Head of HR / People

Beryllium is seeking a hands-on Head of HR (Remote position) to lead the employee experience and build the people practices that support a growing cybersecurity and SaaS business. This role will partner with leadership and managers to attract talent, strengthen employee performance, support a healthy workplace, and deliver reliable HR operations.

This opportunity is designed for a mid-career HR professional ready to take broad ownership of the people function. The ideal candidate combines sound judgment and business awareness with a willingness to personally execute the work, from advising a manager through a difficult conversation to improving onboarding, administering benefits, and maintaining accurate employee records.

The Head of HR will be both a trusted resource for employees and a practical partner to management. Success means creating clear, consistent, and scalable processes without adding unnecessary bureaucracy.

Key responsibilities

People leadership and workforce planning

· People priorities: Develop and execute a practical people roadmap aligned with Beryllium’s business goals, staffing needs, and approved budget.

Leadership partnership: Advise leaders on organizational structure, role clarity, workforce needs, employee issues, and the people implications of business decisions.

· Headcount planning: Partner with Finance and department leaders on hiring plans, personnel costs, and staffing priorities.

· Policy ownership: Maintain clear, accessible policies and an employee handbook that reflect company practices and applicable requirements, with legal guidance where needed.

Recruiting, onboarding, and employee transitions

· Recruiting execution: Coordinate the hiring process from position definition and job postings through candidate screening, interviews, references, and offers; engage external recruiting resources when approved.

· Hiring manager support: Help managers define requirements, evaluate candidates consistently, and make timely, well-supported hiring decisions.

· Onboarding: Own a structured onboarding process that prepares employees for their roles and coordinates documentation, orientation, training, and manager check-ins.

· Employee transitions: Manage internal changes and offboarding, coordinating with managers, Finance, IT, and Security to complete required actions accurately and on time.

Employee relations, culture, and manager support

· Employee guidance: Serve as an approachable, responsive point of contact for employee questions and concerns while handling sensitive information with discretion.

· Employee relations: Address workplace concerns fairly and consistently, document matters appropriately, and involve leadership or counsel when needed.

· Manager coaching: Help managers deliver feedback, resolve conflicts, set expectations, document performance concerns, and navigate difficult conversations.

· Employee engagement: Gather employee feedback, identify recurring issues, and coordinate practical improvements that reinforce trust, accountability, and collaboration.

Performance, development, and compensation

· Performance management: Establish a straightforward cadence for goal setting, feedback, performance reviews, and development planning.

Talent development: Identify development needs and coordinate cost-conscious learning opportunities, manager resources, and career conversations.

· Compensation support: Partner with leadership and Finance on salary decisions, compensation consistency, bonus administration, and annual review processes.

· Retention: Identify avoidable sources of turnover and recommend actions based on employee feedback, exit themes, and business needs.

HR operations, benefits, and compliance

· HR administration: Maintain accurate employee records, HR systems, personnel documentation, and a dependable calendar of recurring HR activities.

· Payroll coordination: Provide timely, accurate employee changes and payroll inputs; clarify responsibilities and resolve discrepancies with Finance and payroll providers.

· Benefits administration: Coordinate enrollment, employee communications, renewals, and issue resolution with benefits providers and brokers.

· Employment compliance: Coordinate applicable employment documentation, leave and accommodation processes, required training, and policy administration; seek qualified guidance on complex issues.

Security partnership: Work with IT and Security on personnel-related screening, confidentiality acknowledgments, training records, and joiner/mover/leaver processes. HR owns people-process execution and records, while technical security and regulatory interpretation remain with the appropriate specialists.

· People reporting: Provide concise reporting on headcount, hiring progress, turnover, onboarding completion, and other agreed measures, with recommendations for action

Qualifications

Required experience and capabilities

· HR breadth: Typically five to eight years of progressive HR experience, or comparable experience demonstrating readiness to own a broad people function.

· Hands-on ownership: Experience as an HR Manager, People Operations Manager, senior HR generalist, or similar role with meaningful responsibility across multiple HR disciplines.

Employee relations: Demonstrated judgment in handling sensitive employee matters, coaching managers, and maintaining appropriate documentation and confidentiality.

· Operational capability: Experience with recruiting, onboarding, benefits administration, performance management, and HR systems.

· Employment practices: Working knowledge of U.S. employment practices and the ability to recognize when specialist or legal guidance is necessary.

· Execution and communication: Strong organization, follow-through, written communication, and interpersonal skills; comfortable balancing employee support with business needs.

· Certification commitment: Current SHRM-CP certification, or willingness and ability to obtain the credential within six months of employment.

· Education: Bachelor’s degree in human resources, business, or a related field, or equivalent practical experience.

Preferred background

· Business environment: Experience in a growing SaaS, technology, cybersecurity, or professional services company.

· Lean-team experience: Success operating in a small HR team or as the primary HR resource, including effective use of outside providers.

· Distributed workforce: Experience supporting remote employees or employees across multiple U.S. states.

· Process improvement: A record of introducing useful HR practices, improving systems, or simplifying inconsistent workflows.

· Security awareness: Familiarity with confidential information handling and personnel processes in a security-conscious or regulated environment.