help ensure HR practices, policies, and documentation remain compliant with applicable California employment laws and regulations Maintain personnel files and required HR documentation Support compliance with required postings, policies, employee notices, and recordkeeping Stay current on relevant California HR requirements and proactively identify areas requiring attention Coordinate with outside HR, payroll, benefits, or legal partners as appropriate Employee Communications & Culture Serve as a responsive HR resource for employees and managers Draft and distribute employee communications and HR announcements Help reinforce company policies, values, and expectations Support employee engagement, morale, recognition, and culture initiatives Help create a positive, organized, and consistent employee experience Ideal Candidate We’re looking for someone who is: Experienced in California HR, particularly for small-to-mid-sized businesses Highly organized and comfortable owning HR processes independently Warm, approachable, discreet, and trustworthy Strong in written and verbal communication Comfortable working directly with business owners, managers, and employees Knowledgeable about California employment compliance and HR best practices Proactive — able to identify what needs to happen before being asked Comfortable working in a fractional/part-time capacity Engagement Fractional / part-time Hours can be discussed based on experience and availability Potential for the role to grow as the company’s HR needs evolve

# Part-Time HR & Payroll Manager (Seasonal Business but maintaining Acocunts 12mo a year) We are seeking an experienced Part-Time HR & Payroll Manager to support our growing seasonal business. This role is responsible for managing payroll, ensuring HR compliance, coordinating with third-party payroll providers, and maintaining accurate reporting with state and federal agencies. The ideal candidate is highly organized, detail-oriented, and experienced in multi-state payroll and employment compliance. ## Key Responsibilities * Process payroll accurately and on time for all employees. * Work directly with our third-party payroll provider to ensure payroll is processed correctly. * Troubleshoot payroll discrepancies and resolve employee pay issues promptly. * Ensure timely payment and reporting of all payroll taxes and deductions. * Maintain compliance with all federal, state, and local employment laws. * Prepare, review, and submit required payroll and employment filings. * Manage employee onboarding and offboarding documentation. * Maintain personnel files and HR records. * Assist with workers' compensation, unemployment claims, and employment verifications. * Ensure compliance with wage and hour laws, I-9 requirements, W-4s, and other employment documentation. * Support audits and respond to requests from government agencies. * Coordinate with accounting to ensure payroll reconciles correctly with financial records. * Recommend improvements to payroll and HR processes as the company continues to grow. ## Qualifications * 3+ years of HR and payroll experience required. * Experience processing payroll for seasonal or multi-employee organizations. * Strong knowledge of federal, state, and local payroll tax regulations. * Experience with payroll compliance, employment reporting, and government filings. * Experience working with third-party payroll providers (Gusto experience preferred). * Familiarity with QuickBooks is a plus. * Excellent problem-solving and communication skills. * High level of accuracy, confidentiality, and attention to detail. * Ability to work independently and manage multiple priorities. Schedule & Compensation * Part-Time * Flexible schedule (approximately 15–25 hours per week, with additional hours during peak payroll periods as needed). * Competitive compensation based on experience. We're looking for someone who enjoys creating order, ensuring compliance, and making sure employees are paid accurately and on time. If you're a proactive HR professional who thrives in a fast-paced environment, we'd love to hear from you.

