Partyhat - People & Culture Manager
Requirements
• HR Experience: 4+ years in HR or People Operations, preferably in a high-growth startup or a Web3/Tech environment. • Web3 Literacy: You must understand the basics of the space. You don’t need to be a developer, but you must be comfortable with the idea of a decentralized workforce and digital asset compensation. • Web3 Literacy: • Remote Leadership: You have a proven track record of managing culture in a company with no physical office. You know how to keep people engaged through screens and Slack. • Remote Leadership: • Emotional Intelligence: You are a master of conflict resolution and "reading the room" in a digital environment. • Emotional Intelligence: • Organizational Mastery: You are a systems-builder. You can take a chaotic process and turn it into a repeatable, scalable workflow. • Organizational Mastery: • Discretion: You will be handling sensitive data regarding compensation, performance, and legal status. Your integrity must be absolute. • Discretion: • Operational Details • Operational Details • Location: Fully Remote (Global). • Location: • Schedule: Full-time (High responsiveness required to support a 24/7 operation). • Schedule:
Responsibilities
• Culture Guarding: Maintain the "high-performance" pulse of the company. You will ensure that our 7-day-a-week, remote culture stays energized, connected, and focused on excellence. • Culture Guarding: • Onboarding & Offboarding: Design and execute a seamless onboarding experience that gets new hires (from Influencer Managers to Bookkeepers) integrated and productive in record time. • Onboarding & Offboarding: • Global Compliance: Navigate the legalities of a distributed team. You’ll work with our In-House Lawyer to manage contractor agreements and labor standards across different jurisdictions (Canada, LATAM, etc.). • Global Compliance: • Payroll Coordination: Work alongside our Web3 Bookkeeper to ensure the accurate and timely distribution of compensation, including understanding the logistics of digital asset-based payments. • Payroll Coordination: • Performance Management: Implement lightweight but effective review systems to ensure that our "Potential over Pedigree" hires are hitting their KPIs and growing with the company. • Performance Management: • Internal Communication: Act as the primary point of contact for team health. You are the "fixer" for internal friction and the bridge between the leadership and the front-line staff. • Internal Communication:
Benefits
• Build from Scratch: You will have the autonomy to build the HR department from the ground up, implementing the tools and philosophies you believe in. • Build from Scratch: • Frontier HR: Manage the complexities of the new economy, dealing with Web3, global remote work, and non-traditional schedules. • Frontier HR: • Direct Impact: In this company, HR isn't a "back-office" function; it is a core driver of our growth and success. • Direct Impact:
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