US Job Finders is searching for a:

HR Manager – Nearshore & Offshore Staffing (Remote)

Location: Remote (U.S. Eastern Time Zone)

Employment Type: Part-Time to start, with the opportunity to move to Full-Time

Experience Required: 5+ years of HR experience, including onboarding/offboarding, employee relations and conflict resolution

Reports To: Founders

Language Requirement: Excellent written and spoken English (Spanish a plus)

About the Role

US Job Finders is seeking a professional, people-focused and highly organized HR Manager to support a fast-growing U.S.-based nearshore and offshore staffing company. The company places remote contractors from around the world with U.S. businesses, and this role is the HR backbone for that relationship. You will take care of the contractors we place and the clients they work for.

You will manage the full contractor lifecycle: onboarding and offboarding, initiating and following up on contracts, and running the introduction between each new contractor and their client. You will also be the go-to person for HR questions from contractors and clients, and you will handle concerns, complaints and conflicts between them. Sometimes that means leading calls with both the client and the contractor to resolve an issue fairly and professionally.

The ideal candidate is calm, neutral and confident in difficult conversations, and excellent at follow-through. You can build trust with contractors while keeping clients happy, and you know that a smooth start, regular check-ins and fast issue resolution are what keep placements successful long term.

Key Responsibilities

Contractor Onboarding

• Manage the full onboarding process for every newly placed contractor, from accepted offer to first day

• Collect and verify required onboarding documents, identification and contractor information

• Coordinate with Finance so contractor payment and tax information (for example, W-8BEN forms) is complete before the start date

• Confirm contractors meet work-setup requirements, such as equipment, internet reliability and backup connectivity, when applicable

• Give new contractors a clear orientation on company policies, expectations, schedules, time-off procedures and how to get support

• Track onboarding progress and make sure no step is missed before the start date

Client & Contractor Introductions

• Arrange and lead initial onboarding introductions between each new contractor and their client

• Align both sides on expectations: schedule, time zone, communication tools, reporting lines, responsibilities and first-week priorities

• Follow up after the first day, first week and first 30 days to confirm the placement is off to a strong start

• Spot early warning signs and step in before small issues turn into larger problems

Contract Management

• Initiate contractor agreements and send them for e-signature

• Follow up to make sure every contract is signed, returned and properly filed before work begins

• Maintain an organized contract tracker with status, renewal and key dates for every contractor

HR Support for Contractors & Clients

• Serve as the main point of contact for HR-related questions from contractors and clients

• Answer questions about policies, schedules, holidays, time off, conduct expectations and contract terms

• Route payment and invoicing questions to Finance and follow up until they are resolved

• Coordinate time-off requests and coverage plans with clients

• Respond to every inquiry promptly, professionally and with clear next steps

Employee Relations, Complaints & Conflict Resolution

• Receive and handle HR complaints and concerns from contractors or clients

• Investigate issues fairly by gathering facts from all parties and documenting findings

• Lead mediation calls with the client and the contractor, together or separately, to resolve conflicts and agree on next steps

• Address performance, attendance, communication and conduct concerns raised by clients

• Coach contractors on expectations and create improvement plans when needed

• Escalate serious or sensitive matters to the founders with clear documentation and recommendations

• Keep accurate, confidential records of all complaints, conversations and outcomes

Contractor Offboarding

• Manage the full offboarding process when a placement ends, whether by client request, contractor resignation or replacement

• Communicate professionally with both parties about notice periods, end dates and transition plans

• Coordinate final payments with Finance and make sure all obligations are closed out

• Confirm system and account access is removed and company or client materials are returned

• Conduct exit interviews to understand why placements end and capture lessons learned

• Coordinate with the Recruiting team when a client needs a replacement contractor

Contractor Engagement & Retention

• Hold regular check-ins with contractors to gauge satisfaction, workload and engagement

• Gather client feedback on contractor performance and share it constructively

• Support recognition efforts such as client-approved bonuses, milestones and anniversaries

• Find retention risks early and work to keep successful placements in place

HR Operations, Policies & Reporting

• Maintain accurate, organized and confidential contractor records in the company's HR systems

• Develop, update and communicate HR policies, the contractor handbook and standard operating procedures

• Track and report key HR metrics, such as onboarding time, active contractors, retention, turnover and reasons placements end

• Find ways to improve and automate HR processes as the company grows

• Partner closely with Recruiting, Finance and the founders to keep the contractor experience consistent

Required Skills & Qualifications

• 5+ years of HR experience (HR Manager, HR Generalist, HR Business Partner or similar)

• Hands-on experience managing onboarding and offboarding processes

• Proven experience in employee relations, including investigating complaints and resolving conflicts

• Comfortable leading difficult conversations and mediation calls with multiple parties

• Experience preparing, sending and tracking contracts and HR documentation

• Excellent written and spoken English, with a professional, confident presence with U.S.-based clients

• Strong customer service mindset toward both contractors and clients

• Calm, neutral and fair under pressure, with sound judgment and emotional intelligence

• Highly organized, with excellent follow-up and attention to detail

• Strict confidentiality and discretion with sensitive personal and business information

• Comfortable with Google Workspace, e-signature tools and HR or tracking systems

• Self-directed and able to manage many open items without supervision

• Available to work during U.S. Eastern Time (EST) business hours

Nice to Have

• Experience in a staffing, recruiting, EOR, PEO or BPO company

• Experience supporting nearshore or offshore workforces, especially in Latin America

• Fluency in Spanish

• Understanding of independent contractor relationships and classification

• HR certification such as SHRM-CP, PHR or equivalent

• Bachelor's degree in Human Resources, Business, Psychology or a related field

• Experience with HRIS, ATS or CRM platforms

• Experience building HR policies, handbooks or SOPs from scratch

Technology & Systems

• E-signature tools (for example, DocuSign, PandaDoc or similar)

• ATS for contractor records

• Google Workspace

• Video conferencing (Google Meet)

• Communication tools such as Google Chat

Working Hours

Part-Time to Start – U.S. Eastern Time (EST) business hours

This is a 100% remote position that starts part-time, with the opportunity to move to full-time as the company grows and the role expands.

What We Offer

• Competitive compensation based on experience

• 100% remote work environment

• A long-term role with a growing U.S.-based company

• Direct partnership with the founders and the chance to shape the HR function

• Exposure to a wide range of U.S. clients and remote professionals

• Room to grow as the company and its contractor base expand

What Success Looks Like

• Every new contractor is fully onboarded, with signed contracts and complete documentation, before day one

• Client and contractor introductions are smooth, and both sides start with clear expectations

• No contract goes unsigned or unfiled, and every amendment is tracked

• Contractors and clients get fast, clear answers to their HR questions

• Complaints and conflicts are handled quickly, fairly and professionally, with thorough documentation

• Issues are caught early through check-ins, before they put placements at risk

• Offboarding is orderly and professional, and replacements are coordinated quickly

• Contractor retention and client satisfaction improve over time

• The founders spend less time on HR issues and can rely on you to handle them