Human Resources Manager

Hexin Technology Inc. provided pay range

This range is provided by Hexin Technology Inc.. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

Base pay range

$55,000.00/yr - $75,000.00/yr

About the Company

Hexin Technology Inc. is a fast growing, multi state organization operating across e-commerce, logistics, and digital commerce, with U.S. operations spanning corporate offices, warehouses, and live-commerce teams. We are seeking an experienced HR Manager to lead U.S. people operations, support rapid expansion, and ensure scalable, compliant, and business aligned HR practices across multiple jurisdictions.

About the Role

This role serves as the HR Manager for U.S. operations, responsible for end-to-end people operations, compliance, and workforce strategy. The ideal candidate is highly operational, detail-oriented, and comfortable operating in a fast-paced, growth-stage environment with both corporate and warehouse-based teams. This individual will work closely with senior leadership, operations, finance, and legal stakeholders to build and maintain a compliant, efficient, and people-centered HR infrastructure.

Responsibilities

HR Business Partnership & Strategy

• Act as a trusted HR advisor to U.S. leadership on workforce planning, organizational design, employee relations, and performance management.
• Translate business objectives into practical HR strategies that support growth, productivity, and risk mitigation.
• Partner with managers to address performance issues, conduct investigations, and manage corrective action while minimizing legal exposure.

Multi-State Compliance & Risk Management

• Own HR compliance across multiple U.S. states, including but not limited to California, New York, Texas, Florida, Virginia, New Jersey, and Illinois.
• Ensure adherence to federal, state, and local labor laws (wage and hour, leave laws, pay transparency, termination requirements, postings, and recordkeeping).
• Support unemployment claims, audits, and government inquiries; draft response letters and documentation as needed.

Policies, SOPs & Process Design

• Develop, update, and maintain HR policies, employee handbooks, and SOPs (onboarding, offboarding, performance management, discipline, promotions).
• Standardize HR processes across locations while allowing for state-specific legal variations.
• Design and implement scalable workflows to support company growth and operational efficiency.

Talent Acquisition & Workforce Transitions

• Oversee full-cycle recruitment for corporate, creative, live-streaming, and warehouse roles.
• Support workforce structure changes, including 1099 to W-2 transitions, compensation model adjustments (hourly, commission-based, hybrid), and role reclassification.
• Partner with hiring managers to draft job descriptions aligned with business and compliance needs.

Compensation, Benefits & Payroll Support

• Support compensation benchmarking and pay structure design across multiple locations.
• Lead benefit broker negotiations and annual renewals; support benefits administration and employee education.
• Partner with payroll providers (e.g., ADP) to ensure accurate payroll processing, audits, and reporting.

Employee Relations & Performance Management

• Manage employee relations matters from intake through resolution, including documentation and leadership guidance.
• Design and administer performance management frameworks, evaluations, and improvement plans.
• Coach managers on effective people management and compliance-aligned decision-making.

Contracts, Agreements & Documentation

• Draft, review, and manage employment-related agreements, including offer letters, independent contractor agreements, consent and release forms, and policy acknowledgments.
• Partner with legal counsel on contract language, termination provisions, and risk assessment.
• Maintain organized and audit-ready employee records.

Cross-Functional & International Collaboration

• Collaborate with parent company or international stakeholders to align U.S. HR practices with global standards while maintaining local compliance.
• Serve as the U.S. point of contact for HR-related operational expansion, including opening new offices or…