US HR Manager

AdaCore; New York (NY); On-site; USD 110,000 - 150,000; Full time

Job summary

AdaCore is seeking an HR Manager to lead US HR operations for a ~60-person US workforce within a ~200-person global org. Reports to the CHRO, balancing employee advocacy with business needs while driving people practices and risk management.

Responsibilities include business partnering, recruitment, performance management, compliance, and benefits coordination in a PE-backed, post-acquisition environment.

Qualifications

• +5 years in Human Resources Generalist / Business Partnering roles with employee relations, performance, and compliance exposure.
• Strong understanding of employment law and HR best practices.
• Ability to influence stakeholders and drive business-focused HR solutions.
• Ability to analyze complex people data, make recommendations, and drive action while balancing risk.
• Advanced data analytics skills to derive insights and business recommendations.
• Proficiency with HRIS, Excel, Google Sheets and reporting tools.

Responsibilities

• Serve as trusted advisor to managers and employees on complex people matters.
• Lead investigations, disciplinary processes, and offboarding discussions when needed.
• Own end-to-end US recruitment process and onboarding initiatives.
• Drive performance management and development programs aligned with goals.
• Oversee HR operations, compliance, benefits, payroll and data integrity.
• Partner with CHRO and global HR to drive organizational effectiveness.

Skills

HR Generalist / BPing

People data analysis

Stakeholder management

Project management

Communication

Autonomous execution

Tools

HRIS systems

Excel

Google Sheets

Job description

AdaCore: Helping Developers Build Software that Matters

Everything we do at AdaCore is centered around helping developers build safe, secure and reliable software.

For 30 years, we've partnered with global leaders in aerospace & defense, air traffic management, space, railway and financial services. We've developed tools and services simplifying high-integrity software development through a subscription-based model. As demand for secure applications grows in industries like automotive, medical, energy, and IoT, we're adapting our proven technologies to assist a new generation of developers.

Our +190 global experts based in the US, France, Germany, the UK, and Estonia, collectively develop cutting-edge technologies to address the challenges of high-grade software development.

Joining AdaCore is about joining a culture of innovation, openness, collaboration and dependability, which defines how we work together, with our customers and partners.

Role Overview

The HR Manager is a business and operational HR manager who ensures that talent, culture, and organizational practices drive business performance. Reporting directly to the CHRO, this role covers the full HR scope for a ~60-person US workforce within a ~200-person global organization operating in a PE-backed, post-acquisition environment.

The HR Manager acts as the CHRO's primary delegate in the US, translating priorities into execution, holding managers accountable to consistent people practices, and making sound HR decisions autonomously. The role requires strong analytical skills, deep knowledge of the employee lifecycle, and the judgment to balance employee advocacy with business interests while managing people-related risk. As a key member of the Global HR department, this role requires active participation in weekly team meetings, involvement in cross-functional HR projects, and close collaboration with HR colleagues to drive initiatives and foster a collaborative team environment.

Key Responsibilities

Business Partner

• Serve as a trusted advisor to managers and employees on complex people matters, guiding them through sensitive workforce decisions and organizational change.
• Challenge and coach managers to ensure people decisions are sound, consistent with company policy, and aligned with business objectives, escalating or enforcing when necessary.
• Anticipate people-related risks and opportunities, proposing practical solutions and action plans.
• Use HR and business data to identify trends, measure outcomes, and support decision-making.
• Lead investigations, conflict resolution, disciplinary processes, and employee separations, including offboarding negotiations and severance discussions when required.
• Act as a change agent to support organizational effectiveness and business transformation initiatives.

Talent Acquisition

• Own the end-to-end US recruitment process (including outside the US if need be), partnering with hiring managers to drive hiring decisions and ensure high-quality candidate experience.
• Lead onboarding and collaborate with managers and mentors to develop role-specific integration plans for new hires.

Performance & Talent Management

• Drive performance management processes that promote accountability and high performance, Identify training needs, coordinate and enact the development of programs to enhance employee skills (eg; sales training program in line with our sales goals), including training content in digital formats
• Champion programs that strengthen engagement, inclusion, and a high-performance culture aligned with company values.

HR Operations, Compliance & Benefits

• Ensure HR processes, policies, documentation, and employee handbooks are compliant, scalable, and continuously improved.
• Oversee benefits administration, vendor relationships, and renewals: leading benefits projects from stakeholder coordination through to recommendations to leadership.
• Oversee payroll operations, with the ability to process independently and supervise the responsible team member when needed.
• Maintain HRIS data integrity and support system optimization in partnership with relevant stakeholders.
• Support compensation benchmarking and pay equity reviews, providing data-driven recommendations to the CHRO.

Qualifications

• +5 years in Human Resources Generalist / Business Partnering positions, including significant exposure to employee relations, recruitment, performance management, compliance, and organizational development.
• Strong understanding of employment law and HR best practices.
• Demonstrated ability to influence stakeholders and drive business-focused HR solutions.
• Demonstrated ability to independently analyze complex people and business data, formulate recommendations, and drive action plans while balancing employee experience, business objectives, and organizational risk.
• Advanced analytical skills with the ability to transform data into actionable insights and business recommendations.
• Advanced proficiency in HRIS platforms, Excel, Google Sheets, and reporting tools.
• Strong project management, communication, and stakeholder management capabilities.
• Excellent judgment, discretion, and decision-making skills when handling sensitive matters.
• Ability to operate autonomously, maintain a high level of rigor, and execute with strong attention to detail.

What Success Looks Like

The HR Manager is a pragmatic business partner who combines business thinking with operational execution across the full HR scope. They make autonomous HR decisions on their scope, hold managers accountable to consistent people practices, and drive outcomes that serve both employees and the business. They have the judgment and credibility to challenge stakeholders when necessary, and the business acumen to know when to push and when to align. They operate as the primary HR point of contact for the US workforce while working in close coordination with the broader global HR structure.

Beyond the job

We're a global organization driven by diverse backgrounds, fostering innovation through an open exchange of ideas. We welcome applicants of all backgrounds, celebrating diversity in ethnicity, nationality, gender, age, religion, abilities, sexual orientation, veteran or marital status.

Our commitment is to help our teammates, wherever they are based, feel comfortable and satisfied, by encouraging flexibility to ensure them a healthy work-life balance. Additionally, we prioritize individual development by offering continuous training from day one with a personalized onboarding plan.

For more information about our recruitment process, visit our FAQ.