Smart HR is seeking an experienced HR Generalist to provide full-time fractional HR support. You'll be embedded as the primary day-to-day HR operations person, working directly with the Executive Director of HR to handle TriNet administration, payroll processing, employee relations, and compliance support across two entities (~125 employees total). This is a high-impact role where you'll be the operational backbone of their HR function during a critical business transition. You'll work independently but with clear escalation paths and strong leadership support. CORE RESPONSIBILITIES TriNet Administration & Payroll: - Process employee actions and changes in TriNet (hires, terminations, transfers, status changes) - Manage full payroll administration for 120 employees across two legal entities - Run TriNet reports to support employee actions, payroll verification, and compliance - Handle employee expense processing in TriNet - Respond to employee payroll and TriNet-related inquiries Leave & Employee Administration: - Initiate, administer, and track leaves of absence (LOA, medical leave, unpaid leave, etc.) - Draft LOA letters and coordinate with employees on leave management - Process new hire onboarding documents and I-9 reverification - Maintain employee cloud filing systems Operational Support: - Conduct audits of current HR practices and filing systems - Align employee documentation and policies with new company structure - Flag compliance risks or outstanding HR/payroll items for escalation - Support policy updates and handbook changes as part of organizational transition - Ad hoc HR operational support as needed REQUIRED QUALIFICATIONS - 3+ years of HR administration or HR generalist experience (payroll, employee relations, compliance) - Advanced proficiency in TriNet (required — this is the core of the role) - Strong knowledge of employment law, wage/hour compliance, and benefits administration - Excellent organizational skills and attention to detail with sensitive employee data - Ability to work independently with minimal oversight - Professional, discreet, and confidential approach to sensitive HR matters - Experience in a regulated industry is a plus (medical device, healthcare, finance, etc.) NICE-TO-HAVE SKILLS - Experience with Microsoft 365, SharePoint, OneDrive - Familiarity with multi-entity payroll administration - Experience supporting organizational transitions, mergers, or restructures - Knowledge of California employment law (client is based in Bay Area) ENGAGEMENT DETAILS Schedule: 40 hours/week, Monday-Friday 9am - 6pm Location: Remote Start Date: ASAP (target Monday, 8/17/2026) Duration: 3-month initial engagement with possibility of extension Engagement Model: You'll be an employee of Smart HR, supporting our client as a fractional HR specialist. You'll use Smart HR systems and email but embed within their team through Microsoft Teams and collaborative workflows. Interested candidates should apply with: - Resume highlighting TriNet experience and HR administration background - Brief note on why you're interested in fractional/remote HR work - Availability to start Monday (8/17/2026) or within 48 hours of offer Questions? We'll jump on a call with selected candidates to discuss the role, the transition context, and expectations.

Hello! I'd like to recieve consult for employee hour reductions and eventual layoffs. Please let me know if you have availibilty today or tomorrow. Best, Nichole Lopez

