Human Resources Manager

We are seeking an experienced HR, Accountability & Talent Acquisition Manager to actively and aggressively recruit, enforce performance standards, and systematize onboarding and offboarding so decisions are driven by documentation—not emotion.

This role exists to replace informal, excuse-driven practices with clear expectations, training, and accountability. The right person will help professionalize the firm and make staff decisions clean, fast, and defensible. This is intended to be a long-term role for the right candidate.

• Proactively source candidates daily through outbound methods (Upwork, Linked In, referrals, direct outreach)
• Maintain a ready pipeline of qualified candidates for key roles
• Rapidly replace underperformers with minimal disruption
• Treat recruiting as a continuous function, not a reactive task

• Draft and manage employee write-ups, warnings, and corrective action plans
• Enforce KPIs and documented expectations across roles
• Track performance gaps and improvement timelines
• Escalate unresolved issues for termination approval

• Create and maintain onboarding training materials tied to SOPs and KPIs
• Ensure new hires receive expectations, workflows, and success metrics on Day 1
• Build standardized onboarding checklists and training sequences
• Reduce confusion, hand‑holding, and ramp‑up time for new employees
• Build structured offboarding and termination processes that remove emotion from execution
• Prepare scripts, checklists, and documentation for consistent terminations
• Ensure system access removal, final pay coordination, and records completion
• Support leadership by making exits procedural, professional, and efficient

• Replace informal practices with documented processes and training
• Reduce missed deadlines, incomplete work, and recurring excuses
• Act as an extension of leadership authority—not a morale manager

• Culture or morale management
• Coaching or therapy
• Office management

• 5+ years in HR operations, talent acquisition, or professional services
• Demonstrated success in active outbound recruiting
• Experience creating onboarding and training materials
• Direct experience with performance documentation and terminations
• Strong written documentation and process‑building skills
• Comfortable enforcing standards and operating with authority

• Faster, clearer onboarding with defined expectations
• Reduced emotional involvement in performance and termination decisions
• Faster resolution of underperformance
• Professional, accountable operating environment
• Leadership no longer manages staff friction or excuses

• Draft, issue, and maintain:
• Enforce role‑specific KPIs and documented performance standards
• Track performance deficiencies and define improvement timelines
• Escalate unresolved or repeated performance issues for termination approval
• Maintain clean, objective, and legally defensible personnel records
• Proactively source candidates daily using outbound methods (Linked In, Upwork, referrals, direct outreach)
• Maintain a continuous, ready‑to‑hire pipeline for all key roles
• Anticipate staffing gaps and recruit before problems elevate
• Rapidly replace underperforming staff with minimal operational disruption
• Treat recruiting as a core, ongoing function
  , not a reactive task

• Create and maintain onboarding and training materials tied directly to SOPs and KPIs
• Ensure all new hires receive clear expectations, workflows, and performance metrics on Day 1
• Build and manage standardized onboarding checklists and training sequences
• Reduce ramp‑up time, confusion, and leadership hand‑holding
• Design and maintain structured offboarding and termination procedures
• Prepare termination scripts, documentation templates, and checklists
• Coordinate system access removal, final pay and records completion
• Execute exits that are procedural, professional, and efficient
• Ensure termination decisions are documentation‑driven, not emotion‑driven

• Replace informal or inconsistent practices with documented…