US HR Manager

+5 years in Human Resources Generalist / Business Partnering positions

Ada Core:
Helping Developers Build Software that Matters

Everything we do at Ada Core is centered around helping developers build safe, secure and reliable software.

For 30 years, we've partnered with global leaders in aerospace & defense, air traffic management, space, railway and financial services. We've developed tools and services simplifying high-integrity software development through a subscription-based model. As demand for secure applications grows in industries like automotive, medical, energy, and IoT, we're adapting our proven technologies to assist a new generation of developers.

Our +190 global experts based in the US, France, Germany, the UK, and Estonia, collectively develop cutting-edge technologies to address the challenges of high-grade software development.

Joining Ada Core is about joining a culture of innovation, openness, collaboration and dependability, which defines how we work together, with our customers and partners.

The HR Manager is a business and operational HR manager who ensures that talent, culture, and organizational practices drive business performance. Reporting directly to the CHRO, this role covers the full HR scope for a ~60-person US workforce within a ~200-person global organization operating in a PE-backed, post-acquisition environment.

The HR Manager acts as the CHRO's primary delegate in the US, translating priorities into execution, holding managers accountable to consistent people practices, and making sound HR decisions autonomously. The role requires strong analytical skills, deep knowledge of the employee lifecycle, and the judgment to balance employee advocacy with business interests while managing people-related risk. As a key member of the Global HR department, this role requires active participation in weekly team meetings, involvement in cross-functional HR projects, and close collaboration with HR colleagues to drive initiatives and foster a collaborative team environment.

• Serve as a trusted advisor to managers and employees on complex people matters, guiding them through sensitive workforce decisions and organizational change.
• Challenge and coach managers to ensure people decisions are sound, consistent with company policy, and aligned with business objectives, escalating or enforcing when necessary.
• Anticipate people-related risks and opportunities, proposing practical solutions and action plans.
• Use HR and business data to identify trends, measure outcomes, and support decision-making.
• Lead investigations, conflict resolution, disciplinary processes, and employee separations, including offboarding negotiations and severance discussions when required.
• Act as a change agent to support organizational effectiveness and business transformation initiatives.

• Own the end-to-end US recruitment process (including outside the US if need be), partnering with hiring managers to drive hiring decisions and ensure high-quality candidate experience.
• Lead onboarding and collaborate with managers and mentors to develop role-specific integration plans for new hires.

• Drive performance management processes that promote accountability and high performance, Identify training needs, coordinate and enact the development of programs to enhance employee skills (eg; sales training program in line with our sales goals), including training content in digital formats
• Champion programs that strengthen engagement, inclusion, and a high-performance culture aligned with company values.

• Ensure HR processes, policies, documentation, and employee handbooks are compliant, scalable, and continuously improved.
• Oversee benefits administration, vendor relationships, and renewals: leading benefits projects from stakeholder coordination through to recommendations to leadership.
• Oversee payroll operations, with the ability to process independently and supervise the responsible team member when needed.
• Maintain HRIS data integrity and support system optimization in partnership with relevant stakeholders.
• Support compensation benchmarking and pay equity reviews, providing data-driven recommendations to the CHRO.

• +5 years in Human Resources Generalist / Business Partnering positions, including significant exposure to employee relations, recruitment, performance management, compliance, and organizational…