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.

We are seeking a fractional HR Manager to establish processes, communicate with employees, and manage HR functions for our startup with 45 employees. The ideal candidate will have experience in HR management, particularly in startup environments, and possess strong communication and organizational skills.

I am looking for an HR Manager, Director, or Consultant to share your experience in a video discussion about developing and implementing an employee experience strategy and signature experiences. For example, Soulcycle's SOULteering event links the organization's mission, the organization's product, and employees' value for a shared cause. The employee experience and journey is a coherent, connected, and strong, creating an evolving brand story shared through individual and collective narratives that become the organization's signature. 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 an employee experience strategy? Was the catalyst for developing the employee experience the senior leadership or the HR department? How does the employee experience strategy support your business goals? Can you describe the overall employee experience for your organization? How were employees, managers, HR, and leaders involved in designing the employee experience strategy? What challenges and successes have you encountered in shaping employee experience toward the intended experience? What challenges have you encountered in maintaining a consistent employee experience? Can you describe one employee experience that has become a signature experience for your organization? How does the experience contribute to recruiting or retention? What structural elements make this experience successful? How do you evaluate whether your employee experience strategy is contributing to business objectives? Based on your experience, what advice would you give HR leaders who want to create an employee experience that becomes a competitive advantage for recruiting and retaining the right talent?

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?

HR Consultant — Rippling Cleanup, Multi-State Time-Off Compliance & Handbook Review (CA/NY/FL) ABOUT US We're a small, fully remote B2B SaaS company (Delaware corp, about 10 people including contractors) serving the behavioral-health industry. Our HR stack is Rippling (payroll, time & attendance, PTO) and Mineral (handbooks, HR compliance content). We currently have employees in Florida and California and are preparing to hire in New York and add hourly non-exempt roles in California and Florida. Because we operate in healthcare software, we hold confidentiality high -- you'll sign our NDA, and access will be scoped to what the work requires. We've recently done a deep internal review of our employment paperwork and policies, so you won't be starting from zero: you'll get an organized findings list, current handbooks, and a clear picture of what needs fixing. We need an experienced practitioner to execute the cleanup in Rippling, pressure-test our conclusions, and get our HR operations hire-ready. SCOPE OF WORK 1. Rippling account audit & cleanup - Audit all time-off policies (vacation, sick, part-time, contractor): consolidate duplicates, retire stale policies, and fix policy membership (static name lists vs. rule-based membership) and policy ranking so employees land on the right policy automatically when their status changes (e.g., full-time to part-time) - Configure state compliance policies: overtime (including California daily OT) and meal/rest break policies before our hourly CA role starts - Review the approvals queue and recommend a sustainable approval workflow for timesheets and time-off - Verify accrual designs are lawful per state (e.g., balance caps vs. carryover caps for California vacation; current CA and NY paid-sick-leave minimums and waiting-period rules) 2. Time-off & sick-leave program design - One coherent PTO/sick structure across CA, NY, and FL for exempt, hourly, full-time, and part-time employees -- implemented in Rippling and matching our handbook language exactly - Transition handling for status changes (accrued balances, accrual freezes) 3. Handbook review & alignment (Mineral) - Review our Mineral multi-state handbook: complete unfilled template fields, remove inapplicable conditional sections, ensure exactly one sick-leave method per state, confirm state-scoping language - Align handbook, Rippling, and offer letters so no document contradicts another 4. CA & NY hiring readiness - Build the state-specific onboarding packets: CA wage notices and required pamphlets, NY wage notice, sick leave, disability/PFL setup, harassment-training scheduling for both states, and the employer-side registrations checklist - Dry-run one CA and one NY onboarding in Rippling end to end 5. Documentation & handoff - A short runbook: our policy architecture, who's on what and why, how to onboard a hire in each state, and an annual compliance calendar (notices, trainings, rate updates) YOU'RE A GREAT FIT IF YOU HAVE - Hands-on Rippling administration experience -- policy configuration, membership rules, T&A compliance settings (required; please describe a specific Rippling cleanup you've done) - Deep multi-state wage-and-hour fluency, especially California (daily overtime, meal/rest premiums, paid sick leave, vested vacation) and New York (sick leave, wage notices, harassment training) - Experience with Mineral (or comparable handbook platforms) and multi-state handbook maintenance - Startup/small-company pragmatism -- you make things correct AND simple - Nice to have: PHR or SHRM-CP, experience with healthcare or HIPAA-adjacent companies, EOR/PEO transition experience WHAT THIS IS NOT - Not a recruiting role, and not a full-time position SCREENING QUESTIONS 1. Describe a Rippling time-off policy cleanup you've personally executed. What was misconfigured and how did you fix it? 2. A California hourly employee's PTO policy has a carryover cap. What's the problem and what do you change? 3. An employee moves from full-time to part-time. Walk through what you'd check in Rippling so their accruals follow. 4. What goes in a New York non-exempt new-hire packet that a Florida packet doesn't need? TO APPLY Include the word "flamingo" in your first line so we know you read this, plus a summary of your Rippling experience and your hourly rate.

