Activities:

📍Own the recruitment process; design a process that delights both candidates and hiring managers while landing top tier candidates in an efficient and scalable manner. 📍Source said candidates; Manage pipelines? Yes. Source candidates from creative places? Yes. Leverage the network of Flipside employees? Yes. 📍Expertly guide candidates and hiring managers through hiccups with ease and successfully own 5-10 requisitions at all times with ease. 📍Assess, research, and implement HR based tools - manage these projects from problem to employee adoption with little oversight. 📍Own people metrics, reporting and analytics; bring the right tools onboard to make this possible. Live and breathe the numbers and project management. Completeness and accuracy in your work is critical. 📍Track and recognize trends = suggest and implement people operations improvements based on the data. Track outcomes for improvements and help us set a new standard of excellence as we grow. 📍Enjoy communicating with the employee-body; be an expert at change management, adoption and what success looks like. 📍Development and management of an effective HR scorecard, measuring the employee experience end-to-end. Reporting and analytical strength is a must. 📍Help us tell the People story; enjoy creating communication plans, keeping leadership up to date and generally building in public. Enjoy HR Reporting / Dashboard Creation. 📍Take on special projects + grow your career: always wanted to learn state regulations and registration process? Can’t wait to get your hands dirty with FSA v. HSA? Dying to learn L&D, performance management or OD? This is probably the start up for you!

It’s a big role, so here’s a little on what you don’t need to be an expert on:

📍Payroll 📍Employee relations 📍Employment law 📍Compensation / Equity philosophies 📍Employee engagement strategies 📍Onboarding/Offboarding 📍Organizational design 📍Performance management