Human Resources Manager

AIMOTION USA; Santa Clara (CA); On-site; USD 90,000 - 140,000; Full time

Benefits offered by this job

Practical experience in HR

Mentorship and training

Opportunities to grow within the fast‑

Collaborative work environment

Job summary

AIMOTION USA is seeking an experienced HR Manager to build and run the full HR function in the United States from Santa Clara. This hands-on, strategic role collaborates with leadership to design HR frameworks, drive recruitment, ensure compliance, and cultivate a strong organizational culture.

You will oversee talent acquisition, HR operations, performance management, and policies, while supporting regional expansion and cross-border initiatives with Mandarin-speaking stakeholders when needed.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Strong knowledge of US labor laws and HR practices.
• Hands-on, proactive approach and ability to work independently.
• Excellent communication and stakeholder management skills.
• Comfortable in a dynamic, evolving startup environment.

Responsibilities

• Lead full HR function design and management in the US.
• Oversee talent acquisition lifecycle including recruiting and onboarding.
• Manage HR operations: payroll, leave, benefits, records, and compliance.
• Develop performance management, KPIs, OKRs, and compensation frameworks.
• Maintain HR policies, compliance with US laws, and employee relations.
• Support regional HR strategy and cross-border operations expansion.

Skills

Communication

Stakeholder management

English and Mandarin

Hands-on execution

Independent work

Education

Bachelor’s degree in HR or related field

Job description

Position Overview:

As the HR Manager, you will play a critical role in building and managing the full HR function in US while supporting regional operations. This is a hands-on, strategic + operational role, ideal for someone who thrives in a fast-growing, startup environment. You will work closely with leadership to design HR frameworks, drive recruitment, ensure compliance, and build a strong organizational culture.

Key Responsibilities:

1. Talent Acquisition & Employer Branding

• Lead the full recruitment lifecycle for positions ranging from interns and entry-level employees to mid-level and senior roles across business development, content, operations, and other business functions.
• Develop and implement recruitment strategies aligned with workforce planning, business objectives, and organizational growth.
• Manage campus recruitment, internship programs, and other talent pipeline initiatives.
• Oversee job postings, candidate screening, interview coordination, offer management, and recruitment reporting.
• Strengthen the company's employer brand across LinkedIn, job boards, social media, and other relevant recruitment channels.
• Promote fair, consistent, and inclusive recruitment practices in accordance with applicable equal employment opportunity requirements.

2. HR Operations & Employee Lifecycle Management

• Manage end-to-end employee lifecycle processes, including onboarding, orientation, probationary reviews, internal transfers, employee records, and offboarding.
• Coordinate payroll processing, timekeeping, leave administration, employee benefits, and related HR activities in collaboration with payroll providers and benefits administrators, as applicable.
• Maintain accurate and confidential personnel records, employment documentation, and digital HR workflows through platforms such as Lark and other internal systems.
• Establish and maintain effective HR procedures, administrative controls, and documentation standards.
• Support the administration of applicable employee benefits, payroll tax withholding, and employment-related reporting requirements in coordination with the relevant service providers.
• Ensure efficient day-to-day HR operations and provide timely support to employees and management.

3. Performance Management & Compensation

• Develop and implement performance management frameworks, including key performance indicators (KPIs), objectives and key results (OKRs), and role-specific performance expectations.
• Establish structured performance review processes covering probationary assessments, periodic reviews, goal setting, and development planning.
• Support compensation planning, salary benchmarking, pay structures, and performance-based incentive programs.
• Promote fair, consistent, and objective compensation and performance practices, with consideration for applicable wage-and-hour, pay equity, and compensation transparency requirements.
• Advise management on performance improvement plans, employee development, recognition, and appropriate performance-related actions.
• Foster a results-oriented culture that promotes accountability, continuous improvement, and alignment with business objectives.

4. Employment Policies, Compliance & Employee Relations

• Develop, review, and maintain the Employee Handbook, HR policies, standard operating procedures, and employment documentation in line with company requirements and applicable U.S. employment laws.
• Monitor and support compliance with applicable federal, state, and local employment requirements, including equal employment opportunity, anti-discrimination and harassment prevention, wage-and-hour requirements, employee leave, workplace safety, and employment recordkeeping.
• Coordinate with management, legal counsel, payroll providers, and other relevant parties on employment matters requiring specialized guidance.
• Handle employee relations matters, workplace concerns, internal investigations, disciplinary processes, performance-related actions, and separation procedures in accordance with company policies and applicable law.
• Support the preparation and review of offer letters, employment agreements, policy acknowledgments, and other HR-related documentation.
• Maintain appropriate confidentiality and consistent handling of sensitive employee information.
• Liaise with external legal advisers, benefits providers, government agencies, and other relevant stakeholders when required.

5. Organizational Development & Employee Experience

• Support organizational design, workforce planning, headcount management, and resource allocation in line with business priorities.
• Develop and implement employee engagement, retention, recognition, and workplace culture initiatives.
• Identify opportunities to improve employee experience, internal communication, HR processes, and overall organizational effectiveness.
• Partner with management to address workforce challenges, support leadership effectiveness, and promote employee development.
• Serve as a trusted HR partner to management and employees by providing practical guidance on people management, workplace concerns, and organizational matters.
• Foster a collaborative, inclusive, accountable, and high-performance work environment.

6. Regional HR Strategy & Business Support

• Support cross-border HR operations and employment-related matters across the United States, Singapore, Hong Kong, and other markets as the business expands.
• Coordinate with local HR representatives, external advisers, and service providers to address country-specific employment requirements.
• Assist in developing scalable HR policies, processes, systems, and governance frameworks to support regional expansion.
• Support international recruitment, workforce planning, organizational integration, and HR process standardization while accounting for local legal and operational requirements.
• Participate in strategic HR initiatives, management discussions, and business planning to align people strategies with the company's growth objectives.

Job Requirements:

• Possess at least a Bachelor’s Degree in Human Resources, Business Administration, or related field
• A minimum of 4–7 years of HR experience, preferably in a startup, fast-paced business environment, or Shared Services Center (SSC).
• Strong knowledge of US labor laws and HR practices
• Experience in building HR systems and processes from scratch is a strong advantage
• Hands-on, proactive, and able to work independently
• Strong communication and stakeholder management skills
• Comfortable working in a dynamic, evolving environment
• Able to communicate well in English and Mandarin as this role requires engaging with Mandarin-speaking clients and stakeholders.

What We Offer:

• Practical experience in HR and office administration.
• Mentorship and training from experienced professionals.
• Opportunities to grow within a fast-paced, innovative company.
• Supportive and collaborative work environment.

Work Location:

4677 Old Ironsides Drive, Suite 430, Santa Clara, CA 95054