About the Role We're looking for an Compliance, HR Compliance, and Admin Specialist to scale Vend Park's HR and compliance operations. This role reports to the COO. You'll own and execute HR administration, compliance operations, and insurance admin. The ideal candidate is equal parts organized and hands-on executor: detail-oriented, discreet, and constantly looking for ways to create better operational outcomes, move faster, and operate more efficiently. Key Responsibilities HR Administration Support onboarding/offboarding logistics HRIS Maintenance (Rippling) Assisting with payroll administration Administering and tracking mandatory trainings HR policy documentation and employee handbook maintenance Compliance Administration Track and maintain compliance documentation (policies, certifications, vendor questionnaires) Assist with license renewals, filings, and regulatory deadlines across jurisdictions Track upcoming deadlines and renewals Multi-state tax compliance matrix already built (~45 locations) — use as the base reference and keep updated. Insurance Certificate of Insurance (COI) requests from partners/customers. Fielding insurance questions from internal team and external parties. Completing insurance applications with Alliant.

Natural Born Champions (NBC), a Baltimore-based youth development nonprofit, is seeking a reliable, organized recruiter to support hiring for our 2026–2027 school-year programs. The recruiter will review applications, identify qualified candidates, coordinate interviews, conduct 15-minute screening interviews via Google Meet, and complete a standardized Candidate Reflection Sheet after every completed interview. Selected staff will begin onboarding on September 7, 2026, followed by program and site training beginning September 14, 2026. We are looking for someone who can begin immediately and maintain consistent communication throughout the recruitment period. Positions Being Recruited Our anticipated hiring needs include: 8 Lead Senior Mentors 8 Senior Mentors 8 Youth Mentors Approximately 10 K–3 Tutors Program Director candidates 1 Organizational Resource Specialist IT Intern Finance Intern Marketing Intern Compliance/Operations Intern Program Quality Assurance Intern We prefer to hire Program Directors, Lead Senior Mentors, and the Organizational Resource Specialist as paid personnel. For other qualifying roles, we prioritize candidates eligible for federal work-study, academic internships, or community-service placements when appropriate. Recruiter Responsibilities The selected freelancer will: -Review and filter applications based on NBC’s job descriptions and minimum qualifications. -Identify candidates who should advance to screening. -Create and maintain a 2026–2027 School-Year Recruitment Tracker. -Send interview invitations and follow-up emails using NBC’s designated assistant email account. -Schedule and host 15-minute screening interviews through Google Meet. -Verify candidates’ experience, availability, qualifications, transportation, site preferences, and interest in the role. -Determine whether candidates are seeking paid employment, federal work-study, academic credit, or an internship placement. -Complete a Candidate Reflection Sheet immediately following each interview. -Upload completed reflection sheets to the designated Google Drive folder. -Update each candidate’s status in the recruitment tracker. -Flag recommended candidates for NBC leadership to review. -Maintain candidate confidentiality and communicate professionally as a representative of NBC. -Provide regular progress updates regarding applications, interviews, no-shows, and recommended candidates. The freelancer will screen and recommend candidates but will not make final hiring decisions or employment offers. Compensation Compensation is $30.50 for each: -Completed 15-minute screening interview; and -Fully completed and submitted Candidate Reflection Sheet. Both deliverables are required for payment. Important payment terms: -Interviews that are scheduled but not attended by the candidate are considered no-shows and are not compensable. -Incomplete interviews or missing reflection sheets will not be approved for payment. -Payment covers the application review, scheduling, communication, interview, tracker updates, and reflection sheet associated with each completed candidate interview. -Completed interviews will be verified through the recruitment tracker and submitted reflection sheets. -Approved interview totals may be processed through weekly Upwork milestones. Access Provided NBC will provide limited access to: -A designated assistant email account -Google Calendar and Google Meet -A shared recruitment tracker -Job descriptions and screening criteria -Interview questions and candidate reflection -sheets -A restricted Google Drive recruitment folder The freelancer must maintain strict confidentiality and may only use NBC accounts and candidate information for this project. Preferred Qualifications -Previous recruiting, HR, talent acquisition, or candidate-screening experience -Experience interviewing educators, tutors, youth-development professionals, interns, or nonprofit staff -Strong written and verbal communication -Excellent organization and follow-through -Experience using Google Workspace -Ability to make objective, evidence-based candidate recommendations -Comfortable interviewing candidates ages 16 and older -Understanding of work-study, internships, and community-service placements is preferred -Available during August and early September 2026 -Able to accommodate some afternoon or early-evening interviews -Application Questions Please answer the following when submitting your proposal: 1)Describe your experience screening applications and conducting candidate interviews. 2)Have you recruited for youth programs, education, nonprofits, tutoring, or internship positions? 3)Approximately how many 15-minute interviews can you complete each week? 4) Are you comfortable with the $30.50-per-completed-interview-and-reflection-sheet payment structure? 5) How would you assess whether a candidate should advance to a final interview? 6) How do you manage candidate no-shows, rescheduling, and interview documentation? 7) Are you available to begin immediately and complete the primary screening period before September 7, 2026?

