HR Manager

Sur; Ciudad de México; Presencial; MXN 1,249,000 - 1,607,000; Jornada completa

Descripción de la vacante

A leading HR firm in Mexico City seeks an HR Manager to oversee talent acquisition and employee relations. The ideal candidate will have over 7 years of experience in HR, focusing on U.S. practices, regulatory compliance, and organizational development. This role involves leading the design of a structured onboarding experience, managing sensitive employee relations issues, and ensuring alignment with applicable regulations. Candidates should demonstrate strong communication skills, a deep understanding of U.S. employment law, and experience in fast-paced environments.

Servicios

Flexible time off

Holidays

Formación

• 7+ years of progressive experience in Human Resources with substantial U.S.-based experience.
• Background in high-growth, entrepreneurial, or service-based organizations.
• Deep understanding of U.S. employment law and compliance.

Responsabilidades

• Lead hiring, onboarding, and employee relations processes.
• Oversee compensation strategy and compliance with U.S. laws.
• Manage HR operations for U.S. employees.

Conocimientos

Communication

Conflict-resolution

Empathy

Active listening

Herramientas

Asana

HRIS systems

Descripción del empleo

As the HR Manager you will be responsible for leading and managing all people-related programs and processes that support the organization’s business goals and team experience.

This is a senior role that leads hiring, onboarding, employee relations, performance systems, compensation strategy, and compliance, with a strong emphasis on U.S. employment practices. The position combines long-term people strategy with hands‑on implementation and is suited to someone who has extensive U.S. HR experience and enjoys building systems in a dynamic environment while balancing empathy with operational rigor

Key responsibilities

Talent acquisition:

• Own senior‑level and critical hiring processes, including role definition, postings, sourcing strategy, screening, and offer coordination.
• Partner with department leaders to define competencies, scorecards, and structured interview processes for U.S.-based and global roles.
• Build and maintain a strong pipeline of experienced candidates across coaching, marketing, operations, and leadership functions.
• Support efforts to attract diverse talent that aligns with the organization’s mission and values, with particular attention to U.S. labor market dynamics.
• Collaborate, when needed, with pre‑approved external recruiting partners to support specialized or hard‑to‐fill searches.

Onboarding and employee experience:

• Lead the design and execution of a structured onboarding experience for U.S. and international hires, ensuring clarity on expectations, tools, and culture.
• Continuously refine the new‑hire journey to reflect the organization’s brand, values, and distributed, often remote, workforce.
• Partner with leaders to foster strong cross‑functional communication and collaboration across time zones and locations.
• Support and help design engagement initiatives, team development activities, and culture‑building practices.

Compensation, benefits, and HR operations:

• Oversee HR operations for U.S. employees, including payroll changes, employee records, and HR platforms, with a focus on accuracy and confidentiality.
• Partner with leadership to develop and refine compensation strategies, conduct U.S. market benchmarking, and build transparent salary bands.
• Manage PTO/FTO tracking, leave administration, and compliance with multi‑state U.S. employment requirements, while also considering international contexts where applicable.
• Maintain and improve HR systems, documentation, and SOPs that support scale and clarity.

Performance management and development:

• Lead the design and facilitation of 360 reviews, performance cycles, and goal‑setting frameworks.
• Coach leaders on addressing performance gaps, and support the creation of development plans and performance improvement plans where needed.
• Help define and refine career paths across coaching and operational teams, with clear expectations and progression criteria.
• Promote a culture of accountability, feedback, and clear ownership across the organization.

Employee relations:

• Serve as a senior, neutral point of contact for employees and leaders navigating complex concerns, feedback, or interpersonal issues, particularly in U.S. contexts.
• Manage sensitive issues with discretion, consistency, and fairness, balancing individual needs and organizational priorities.
• Advise leadership on communication approaches, change management, and practices that reduce friction and misalignment.

Compliance and risk management:

• Ensure HR practices align with applicable federal, state, and local U.S. employment regulations, and coordinate on international compliance as needed.
• Own the ongoing maintenance of employee handbooks, policies, and documentation, ensuring alignment with legal requirements and organizational values.
• Lead and document investigations, corrective actions, and HR‑related risk mitigation with professionalism and attention to detail.

Organizational development and scaling:

• Design and refine scalable HR processes that support continued growth, including in the U.S. and global markets.
• Provide people‑related insights and data to inform decisions about structure, headcount planning, and cultural impact.

Requirements

• 7+ years of progressive experience in Human Resources, People Operations, or a similar field, with substantial U.S.-based experience.
• Background in high‑growth, entrepreneurial, or service‑based organizations.
• Deep understanding of U.S. employment law, including multi‑state compliance; international HR experience is a plus.
• Demonstrated track record of building and scaling HR processes and programs from the ground up.
• Strong communication, facilitation, active listening, and conflict‑resolution skills, including with senior stakeholders.
• High level of confidentiality, integrity, and emotional intelligence.
• Ability to balance empathy with accountability, clear expectations, and data‑informed decision‑making.
• Proficiency with HRIS systems and modern project management tools; experience with Asana or similar platforms is preferred.
• Flexible time off + Holidays