People Operations and Talent Manager / Head of People

People Operations & Talent Manager / Head of People

Remote | Full-time | Long-term
Compensation: $1,500–$4,000/month depending on verified experience and scope

We are a U.S.-based interstate trucking company building a scalable international remote back-office organization.

Today we have approximately:

• 25 active drivers
• 12–15 back-office team members

Our target for the next 12 months is to grow toward approximately:

• 100 drivers
• 40 back-office team members

Our back office is 100% remote, work-from-home and international, with team members across multiple countries and time zones.

Most remote back-office team members work with us as independent contractors rather than traditional employees, so this is not a legal/compliance-heavy HR role.

We are looking for someone who can own the human side of the company: People Operations, recruiting, onboarding, performance, manager support, retention, processes and scalable People systems.

You will report directly to the owner.

Immediate Goal

Today, many HR and recruiting responsibilities are still handled directly by the owner and department managers.

Your first goal is to take those responsibilities over and build a structured People function that can support rapid growth.

You should be comfortable personally doing the work now and later building a team underneath you as the company grows.

People Operations

You should be able to independently own:

• contractor/team-member onboarding and offboarding;
• People records and source-of-truth information;
• agreements and documentation coordination;
• compensation/rate-change tracking;
• onboarding plans, orientation and adaptation;
• 30/60/90-day follow-up;
• regular 1:1s and check-ins;
• performance and accountability;
• retention risks and engagement;
• internal policies, SOPs and checklists;
• time-off / availability coordination;
• manager support;
• People reporting and analytics.

We care much more about building a high-performing remote organization than traditional employee benefits or payroll administration.

Recruiting & Talent Acquisition

Recruiting will be an important part of the role as we scale.

You should be comfortable owning or coordinating:

• role clarification with the owner/managers;
• job descriptions;
• recruiting channels;
• passive candidate sourcing;
• application screening;
• initial interviews;
• candidate evaluation;
• practical tests;
• references and verification;
• offer coordination;
• candidate communication;
• onboarding after acceptance.

We recruit internationally across Europe, LATAM, Africa and other markets.

Typical roles include:

• Dispatch
• Operations
• Safety & Compliance
• Fleet & Maintenance
• Accounting
• Customer Support
• Technical Operations
• Automation
• Recruiting
• Marketing / Brand
• Management positions

U.S. trucking recruiting experience is a major advantage, but not required for the standard levels of this role.

Performance & Accountability

We want a measurable, high-accountability culture without unnecessary micromanagement.

You may help design and manage:

• role scorecards;
• KPIs;
• performance reviews;
• adaptation evaluations;
• 1:1 structures;
• manager feedback;
• development plans;
• performance improvement processes;
• bonus/incentive recommendations;
• recognition systems.

You should be comfortable addressing underperformance, poor accountability, conflicts, disengagement and retention risks.

HRBP / Manager Support

You will work directly with department managers on:

• team structure;
• role clarity;
• workforce planning;
• performance problems;
• retention;
• compensation recommendations;
• manager coaching;
• internal communication;
• accountability;
• restructuring responsibilities;
• deciding when another hire is actually necessary.

We want someone who can challenge managers when needed, not simply process requests.

Remote Organization

Because the back office is 100% remote and international, remote-team experience is especially valuable.

You should help create structure around:

• responsibilities and ownership;
• communication standards;
• response-time expectations;
• department handoffs;
• schedules across time zones;
• documentation;
• performance visibility;
• remote onboarding;
• manager accountability;
• remote engagement and culture.

Systems, Analytics & Automation

We want People Operations to be digital and scalable.

ClickUp is becoming our central management system.

Experience with any of the following is valuable:

• ClickUp
• HRIS / People CRM
• ATS
• Google Workspace
• Excel / Google Sheets
• dashboards
• workflow automation
• AI tools
• ChatGPT or similar tools

Previous ClickUp experience is not required if you are highly systems-oriented and learn quickly.

We strongly value candidates who use AI and automation to reduce repetitive work.

Learning & Development

As the company grows, the role may expand into:

• onboarding programs;
• manager training;
• internal learning;
• competency frameworks;
• knowledge bases;
• career-development processes;
• leadership development.

This is valuable, but the immediate priorities are People Operations and recruiting.

Who We Are Looking For

We are open to several levels:

HR Generalist / People Operations Manager

Strong hands-on People Operations and contractor/team-member lifecycle experience.

HRBP / People Partner

Strong manager partnership, performance, retention and organizational-development experience.

People & Talent Manager

Strong People Operations plus recruiting and sourcing.

Head of People

Able to independently build the People function and later manage recruiters or People specialists.

Strong Advantages

Especially valuable:

• built HR/People processes from scratch;
• worked directly with founders/owners;
• supported fast-growing companies;
• managed international remote teams;
• personally recruited across multiple countries;
• recruited manager or Head-level roles;
• managed recruiters or HR staff;
• built performance-management systems;
• created SOPs and workflows;
• built People dashboards/analytics;
• implemented HRIS or ATS systems;
• used AI/automation in People Operations;
• operations-management experience;
• experience with U.S.-based companies;
• direct U.S. trucking / transportation HR or recruiting experience.

Work Format

• Full-time
• Remote
• Long-term
• Monday–Friday
• Approximately 6:00 a.m.–3:00 p.m. Chicago Central Time, including a 1-hour break
• Some flexibility may be possible depending on responsibilities/location
• Reports directly to the owner
• 100% work-from-home international back office
• This should be your primary full-time professional commitment, not a side consulting role

Compensation

$1,500–$2,000/month

Strong hands-on People Operations / HR Generalist.

$2,000–$3,000/month

People Operations + HRBP + Recruiting / Talent.

$3,000–$4,000/month

Reserved primarily for candidates with strong directly relevant U.S. trucking experience together with senior People/HR capability.

For this level, we expect meaningful experience with a U.S. trucking, transportation, carrier or closely related organization.

Relevant experience may include:

• U.S. carrier operations;
• drivers and owner-operators;
• Dispatch;
• Safety & Compliance;
• Fleet & Maintenance;
• driver recruiting;
• trucking back-office structure;
• U.S. trucking terminology and workflows.

A senior HR title alone does not qualify for the $3,000–$4,000 range.

Without directly relevant U.S. trucking experience, compensation would normally be within $1,500–$3,000, depending on the scope you can independently own.

Important

You do not need previous trucking experience to apply.

A strong People professional should be able to learn our departments and terminology while independently owning normal People Operations from the beginning.

You will work with:

• Safety & Compliance
• Dispatch
• Operations
• Fleet & Maintenance
• Accounting / Finance
• Customer Support
• Technical Operations / Automation
• Recruiting
• Marketing / Brand
• Management

What Success Looks Like

As we grow toward approximately 100 drivers and 40 remote back-office team members during the next year, we want this role to help build:

• clear organizational structure;
• consistent recruiting;
• professional onboarding;
• accurate People records;
• performance systems;
• manager accountability;
• retention visibility;
• scalable SOPs;
• People analytics;
• automation;
• strong internal communication;
• a People function that does not depend on the owner.

Good Fit If

You enjoy:

• building structure where processes are still developing;
• personally doing the work before building a team;
• working directly with an owner;
• solving real people and management problems;
• recruiting difficult candidates;
• improving systems;
• using numbers and data;
• working with international remote teams;
• taking responsibility without constant instructions.

This is probably not the right role if you only want strategic HR work and do not want to personally handle day-to-day People Operations during the company’s current stage.