HR Operations & People Leadership
Location: Remote – Ohio
Employment Type: Full-Time
Reports To: Executive Leadership
About the Opportunity
Mysti's is seeking a highly motivated, hands-on Human Resources Manager to take ownership of our HR operations and help build a strong, accountable, scalable people infrastructure.
This is not a maintenance-only HR position.
We are looking for a builder, problem-solver, and operator.
The successful candidate will be comfortable walking into an evolving organization, identifying what needs improvement, developing solutions, creating systems, and implementing those systems across the organization.
You should be someone who doesn't need to be given a step-by-step checklist every morning. Leadership will establish priorities and expectations, but you will be expected to create, execute, follow through, and bring solutions to the table.
What You'll Own: HR Operations & Infrastructure
- Evaluate existing HR processes and identify gaps.
- Build, improve, and document HR systems, workflows, policies, and procedures.
- Create standardized HR forms, templates, checklists, and documentation.
- Maintain accurate and organized employee records.
- Manage HR workflows through Gusto and other company systems.
- Develop scalable processes that can support organizational growth.
- Establish HR calendars, deadlines, reporting systems, and accountability measures.
Recruiting & Hiring
- Manage full-cycle recruiting.
- Develop and improve job descriptions.
- Post positions and manage recruiting platforms.
- Source and screen candidates.
- Coordinate and conduct interviews.
- Develop structured interview and candidate evaluation processes.
- Improve hiring speed and candidate quality.
- Manage offers, pre-employment requirements, and new-hire documentation.
- Track recruiting metrics and hiring needs.
Onboarding & Offboarding
- Build and manage a consistent onboarding process.
- Ensure new employees complete required paperwork and training.
- Coordinate orientation with managers.
- Establish 30-, 60-, and 90-day employee checkpoints.
- Manage employee separations and offboarding.
- Maintain complete documentation throughout the employee lifecycle.
Employee Relations
- Serve as a primary HR resource for employees and managers.
- Address workplace concerns professionally and promptly.
- Conduct and document employee-relations investigations.
- Coach managers on performance and employee issues.
- Manage corrective-action processes.
- Assist leadership with disciplinary actions and terminations.
- Identify recurring workplace issues and recommend solutions.
Performance & Accountability
- Build and administer performance-management systems.
- Establish performance-review processes and schedules.
- Help managers create measurable expectations for employees.
- Track performance improvement plans and corrective actions.
- Develop accountability systems for managers and employees.
- Identify performance trends and report concerns to leadership.
Policies & Compliance
- Maintain and improve employee handbooks, HR policies, and procedures.
- Help ensure compliance with applicable federal and state employment requirements.
- Coordinate required employment notices, documentation, and training.
- Maintain confidentiality of employee and organizational information.
- Work with outside HR/legal resources when specialized guidance is required.
Experience supporting California employees or multi-state organizations is strongly preferred.
Training & Management Development
- Develop HR-related training for supervisors and managers.
- Coach managers on documentation, communication, accountability, and employee relations.
- Help strengthen management practices throughout the organization.
- Identify recurring management issues and develop practical solutions.
HR Reporting
Develop and maintain HR dashboards and reports covering areas such as:
- Headcount
- Open positions
- Time-to-hire
- Turnover
- Attendance
- Employee relations
- Corrective actions
- Training completion
- Performance reviews
- Onboarding
- Employee retention
Leadership should not have to ask repeatedly for basic HR information. The HR Manager will be expected to establish systems that make important information readily available.
Who We're Looking For
We're looking for someone who can build, not simply maintain.
The ideal candidate:
- Has approximately 5+ years of progressive HR experience.
- Has previously worked as an HR Manager, Senior HR Generalist, HR Business Partner, People Operations Manager, or similar position.
- Has experience creating or significantly improving HR systems and processes.
- Has strong employee-relations experience.
- Has experience handling difficult employee and management situations.
- Can independently research problems and recommend solutions.
- Is highly organized and comfortable managing multiple priorities.
- Has excellent written documentation skills.
- Is confident communicating with employees, managers, and executives.
- Is comfortable holding people accountable.
- Understands that HR must balance employee support, organizational needs, compliance, and performance.
- Is comfortable working in a fast-moving organization where systems continue to evolve.
- Can operate effectively in a remote environment.
Preferred Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field.
- SHRM-CP, SHRM-SCP, PHR, or SPHR.
- Multi-state HR experience.
- California employment experience.
- Experience with Gusto.
- Experience working in healthcare, behavioral health, social services, nonprofit, government contracting, or another regulated environment.
- Experience helping an organization scale.
What Success Looks Like
Within your first 90 days, we expect you to:
- Assess the existing HR operation and identify major gaps and risks.
- Present leadership with a prioritized HR improvement plan.
- Organize and standardize critical HR processes.
- Strengthen recruiting and onboarding.
- Establish clear employee-relations and corrective-action workflows.
- Implement HR tracking and reporting.
- Improve communication and accountability between HR and managers.
- Develop a roadmap for the next 6–12 months.
Our Ideal HR Manager
You see a broken process and fix it.
You see that a process doesn't exist and build it.
You notice a recurring management problem and develop a solution.
You don't wait for leadership to discover every HR issue. You identify problems, investigate them, develop recommendations, and bring leadership a proposed path forward.
We're looking for someone who wants the opportunity to take ownership of an HR function and help build something stronger.
If you're ready for that level of responsibility, we'd like to hear from you.
Pay: $60,354.55 - $70,093.65 per year
Benefits:
- 401(k) matching
- Life insurance
Work Location: Remote