Remote | Fast‑Growing B2B Services Company Location: Remote (US‑based, W‑2). Must be based in one of the following states: CA, CO, FL, GA, ID, IL, MD, MA, MO, NJ, PA, TX, WI, VA Compensation: Target base around $120,000 (depending on experience and location) Title: HR Manager (solo HR lead / builder) Type: Full‑time About Us We’re a fast‑growing, fully remote B2B services company that builds and runs high‑performance outbound and revenue teams for our clients. In the last three years, we’ve grown over 15x, and in the past year alone we grew 330%. Today, we employ and manage 3,000+ team members for our clients across the US and internationally—and we’re just getting started. That level of growth means we’re constantly hiring, onboarding, and supporting people across multiple states and environments. We’re now building a stronger internal HR foundation to match the pace and scale of the business. About the Role We’re hiring our first in‑house HR Manager to own HR day‑to‑day, working alongside our existing Employee Success function and internal hiring team to professionalize and scale how we take care of our people and protect the company. This role is ideal for someone who thrives in a fast-paced startup environment, enjoys multitasking, and is passionate about people and process. This is a hands‑on builder role: you’re not inheriting a perfect machine; you are helping design and run it! Role Mission Build, own, and continuously improve the HR function for a remote, global workforce in a company that is scaling fast. You will: - Be the primary HR owner for US employees and contractors spread out across multiple states as well as a global team of international contractors (compliance, policies, employee relations, onboarding/offboarding). - Drive operational efficiency by identifying bottlenecks and designing, optimizing, and implementing scalable processes and workflows across the organization. - Turn an in‑flight HR audit into a practical HR operating system with clear processes and documentation. - Partner closely with Employee Success (our current people‑focused function) and the internal hiring team to engage, onboard, and retain top talent. What You’ll Do 1. Turn Our HR Audit into a Scalable System Take ownership of a comprehensive HR audit that’s already in motion. For each item, ensure we have: Clear status (compliant / not compliant / partial). Documented gaps and risks. Specific next steps for: Must‑do compliance fixes. “Best practice / best version of the company” improvements. Translate findings into a coherent HR playbook (policies, processes, checklists) that can be used to manage day-to-day HR responsibilities. Maintain the HR audit and playbook to use going forward rather than as a one-time sheet, including regular updates on a quarterly basis. 2. Own Core HR Operations & Compliance Hiring & Onboarding Partner with our internal hiring pod (who own sourcing and interviews) to successfully open new requisitions with compliant roles and job postings and ensure a smooth hand-off when ready to onboard. Own offers, background checks, new‑hire paperwork, I‑9s, state‑specific requirements, workers’ comp setup/management, required training, and policy acknowledgments. Ensure TCC is and remains compliant in each state when onboarding new hires (registrations, notices, etc.). Build standard onboarding checklists and workflows by role and location, and coordinate system access with operations/IT. Offboarding Run compliant, clean exits: final pay (including state timing rules), access removal, documentation, and separation letters. Partner with managers on performance‑based exits, ensuring the right documentation (coaching, warnings, PIPs) is in place. Policies, Handbook & Risk Management Own the Employee Handbook and core HR policies: updates, distribution, acknowledgments, and version control. Maintain a simple, central process for logging potential policy/handbook changes and keeping that tied to the audit. Balance “legal minimum,” “smart risk reduction,” and “gold standard” and help leadership choose intentionally (e.g., remote work safety guidance, reporting procedures, non‑solicitation, etc.) Employee Relations Be the primary HR contact for employee questions and issues in a remote, multi‑state environment (leaves, wage/hour topics, conduct, benefits, complex personal situations, etc.). Use sound judgment to decide what you can resolve vs. when to involve leadership or counsel; document issues and retain records appropriately. HR Systems & Records Own HR data integrity: employment records, compensation changes, status changes, and compliance docs. Administer our HRIS and other people tools, ensuring access is granted/removed quickly and correctly. Centralize HR documentation so information is no longer scattered across individual drives. 3. Build the HR “Bible” & Onboarding for Future HR Turn the audit + your work into a clear HR operations manual: policies, SOPs, checklists, and templates. Create short Loom (or similar) videos and guides for key processes (e.g., “how we onboard a new AE in California,” “how we process terminations,” “how we handle remote work injuries”). Make it so a future team member could step in and run HR using the systems you build. 4. Be a Strategic Partner (Without Becoming a Bottleneck) Work closely with Employee Success to ensure the “people experience” and the “HR foundation” are aligned and reinforcing each other, not competing. Clarify what HR owns vs. what managers and other teams own; set simple, predictable expectations around how to engage HR. Track recurring issues and use them to drive process improvements and backlog items for future quarters. Communicate trade‑offs and risks clearly to leadership in plain English so decisions are made with eyes wide open. What Success Looks Like (6–12 Months) The HR audit and associated playbook are fully completed and actionable; leadership can review it and see exactly what’s done, what’s at risk, and what’s next. There is one clear source of truth for HR processes, policies, templates, and where things live. Hiring, onboarding, and offboarding run on time‑bound, clear checklists and are compliant across all states we operate in. Employee issues are handled quickly and discreetly, with thoughtful escalation when needed. HR is viewed internally as owned, reliable, and scalable, not a mystery or a recurring fire drill. Must‑Have Experience 5–8+ years of hands‑on HR generalist experience in small business or startup environments. Experience owning HR for a remote, multi‑state US workforce (not just supporting one office or one state). Experience supporting California is is required Experience supporting the following states is preferred: Colorado, Illinois, Maryland, Pennsylvania Strong background in: HR compliance (federal + state + local), especially around hiring, wage/hour basics, and terminations. Employee relations and performance management. Building HR processes and policies from scratch or from a very early stage. Demonstrated judgment in knowing what you know and what you don’t: Comfortable researching, drafting, and proposing solutions. Equally comfortable saying, “this needs legal review / second eyes” on higher‑risk topics. High comfort with HRIS tools and general systems ownership. Clear, direct written and verbal communication. Nice‑to‑Have Experience HR leadership in services / agency / outbound‑sales / call‑center‑style environments where a significant portion of the workforce is hourly or lower‑salaried. Experience “auditing” HR to identify risks and areas of non-compliance, and turning findings into day‑to‑day SOPs. Prior experience using AI tools (e.g., ChatGPT, Perplexity, Claude) to research laws, draft policies, and “triple‑check” HR work. How We Work Fully remote, collaborative, direct. We move fast, value clear ownership, and are constantly improving how we operate. We care about people and about protecting the business—good HR for us is doing both well. Interview Process Our goal is to move quickly while being thoughtful. The process will likely include: Initial Recruiter Screen – Baseline experience and mutual fit. HR Competency Interview – Deep dive into your HR experience (multi‑state, employee relations, building HR from scratch). Founder Interview – Culture, values, and alignment with our growth plans. Paid Assessment – A realistic exercise (e.g., turning a small slice of an HR audit into SOPs or identifying areas of non-compliance and suggestion resolutions) so we can see how you think and work. References – Speaking with former leaders/partners who’ve seen you run HR in a small, fast‑moving environment.

