About the role.This is not a strategic HR leadership role. You will not be building systems, designing policies, or making decisions. Hydras Holding Group's HR infrastructure is already built by the CEO. Your job is to execute it correctly, consistently, and on time across 18 employees and 4 business entities. This role requires Day 1 competence.
About the company: You will be placed with a Wyoming-registered US private holding company managing seven active business entities across real estate acquisition, legal services, multi-service consulting, healthcare, e-commerce, mobile detailing, and home services. The company currently has 18 employees across 4 entities with defined pay rates, established onboarding protocols, a documented disciplinary ladder, and a full offboarding procedure. All HR authority rests with the President and CEO. You will be the person who makes sure every part of that system runs without the CEO having to chase it.
About the role: The HR Manager reports directly to the President and CEO. You do not have independent hiring, firing, or compensation authority — the CEO decides, you execute. Your job is to track every employee through their lifecycle, keep all documentation complete and current, coordinate onboarding and offboarding with IT and the Corporate Secretary, administer PIPs when triggered, enforce the disciplinary ladder, and make sure nothing falls through the cracks across any of the four active entities. The CEO and COO should only need to make decisions — never chase paperwork.
Role details
- Work Hours
- 8 AM to 5 PM EST
- Employment Type
- Full Time
- Minimum Experience
- 3+ Years HR Ops
- Compensation
- 175,000+/ month
- Reports To
- President and CEO
What you'll own
Onboarding Administration — Every New Hire Through All 5 Milestones
You track every new hire through Day 1, Day 3, Day 7, Day 30, and Day 90 without exception. Pre-employment docs collected before Day 1. Employee Information Sheet by Day 3. First weekly report and KPI confirmation by Day 7. Performance baseline by Day 30. Full review and role confirmation by Day 90. Nothing falls through.
Timekeeping Oversight — Every Friday by 5 PM
All hourly staff submit timesheets to their manager by Friday 5 PM. You collect, review for anomalies, and flag any discrepancies to the COO and CEO. Late timesheets, missing entries, and falsified records are all documented and escalated per protocol. You enforce this without being asked.
Time Off Management — Logged, Tracked, Enforced
You log and track all time off requests across all entities. Employees submit requests 5 business days in advance to their manager. Emergency leave requires notification before the shift starts. CEO has final override authority on all time off decisions. You make sure the process is followed and every approval or denial is documented.
Performance Review Coordination — Scheduled and Prepared
You schedule, prepare materials for, and document outcomes of every 30-day check-in, 90-day review, quarterly KPI review, and annual review across all staff. Reviews do not slip. You have them on the calendar before they are due and the materials ready before the CEO walks in.
PIP Administration — Weekly Check-ins, Day 30 Evaluations
When the CEO issues a Performance Improvement Plan, you administer the full 30-day process. Weekly check-ins coordinated and documented. Day 30 evaluation prepared. Outcomes recorded. All PIP documentation retained in the employee's personnel file permanently. You have done this before and can do it cleanly.
Disciplinary Ladder Execution — Verbal Through Termination
You execute HHG's four-step disciplinary process: verbal warning, written warning, PIP, and termination. Every step documented in writing on the same day it happens. Written warnings signed by the employee and filed permanently. You are comfortable administering this process including the conversation that comes with each step.
Offboarding Coordination — IT and HR, Within 48 Hours
Every separation follows a defined protocol. IT access revoked within 1 hour for involuntary terminations. NDA reminder letter issued same day. Final pay processed per Ohio law. COBRA notice within 5 days if applicable. All HHG property collected within 48 hours. Personnel file closed and retained. You coordinate all of this between IT and the Corporate Secretary without the CEO having to manage it.
Incident Response Coordination — People-Related Incidents
You understand HHG's four-level incident classification system (P1 through P4) and know exactly what to do at each level. P1 critical incidents escalate to the CEO immediately. P2 incidents within 1 hour. Misconduct reports documented and escalated without confronting the accused employee. Field safety incidents at M&G Detailing escalated to the CEO before any client communication.
Personnel File Maintenance — Complete, Current, Compliant
All employment records filed within 5 business days. Documentation retained for a minimum of the duration of employment plus 3 years. PIP records and written warnings retained permanently. You maintain files across all entities and can produce any record immediately when the CEO asks for it.
Policy Enforcement — Anti-Harassment, Safety, Drug and Alcohol
You enforce HHG's zero-tolerance policies across all entities. Anti-harassment violations, drug and alcohol violations at field operations, and timesheet falsification all have defined consequences. You document, escalate, and coordinate the process. You do not soften or delay.