Milestone 1 FIXED $ . Be sure to include resume so I can see your work experience that you are qualified. PROJECT Milestone 1 - Meeting/tour of company AFTER PROJECT MILESTONE 1 is SUCCESSFULLY COMPLETED Position Overview: seeking a detail-oriented and proactive HR Generalist (with Finance or Banking Industry experience) to support our expanding team. This remote role will assist in day-to-day HR functions, support internal team needs, and ensure efficient and compliant HR operations. This position is ideal for someone who enjoys a collaborative virtual environment and is passionate about employee experience, compliance, and team support. Key Responsibilities: • Work with the HR Admin to ensure the responsibilities are completed. • Assist with recruitment efforts including posting jobs, screening candidates, and coordinating interviews. • Support onboarding and offboarding processes, including document collection and system set-up/termination. • Maintain employee records and ensure accuracy of HR documentation and filing. • Assist with tracking time off, attendance, and maintaining PTO records. • Help coordinate employee engagement initiatives such as surveys, birthday & anniversary recognition, and team events. • Collaborate with HR Director on training materials, performance tracking, and compliance audits. • Respond to employee inquiries related to HR policies, benefits, or general guidance. • Ensure accurate updates in HR tools and systems • Assist with compiling reports for management and audit readiness. • Contribute to the creation and maintenance of HR standard operating procedures (SOPs). Required Qualifications: • 2–3 years of HR Generalist or similar human resources experience. • Strong understanding of general HR processes and practices. • Excellent written and verbal English communication skills. • Proficient in Microsoft Docs and Google workspace • Detail-oriented with strong organizational and time-management skills. • Ability to work independently in a remote setting while meeting deadlines. • Must be able to maintain a high level of confidentiality and discretion. Finance industry experience a plus