We're a maritime medical supply and logistics company (Wyoming C-corp, warehouse ops in NJ) scaling from a small founding team into active hiring. We need a fractional/project-based HR consultant to help us build our HR foundation from scratch. We're about to hire warehouse staff and salespeople across New Jersey and Florida, and we want to build deliberately rather than patch things together. What we need help with: Multi-state compliance (NJ vs. FL differences) Worker classification — we have current 1099 contractors and need guidance on when/how to convert to W-2, plus classification risk review Compensation strategy — pay bands, leveling, and sales comp (base/commission) Titling and exempt vs. non-exempt classification At-will employment language, and whether non-competes vs. NDAs/non-solicits make sense Benefits strategy — what to offer at which levels Employee handbook — build vs. template, state-specific requirements HR/payroll platform selection (PEO vs. standalone HRIS) for a company our size Onboarding/offboarding structure Ideal candidate: Strong multi-state employment compliance background (NJ + FL a plus) Experience standing up HR from the ground up at a small/growing company Can advise pragmatically on classification risk and platform selection This starts as a scoped project with room to grow into an ongoing engagement. Please share relevant experience with multi-state hiring and contractor-to-employee conversions.

HR Admin & Operations Support We’re looking for an experienced HR Admin/ HR Operations professional with at least 5 years of hands-on HR experience to provide support across HR administration, employee data, compliance, HRIS management, and employee engagement. This role is ideal for someone who is highly organized, detail-oriented, comfortable working independently, and has strong experience managing HR systems and employee records. Responsibilities: - Maintain and update employee information in our HRIS - Process new hires, terminations, compensation changes, and other employee updates - Audit HRIS data and employee records for accuracy and completeness - Coordinate onboarding and offboarding - Maintain employee files and required HR documentation - Generate HR reports and assist with workforce data tracking - Support benefits administration and employee inquiries - Assist with HR compliance audits and documentation - Identify opportunities to improve and streamline HR processes - Provide general HR operational and administrative support What We're Looking For - 5–8 years of HR, HR Operations, or HR Administration experience - Strong hands-on HRIS experience required - Experience managing employee data, processing employee changes, and conducting HRIS and employee file audits - Strong knowledge of onboarding, offboarding, benefits administration, and general HR processes - Experience generating HR reports and maintaining accurate workforce data - Strong Excel or Google Sheets skills - Excellent attention to detail and organizational skills - Comfortable handling sensitive and confidential employee information - Ability to work independently, take ownership of projects, and manage competing priorities - Experience supporting a U.S.-based, multi-state workforce preferred Bonus: Experience with HRIS implementations, system cleanup, HR audits, reporting, compliance projects, or HR process improvement. When applying, please include the HRIS platforms you've worked with and a brief overview of your HR operations experience.