The Authority Structure — Understand This Before You Apply
This is the most important thing about this role. All HR authority at HHG rests with the CEO — not the COO, not a department manager, not you. Hiring decisions: CEO only; you administer the process and present candidates, the CEO makes the call. Terminations: CEO only; you document performance issues and prepare paperwork, the CEO delivers the decision. Compensation changes: CEO only with written authorization; you track and recommend, the CEO sets all rates, and no verbal comp promises are binding. PIP issuance: CEO issues; you administer, track weekly check-ins, and document. Disciplinary action: CEO authorizes; you document, coordinate, and ensure the process is followed. No manager, director, or Co-Chairman may extend an offer or take any HR action without CEO approval in writing.
Who we're looking for
- Minimum 3 years in HR operations or HR management — not recruiting, not HR coordination. Actual HR operations management.
- Multi-entity or multi-location experience. Single-office HR does not prepare you for managing four entities with different teams, pay rates, and operating environments.
- Demonstrated PIP administration experience: you have issued PIPs, run weekly check-ins, evaluated outcomes, and documented every step. Required from Day 1.
- Experience executing involuntary terminations. You can coordinate a clean offboarding including IT access revocation, final pay, NDA reminders, and property collection.
- Comfortable with difficult conversations: written warnings, PIPs, termination meetings, misconduct investigations. These are part of the job.
- Documentation discipline. Everything in writing, same day, properly filed. If it is not documented it did not happen.
- Strong written English for correspondence, policy communication, and formal documentation.
- Familiarity with Ohio employment law, or genuine ability to get up to speed quickly. Most of the staff are Ohio-based.
- Full availability Monday through Friday, 8 AM to 5 PM US Eastern Time. This is a hard requirement.
- Absolute discretion. You will have access to compensation data, performance records, termination reasons, and personnel files across all entities.
What you'll get
- $1,500 per month base compensation.
- Direct working relationship with a US CEO and COO across a structured multi-entity holding company.
- Structured performance review cycle with a clear path to raises and retention bonuses.
- A fully documented HR system to work within — no ambiguity about what the process is.
- Webly Studio support throughout onboarding, client matching, and ongoing placement.
How hiring works
Apply
Submit your application through the form. Be specific about your HR experience, the types of entities you have supported, and the HR processes you have personally administered. Vague answers do not advance.
Initial Review
Our team reviews every submission. If you do not meet the minimum 3-year HR operations requirement or have never administered a PIP, you will not advance. We will let you know either way.
Webly Studio Interview
Shortlisted candidates go through a structured interview. We assess your documentation discipline, process knowledge, and how you handle difficult HR scenarios. Expect specific situation-based questions about PIPs, terminations, and multi-entity operations.
CV and Presentation
Candidates who pass the interview build a CV and a short professional presentation using our provided format. This is evaluated before you move to client matching.
Client Meeting
Qualified candidates are introduced directly to the client. This can happen with as little as 2 to 3 hours notice. You must be available during US Eastern business hours and ready to present yourself professionally on short notice.
Please don't apply if
- Do not apply if you have never administered a PIP from start to finish, including the weekly check-ins and Day 30 evaluation.
- Do not apply if you have never coordinated or documented an involuntary termination process.
- Do not apply if you want to build HR systems from scratch — HHG's systems exist and are documented; we need an executor, not an architect.
- Do not apply if you cannot articulate the difference between a verbal warning, a written warning, and a PIP in HHG's disciplinary ladder.
- Do not apply if you have no multi-entity or multi-location HR experience.
- Do not apply if you see HR as operating with its own authority independent from executive leadership.
- Do not apply if you are not comfortable with difficult conversations including misconduct investigations and termination coordination.
- Do not apply if you have no experience with timekeeping oversight or payroll coordination.
- Do not apply if you are not available full time during US Eastern business hours (8 AM to 5 PM EST) Monday through Friday.
- Note: these disqualifiers will come up in the interview.
Before you apply
- You will be introduced directly to the client with as little as 2 to 3 hours notice — be ready to present yourself professionally on short notice during US Eastern business hours.
- Setup needed: reliable laptop or desktop (Windows or Mac) able to run Google Workspace and Microsoft Teams; stable broadband (10 Mbps minimum, backup connection preferred); UPS or power backup covering full US business hours.
- Have ready a quiet, camera-ready workspace for client video calls and sensitive HR conversations.
- Performance Standards apply from Day One — these are the KPIs you are measured against, and consistent shortfalls trigger a formal review: 100% of onboarding milestones on time for every new hire; timesheets collected, reviewed, and anomalies flagged every Friday 5 PM; IT access revoked within 1 hour upon any termination decision; full offboarding checklist completed within 48 hours after every separation; CEO notified within 1 hour of any P2-or-above HR incident; all documentation filed within 5 business days after any HR action; Day 30 and Day 90 check-ins scheduled and completed for every new hire; quarterly KPI reviews scheduled and materials prepared at quarter-end for all entities; 30 days of post-separation monitoring after every departure; minimum document retention of employment + 3 years across all personnel files.