HR AND People Operations Manager — Flexible Scope Based on Experience

HR Generalist / HRBP / Talent Acquisition / Head of People

Remote | Full-Time | $1,000–$4,000/month depending on scope and verified experience

About the Company

We are a U.S.-based interstate Class 8 OTR trucking company with an international remote back-office team.

We are growing quickly and are now building a much more structured People organization. We need someone who can first make sure the fundamental HR function works correctly every day, while potentially taking ownership of additional areas as the company grows.

This position is intentionally flexible.

We are open to:

• a strong HR Generalist / People Operations professional who can independently run core HR;
• an experienced HR Manager / HR Business Partner;
• a People & Talent Manager who also brings strong recruiting capability;
• or a broader Head of People who can eventually own most of the People organization.

You do not need experience in every area listed below.

The final title, responsibilities and compensation will depend on what you have already done successfully and can independently own.

Core Responsibility — HR / People Operations

Regardless of seniority, HR is the foundation of this position.

You should already be capable of independently handling normal HR responsibilities without needing to be taught how HR works.

Core responsibilities include:

• Own employee onboarding from accepted offer through successful adaptation/probation.
• Coordinate offboarding and ensure all required steps are completed.
• Maintain employee records, offers, agreements, HR documentation and employee changes.
• Coordinate PTO, time off, attendance and schedule-related HR matters where applicable.
• Conduct new-hire orientation.
• Create onboarding checklists, follow-ups and probation processes.
• Maintain regular employee check-ins and 1:1 processes.
• Monitor employee adaptation, engagement and retention risks.
• Help managers address employee performance and accountability issues.
• Coordinate probation evaluations and performance reviews.
• Handle employee concerns, conflicts and employee-relations matters.
• Support disciplinary and termination processes when necessary.
• Build and maintain HR policies, SOPs, templates, checklists and workflows.
• Maintain organized HR tasks, deadlines and accountability.
• Support compensation, bonuses, offers and employee-status changes.
• Improve internal employee communication.
• Maintain basic HR reporting and workforce information.
• Work directly with the owner and department managers.

Additional Scope Based on Your Experience

Strong candidates may take ownership of additional functions.

The more areas you can independently own based on previous hands-on experience, the broader the role and compensation can become.

HR Business Partner / Organizational Development

Possible responsibilities include:

• Partner with the owner and managers on workforce decisions.
• Workforce and headcount planning.
• Organizational structure and accountability.
• Manager coaching and development.
• Compensation structures.
• Performance-management systems.
• Competency frameworks.
• Succession planning.
• Employee retention strategy.
• Organizational-development initiatives.
• HR strategy aligned with business growth.

Talent Acquisition & Sourcing

For candidates with recruiting experience:

• Full-cycle recruitment.
• Vacancy intake and job-definition support.
• Direct sourcing and headhunting.
• LinkedIn, Boolean and X-ray sourcing.
• International recruiting.
• Candidate screening and interviewing.
• Management and difficult-to-fill hiring.
• Candidate scorecards.
• Reference and experience verification.
• Recruiting funnels and KPIs.
• Talent pools.
• Recruiter management.
• Improving quality-of-hire, time-to-hire and conversion.

We recruit internationally across positions including:

Safety & Compliance, Dispatch, Operations, Fleet & Maintenance, Accounting/Finance, Customer Service, HR/Recruiting, IT/Automation and management.

Employer Branding & Internal Communications

Experience here is valuable but not required.

Potential scope:

• Employer Value Proposition.
• Careers/recruiting content.
• Recruitment marketing.
• Employer social-media presence.
• Candidate communication.
• Internal communications.
• Employee engagement initiatives.
• Culture programs.
• Employee events.
• Employer reputation.

Commercial marketing is not a core requirement, although candidates with useful cross-functional marketing experience may have opportunities to contribute.

HR Analytics, Systems & Automation

Additional value can include:

• HR dashboards.
• Recruiting dashboards.
• Turnover and retention analysis.
• Performance KPIs.
• Compensation/bonus tracking.
• HRIS implementation or administration.
• ATS/recruiting systems.
• ClickUp workflows.
• Automated onboarding/offboarding.
• AI-assisted HR and recruiting.
• Workflow automation.
• Documentation systems.
• Reducing repetitive administrative work.

Learning & Development

Possible additional ownership:

• Structured onboarding programs.
• Training programs.
• Manager training.
• Competency matrices.
• Employee development plans.
• Learning documentation.
• Knowledge-base development.

