Role Overview: 

Provate is seeking an experienced HR Manager – US Operations to build, manage, and scale end-to-end HR functions for our US operations. This role will be instrumental in establishing compliant HR foundations, supporting a mixed workforce of employees and contractors, and partnering with leadership to enable sustainable growth.
The ideal candidate brings hands-on experience across US HR operations, employment compliance, and immigration coordination, is comfortable operating independently in a lean environment, and can work effectively with global and distributed teams.

Key Responsibilities:

US HR Operations & Compliance

• Build and manage end-to-end HR operations for US-based employees, including onboarding, offboarding, and full employee lifecycle management
• Ensure compliance with US federal, state, and local employment laws, regulations, and internal HR policies
• Maintain accurate employee records, HR documentation, and compliance files in accordance with audit and regulatory requirements

Immigration & Work Authorization Support

• Partner with external immigration counsel to support H-1B, amendments, extensions, transfers, and related processes
• Manage I-9 compliance, Public Access Files (PAFs), and ongoing audit readiness
• Serve as the internal point of coordination between employees, leadership, and immigration vendors

Contractor & Vendor Management

• Manage HR aspects of US-based contractors and consultants, including classification (W-2 vs 1099), onboarding, offboarding, and compliance
• Coordinate with external vendors for payroll, benefits administration, immigration services, and HR tooling
• Ensure vendor processes, SLAs, and documentation align with compliance and business needs

Employee Relations & Advisory

• Serve as the primary point of contact for employee relations, addressing concerns with professionalism, discretion, and consistency
• Act as a trusted HR advisor to managers and employees across the US organization
• Partner with leadership on performance management, employee engagement, and retention initiatives

HR Function Setup & Scaling

• Establish and evolve foundational HR processes, policies, and documentation, including employee handbooks, SOPs, and compliance frameworks
• Support workforce planning, policy updates, and HR initiatives aligned with organizational growth
• Collaborate closely with global HR and leadership teams to ensure alignment across regions

Required Skills & Experience:

• 5+ years of progressive experience in Human Resources with a strong focus on US HR operations
• Solid knowledge of US employment laws, HR compliance, and best practices
• Hands-on experience working with employment-based immigration processes in partnership with legal counsel
• Proven ability to independently manage HR operations in a lean or growing organization
• Strong communication, interpersonal, and stakeholder-management skills
• Experience working with distributed and global teams
• Bachelor’s degree in Human Resources, Business Administration, or a related field

Preferred Experience

• Experience supporting HR operations in a services, consulting, or technology organization
• Experience managing a workforce that includes both full-time employees and contractors
• Prior experience building or scaling HR functions for a growing US entity

Work Location & Schedule
This role is primarily onsite at our US office, with flexibility for a hybrid schedule as business needs require. Occasional onsite presence is expected to support employee engagement, compliance activities, and collaboration with leadership.

Why Join Provate

• Opportunity to build and shape US HR operations from the ground up
• High ownership and visibility in a growing organization
• Direct partnership with leadership on people, compliance, and growth initiatives
• Exposure to global teams and cross-functional collaboration.

Important: This role is open only to candidates who are U.S. citizens or lawful permanent residents (Green Card holders). Candidates requiring H-1B, Green Card, or any other form of employment-based sponsorship now or in the future will not be considered.