Human Resources Operations Manager – Remote

“Wow! [Your name goes here] is an HR operations mastermind!”

As the Human Resources Operations Manager working with Fertility Bridge, you will establish and manage all HR outcomes and processes.

You help us build our HR infrastructure and manage ongoing projects.

But how do you know if this is your dream work and if Fertility Bridge is your dream employer?

If you answer yes to these three questions:

1. Do you enjoy the creation and editing of processes until all details are accounted for?
2. Are you excited about streamlining and managing HR operations?
3. Can you identify parts of a process that are in need of improvement and implement the perfect process fix?!

YOUR MISSION

Should you choose to accept it, is to help Fertility Bridge streamline and manage our HR outcomes.

The Human Resources Operations Manager will be responsible for the following outcomes:

1. Processes established for all required outcomes for human resources. Procedural documentation, including recorded training (exactly how, not generally what). Including, but not limited to, recruitment, retention, redundancy, employee growth and development, employee handbook, employee policies, employment agreements, independent contractor agreements, termination, benefits administration, records, payroll, legal filings. For a company of up to twenty independent contractors and/or part time employees per year, up to five full time employees per year.
2. Execution of all human resources processes completely managed, including setting, meeting, and management of deadlines. Including, but not limited to, recruitment, retention, redundancy, employee growth and development, employee handbook, employee policies, employment agreements, independent contractor agreements, termination, benefits administration, records, payroll, legal filings. For a company of up to twenty independent contractors and/or part time employees per year, up to five full time employees per year.
3. Human Resources contractors and/or part-time employees, up to five, held accountable to required outcomes for seats and rocks. Roles designed and seat outcomes defined and detailed. Including outcome hubs. Held to yes on each of GWC, and plus on each of five company values. See Entrepreneurial Operating System (EOS). Milestones and tasks for achieving rock outcomes detailed and fully accounted for by employee/contractor in Asana. Employee/contractor closes loop about progress toward outcomes with manager.

The tools we provide for you to achieve the outcome:

• Outcome hub template, by which different seats receive and accept accountability for outcomes
• Asana subscription with human resources team
• Processes for recruiting and onboarding independent contractors in Asana
• Loom video training, with some examples of human resources trainings for recruitment and onboarding
• Gusto for payroll company, and its many free informational resources and service support
• Access to all independent contractor records and contracts in Human Resources drive
• Access to employment agreements in Human Resources shared drive
• Employment agreement templates and previous employment agreements
• Access to Legal Zoom account for simple legal inquiries and boiler plate templates
• One Human Resources Generalist, independent contractor, who is familiar with our systems and works 10-15 hours per week, you assign their duties
• Two Human Resources recruiters, independent contractors, each with capacity to fill one part time or independent contractor role per month, you assign their duties
• Processes for recruiting and onboarding independent contractors in Asana
• Loom video training, with some examples of human resources trainings for recruitment and onboarding
• Gusto for payroll company, and its many free informational resources and service support
• Hiring CRM, Hireology
• Outcome hub for each seat, by which different people receive and accept accountability for outcomes
• Asana subscription with human resources team where they are responsible for accounting for tasks, milestones, and Rocks
• Time to meet with them individually
• Authority to terminate HR employees under your purview or discontinue our use of services of HR contractors under your purview
• Recruiting process with pre-approved budgets for when you do add to your HR team

Some things we do not provide:

• No master process template to standardize the way all processes are documented, structured, recorded, and accepted, yet.
• No master process to standardize the way we document, structure, and store training, yet
• No technical Asana training, you have to learn from free resources
• No employee handbook. Policies have been ad hoc and not documented.
• No clear criteria for which roles should be independent contractors and which should be part-time employees
• Some independent contractors may have to be transitioned to part time employment.
• No in-house legal counsel
• No HR professional memberships or other established HR training or professional development resources, yet
• Processes in Asana and training videos for recruiting and onboarding independent contractors seem to lack final accountability. Seem to focus more on milestone and less on final result. Seems to be gap in communication between recruiter and hiring manager. You will have to inspect and fix.
• Employee benefits just starting. Don’t offer health insurance yet, you will have to research, recommend, and launch when time comes. 401k has just started, do not yet have process.
• Almost no employee policies. They will have to be created as more employees are hired and contractors are transitioned to employment
• Contractor and employee onboarding is minimal. Still lack system for having everything they need ready for them when they start. You will have to improve.
• No implemented system for team and individual access, yet. Currently, managers have to get ad hoc permission  from company owner and then ad hoc access from company owner’s assistant.
• No overall system and training to standardize the way everyone in company accepts, documents, and accounts for rocks and to-do’s in Asana, and closes the loop in all Asana communication, yet
• Some tasks performed by HR contractors currently may affect the outcomes for which you are accountable, but are not assigned within a structure. You have to make the structure and outcome hubs for what and by what your HR team is held accountable
• No standardized system for 1 on 1s, or documenting employee or contractor feedback and communication
• We have a document for independent contractor records, and employee valuation, but it is likely incomplete. You will likely need to make this as one of your process responsibilities and then document it
• No GChat, Slack, or other channels. We use Asana whenever possible. Email for larger overarching issues not related to any particular task, and call or text only when truly urgent.
• Independent contractors have limited time windows in which they are available to meet

What Comes Next

Our Hiring Process

You’re going to have a lot of autonomy and decision-making authority at Fertility Bridge. You are the queen or king of your seat and we follow your lead in your space. Because you have so much control, we really want to get to know you and we really want you to get to know us.

All interviews take place over Zoom, except the first, which is sometimes done over the phone. At the end of each interview, we give you the opportunity to ask us any questions you please. If we think we are going to offer you the position, we will ask you to make the introductions for certain references.

Most positions involve a paid assignment so that we both get the opportunity to see what it is like to work together.

How to Apply

If you feel you can contribute to a dynamic, growing company, please begin your application process by applying through Hireology. After you submit your cover letter, resume, and application on Hireology, you will receive acknowledgment via email. If you don’t see the email in your inbox, please check your spam folder - sometimes Hireology emails end up there.

You will receive instructions on next steps after your application materials have been reviewed. As a remote company, we rely on remote working technologies to serve our clients. In evaluating new employees, we put a premium on a candidate’s ability to shine through these same technologies: video, email correspondence, and web-based conferencing.

Contracting Process

1. Candidate applies through Hireology
2. Screening Call: 20-30 minutes
3. Fit Interview: 60-90 minutes
4. Three Paid Assignments
5. Part-Time Employment Offer

About Fertility Bridge:

We hire for our values

Learn more about what it’s like to work at Fertility Bridge here

Why you should join the team

Meet our team

Some of what we do for some of our clients

Thank you for your interest in serving the infertility community through a creative, business-centered approach!