HR Manager

About Dialpad

Dialpad is the leading AI‑powered customer communications platform, transforming how businesses communicate with their customers. More than 50,000 companies around the globe — including Netflix, RE/MAX, Uber, Randstad, and Tractor Supply — rely on Dialpad to build stronger customer connections using real‑time, AI‑driven insights. Visit  to learn more.

At Dialpad, you’ll be part of a collaborative team working toward our shared mission of making our customers and their employees wildly successful. We believe that every conversation matters, and we’re elevating each one with a platform that drives real‑time insights and automation for our customers.

We thrive on continuous evolution, where every employee leverages industry‑leading AI to constantly refine our platform and our own skills. We seek individuals who not only meet our high standards but go beyond them. Our ambition is significant, and achieving it requires a team that operates at the highest level. We look for individuals who are not just ambitious but who also possess the traits that are fundamental to our success:
Scrappy, Curious, Optimistic, Persistent, and Empathetic.

As an HR Manager, you will partner closely with leaders to design and implement effective people strategies that enable employees and teams to perform at their best. You will build trusted relationships across the organization, serving as a strategic and operational advisor while helping to scale a high‑performing, engaged workforce.

You will collaborate with HR colleagues and business leaders to deliver programs and practices that support organizational growth, employee development, and operational excellence.

This position reports to our VP, People & Total Rewards, and has the opportunity to be based in our Denver or Tempe Office. This role requires working from Dialpad’s office 2‑3 days per week. Additional in‑office time may be needed for specific projects or events.

• Build strong relationships and become a trusted advisor to business leaders and managers.
• Support employees by providing HR guidance on policies and procedures when appropriate.
• Partner with managers and employees to understand employee relations challenges and facilitate resolution.
• Work with assigned organizations and leaders to ensure HR initiatives are well understood and implemented.
• Provide day‑to‑day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, etc.).
• Partner with People Experience teams (i.e., Talent Acquisition, Learning & Development, Total Rewards, People Operations) to develop and implement talent management and employee engagement programs, including conducting training sessions.
• Partner with the business to facilitate talent reviews focused on employee growth and development and organizational health priorities.
• Provide compensation guidance to leaders for salary actions, including the annual salary review, promotions, and job re‑leveling situations.
• Analyze, manage, and administer US employee benefits programs, including health benefits, perks, and wellness.
• Develop, manage, and improve key HR processes and workflows to keep our organization running smoothly.
• Provide HR guidance to colleagues, leaders, and employees on US employment practices, regulations, and policies and procedures when appropriate.
• Draft new policies or update current policies and the handbook based on changes to US employment regulations.
• Develop an understanding of key business objectives (OKRs), key performance indicators, and analyze trends (retention and engagement) to inform better programs and policies for local leaders.
• Contribute to various cross‑team and/or cross‑organizational HR projects.

• Bachelor’s degree or equivalent work experience.
• 8+ years of progressive HR experience with specific expertise in compliance, US labor laws, performance management, compensation guidance, and employee relations.
• Strong knowledge of US legal requirements related to the day‑to‑day management of employees, employee relations, reducing legal risks, and ensuring labor and regulatory compliance.
• Expe…