About us Accounting Prose is a fully remote FinOps as a Service firm. We give fast-growing startups and small businesses the full-stack finance team they need: fractional, proactive, and obsessively accurate. Our HR Prose service line runs People Operations with a culture-first approach. We start with each client's values and build compliance around them, not the other way around. We're hiring an HR consultant to take over a small, well-organized book of clients. Every client already has documented processes, a project plan in Teamwork, an established handbook platform, and a document handoff from our outgoing lead. You won't build from zero; you'll run a function that already works. Now the honest part, and please read it closely. This role lives inside software. If you love HR but resist new tools, this isn't your fit, and applying will cost us both time. If you pick up new systems fast, prefer a documented process over improvising, and already use AI to work smarter, keep reading. What you'll do You'll be the named HR advisor for handful (under 10) clients, mostly Colorado-based small businesses from 10 to 75 employees, including a multi-entity group and one client with employees in 15+ states. Day to day, that means: - Client advisory. Answer "can we do this?" questions on pay, leave, discipline, classification, and policy. Run monthly or biweekly alignment calls. Give plain-English guidance a business owner can act on the same day. - Gusto administration. Configure PTO policies, review payroll setups, run onboarding and offboarding workflows, fix setup errors, and walk clients through the platform step by step. - Compliance execution. I-9 and employee file audits, FLSA and contractor classification reviews, E-- Verify setup, pay equity checks, and responses to state agency notices (CDLE unemployment claims, FAMLI, Denver OPT). - Handbooks and policy. Annual handbook reviews and updates in Mineral (Mitratech) across multiple entities, including client approval, distribution, and signature tracking. Separations. Termination risk assessment, separation and severance prep for attorney review, final pay compliance, COBRA coordination, and unemployment claim responses. - Compensation and benefits support. Offer letters, commission plan documentation, 401(k) and benefits questions, open enrollment coordination, and workers' comp audits. What we're looking for This is where we're most selective. The right person is a strong HR generalist who is also genuinely comfortable with technology. Both halves are required. Must have: - Seven or more years of HR generalist or HR consulting experience, with at least two years advising multiple small-business clients (consulting firm, PEO, or independent practice). - Real comfort learning new software quickly and on your own. You'll work daily in Gusto, a shared ticketing inbox, Teamwork, Mineral, HubSpot, and Gmail. When you hit something unfamiliar, you read the help doc and work it out before you ask. - Active AI use in your work today. You already use tools like Claude or ChatGPT to draft, research, and move faster, and you know where to stop trusting them. We're building AI into how we serve clients, and we want someone who's there already or eager to get there fast. - A preference for working inside a process. Our workflows are documented for a reason. You follow them, keep your own calendar and availability accurate, and stay reliable across several clients at once. - Hands-on Gusto administration experience. This is our clients' payroll platform, and you'll be in it weekly. - Colorado employment law fluency: FAMLI, HFWA, CDLE unemployment processes, and local taxes like Denver OPT. - Multi-state experience: payroll tax registrations, state-specific leave, and posting requirements. - Direct experience running terminations end to end, including unemployment claim responses. - US-based, authorized to work in the US, and comfortable being client-facing on video. - Excellent written communication. Most client guidance goes out over email. - SHRM-CP/SCP or PHR/SPHR certification, or equivalent hands-on HR generalist depth. Nice to have: - Mineral (Mitratech) or similar handbook and compliance platform experience. - Familiarity with Teamwork, HubSpot, Dropbox, or Notion. - International contractor classification experience. How we work Fully remote and asynchronous by default. Client requests arrive through a shared HR inbox and get tracked in HubSpot. Project work lives in Teamwork. We respond to routine client questions within 24 hours, and we tell clients the truth even when it's not what they hoped to hear. You'll get a documented handoff for every client, documented walkthroughs from our outgoing HR lead, and direct access to the founder for anything ambiguous. We give you the map. We're counting on you to read it, follow it, and flag when it can be better.

We're looking for an experienced HR generalist to own the full scope of people operations and recruiting for BibRave on a fractional basis. This isn't a project, it's an ongoing seat at the table. You'll manage the day-to-day of HR (benefits, compliance, employee relations, policy) while also running searches to help us bring great people onto the team. You'll report directly to our co-founders, Tim and Jess, and have real autonomy to keep things moving. This role is a great fit for someone who's built a fractional or consulting practice and wants a steady, meaningful client relationship, not someone looking for a single project or short-term engagement. See attachment for a full JD