Business / People Operations

Candidates with broader operational experience may also contribute to:

• Cross-department process improvement.
• Internal accountability systems.
• SOP development.
• Coordination between departments.
• Office/team operations.
• Organizational scaling projects.
• Building new teams or functions from scratch.

U.S. Trucking Experience

Previous U.S. trucking experience is valuable but is not required for the core HR role.

Our company operates in U.S. interstate Class 8 trucking, so you will need to learn how our departments work, including:

• Dispatch
• Safety & Compliance
• Fleet & Maintenance
• Operations
• Accounting
• Customer Service
• Recruiting
• Driver operations

We will provide company-specific orientation.

An experienced HR professional should be able to begin taking ownership of normal HR responsibilities quickly while learning the trucking-specific structure and terminology.

Candidates with previous experience in:

• U.S. Class 8 OTR trucking;
• trucking HR;
• driver recruiting;
• owner-operator recruiting;
• trucking back-office recruiting;
• Dispatch/Safety/Fleet organizations

may qualify for substantially broader scope.

Flexible Career / Responsibility Levels

We are deliberately open to different seniority levels.

Level 1 — HR Generalist / People Operations

Primary focus:

Core HR, onboarding/offboarding, employee administration, policies, employee relations, performance follow-up, retention and documentation.

Approximate compensation: $1,000–$1,500/month

Level 2 — HR & People Operations Manager / HRBP

Level 1 plus stronger ownership of:

manager partnering, performance systems, workforce planning, HR analytics, compensation processes, organizational development and process building.

Approximate compensation: $1,500–$2,200+/month

Level 3 — People & Talent Manager

Levels 1–2 plus substantial capability in:

full-cycle recruiting, sourcing, international hiring, management recruiting, recruiting systems/KPIs and potentially recruiter management.

Approximate compensation: $2,000–$3,000+/month

Level 4 — Head of People / All-in-One People Leader

Broad ownership across:

HR + HRBP + Talent Acquisition + recruiting leadership + organizational scaling + employer branding + HR analytics/systems/automation + management development and broader People strategy.

Relevant U.S. trucking experience would be a major advantage at this level.

Compensation may reach approximately $3,000–$4,000/month for candidates who can genuinely own this broader scope.

These are not automatic salary bands based on title or years of experience. Final compensation depends on verified previous responsibility, measurable results and the functions you can independently own.

Minimum Requirements

• 3+ years of hands-on HR / People Operations experience.
• Previous responsibility for real employee lifecycle processes.
• Experience with onboarding and offboarding.
• Employee-relations and performance-management exposure.
• Experience creating or improving HR processes.
• Strong organizational and documentation skills.
• Comfortable working directly with business owners and department managers.
• Able to operate independently rather than waiting for detailed instructions.
• Strong written and spoken English.
• Comfortable working with an international remote organization.
• Comfortable learning U.S. trucking operations and terminology.

Strong Advantages

Not mandatory, but particularly valuable:

• HR Business Partner experience.
• Talent Acquisition.
• Direct sourcing/headhunting.
• International recruitment.
• Management/executive recruiting.
• Recruiter-team management.
• Employer branding.
• Recruitment marketing.
• HR analytics.
• Compensation analysis.
• HRIS implementation.
• ClickUp.
• AI and automation.
• Learning & Development.
• Organizational design.
• Workforce planning.
• Office/business operations.
• Building HR functions from scratch.
• Scaling organizations rapidly.
• U.S. trucking HR/recruiting experience.

Working Conditions

Format: Full-time, remote, long-term
Schedule: Monday–Friday, approximately 6:00 a.m.–3:00 p.m. Chicago Central Time, including a one-hour break
Reporting: Directly to the owner
Compensation: Approximately $1,000–$4,000/month, depending on verified experience and final scope

This is intended as a long-term full-time position, not a short-term consulting assignment.

What We Value

We are not looking for the candidate who can check the largest number of boxes on paper.

We value someone who can clearly demonstrate:

• what they personally owned;
• the size of the employee population they supported;
• processes they personally built;
• difficult employee situations they personally handled;
• measurable results;
• and which additional functions they can genuinely take off management's plate.

A strong HR Generalist who can reliably own the core function is valuable to us.

A candidate who can additionally own Talent Acquisition, HRBP responsibilities, employer branding, analytics, systems, automation, team leadership or trucking HR can grow into a much broader position with correspondingly higher compensation.

You do not need every optional skill to apply. Please apply for the scope you can already perform independently and substantiate from your previous experience.