Company Overview: We are two small, growing businesses looking for an experienced, detail-oriented Fractional HR Manager to oversee our day-to-day HR operations, payroll, and core compliance needs. Hours & Commitment: Hours: ~2–4 hours per week (varies slightly around payroll cycles) Engagement: Fractional / Part-time / Ongoing Key Responsibilities: Gusto Administration: Serve as the primary admin for our Gusto platform across both businesses, ensuring employee profiles, onboarding workflows, and records are up to date. Payroll Processing: Manage timely and accurate payroll processing (salaries, hourly, contractor payments, and occasional off-cycle payments). Benefits Management: Oversee benefits administration, open enrollment, health insurance options, and PTO tracking within Gusto. HR Compliance & Advisory: Provide guidance on state/federal labor laws, employment regulations, worker classifications, and HR best practices to keep both companies compliant. Employee Onboarding/Offboarding: Handle HR setup for new hires and streamline exit processes. Requirements: Proven experience as an HR Manager, HR Generalist, or People Ops Lead for small businesses. Strong, verifiable hands-on experience using Gusto for payroll, benefits, and compliance. Deep knowledge of payroll regulations, employee benefits management, and basic HR compliance. Excellent communication, privacy/discretion standards, and attention to detail. Experience managing HR for multi-entity or multiple small business accounts is a major plus.

In need of an HR Generalist to assist with recruitment support in screening applicants, pre-interviewing, and setting appointments. The ideal candidate will have experience in HR, particularly in recruitment processes, and possess strong communication skills. Familiarity with HR software is a plus.

We’re looking for an HR Administrator to support the company’s recruitment, administration and retention of workforce. In this role, you’ll help maintain employee records, coordinate onboarding and offboarding activities, respond to routine HR questions, support documentation processes, and keep key people operations running smoothly. You’ll work closely with the HR manager and cross-functional leaders to make sure employee information is accurate, policies are documented, and administrative tasks are completed on time. The right candidate is organized, discreet, comfortable with systems, and able to manage multiple priorities without losing attention to detail. Responsibilities * Maintain accurate digital and physical employee records, including job applications, candidate screenings, interview coordination, reference and background checks, policy acknowledgments, leave data, and onboarding documentation * Support onboarding and offboarding activities, including document collection, orientation scheduling, systems setup coordination, and checklist tracking * Coordinate employees’ and contractors’ health benefits and benefit plans * Respond to employee questions related to HR policies, benefits, leave, and internal processes, or route them to the right stakeholder * Update and monitor ADP and internal systems with employee changes, job details, attendance information, and reporting data * Assist with payroll coordination by preparing employee data, tracking time-off updates, and helping verify required administrative inputs * Support recruitment coordination by scheduling interviews, posting jobs, organizing candidate records, and maintaining hiring documentation * Help prepare HR reports related to turnover, headcount, onboarding progress, compliance tasks, and other people metrics * Support performance management and training administration by organizing review cycles, meeting materials, and development records * Maintain confidentiality across all employee information, documentation, and communication Qualifications * Bachelor’s degree in human resources, business administration, or a related field preferred * 1 to 2 years of experience in HR administration, office administration, recruiting support, or a related role * Familiarity with ADP platform strongly preferred * Working knowledge of Microsoft Office, Excel, Adobe PDF and comfort with HR software and platforms * Strong organizational skills, written communication, and follow-through * Basic understanding of employment documentation, record-keeping practices, and workplace policies * Ability to handle confidential information with professionalism and good judgment * Maturity and good