HR Manager – AI focused

Strategic People Leadership

• Develop and execute people strategies aligned with 500 Designs’ mission, growth goals, and culture.
• Partner with leadership to strengthen organizational design, team health, retention, and performance.
• Help shape a people first, high accountability, high trust culture across a fully remote agency environment.
• Build scalable HR systems and processes that support growth without adding unnecessary complexity.

 

AI and HR Systems Innovation

• Identify opportunities to use AI, automation, and internal tools to improve HR team efficiency and employee experience.
• Design, build, test, and optimize AI agents or AI powered workflows for key HR functions such as onboarding, employee questions, documentation, recruiting coordination, reporting, learning support, and performance workflows.
• Partner with operations and leadership to integrate AI tools into HR processes in a practical, secure, and compliant way.
• Create documentation, prompts, SOPs, and workflows that make HR knowledge easier to access and execute.
• Continuously evaluate new tools, platforms, and automations that can help the People team move faster and work smarter.

 

Employee Experience and Engagement

• Champion a positive and engaging employee experience across the full employee lifecycle.
• Support initiatives that improve engagement, retention, communication, recognition, and culture.
• Address employee concerns, conflicts, and sensitive matters with professionalism, empathy, and sound judgment.
• Help managers and teams build stronger communication, collaboration, and accountability habits.

 

Compliance, Policies, and Employee Relations

• Review, update, and improve HR policies, handbooks, and internal procedures.
• Ensure compliance with applicable labor laws, regulations, and company policies.
• Manage employee relations matters fairly and consistently, including performance concerns, investigations, and disciplinary processes when needed.
• Maintain accurate HR documentation and support a compliant, well organized People Operations function.

 

Talent Acquisition and Hiring Operations

• Oversee and improve the hiring process from job posting through candidate selection.
• Partner with recruiting and hiring managers to create a strong candidate experience.
• Build more efficient hiring workflows through automation, templates, AI support, and process improvement.
• Help attract top talent by strengthening employer branding, role clarity, and selection practices.

 

Performance, Learning, and Growth

• Support performance management systems, manager coaching, and goal setting across the company.
• Help drive consistent feedback, accountability, and development conversations.
• Create or improve training, onboarding, and enablement programs for employees and managers.
• Support career development and succession planning efforts as the company grows.

 

Compensation, Benefits, and People Analytics

• Support benefits administration and annual enrollment processes.
• Analyze compensation benchmarks and people data to help ensure competitive and equitable practices.
• Build dashboards, reports, and insights that help leadership make better people decisions.
• Use HR metrics and AI enabled reporting to track key KPIs and improve People team effectiveness.

 

Team Leadership

• Lead and develop members of the HR and People Operations team.
• Foster a collaborative, solutions oriented, and high performance team culture.
• Serve as a strategic partner while remaining hands on in execution.