Note: The job is a remote job and is open to candidates in USA. Fortitude Mining is an institutional-scale, vertically integrated venture mining platform operating across the Proof-of-Work ecosystem and anchored in Zcash. The Human Resources Manager will run the day-to-day HR function, support operations as an HR business partner, maintain HR processes and systems, coordinate recruiting and onboarding, and support employee engagement and talent programs. The role also serves as the CHRO’s operational partner on cross-functional projects as the company scales.
Responsibilities
- Serve as the first point of contact for day-to-day employee support — answering questions, resolving routine and moderately complex employee relations matters, and escalating to the CHRO where appropriate
- Act as the HR business partner to the operations department, where the largest share of this role's support sits — building trusted, credible relationships with site managers and the VP of Operations
- Partner with site managers and the VP of Operations on staffing, scheduling, attendance, performance, safety culture, and employee relations matters, providing practical, on-the-ground HR support
- Build a regular cadence of in-person time at the mining and repair operations site to stay connected to that workforce's specific needs and day-to-day realities
- Help document and maintain HR SOPs and process maps across payroll, onboarding/offboarding, leave, benefits, and data management
- Support and help maintain HR controls and approval workflows for data changes, pay changes, and access provisioning, with clear segregation of duties and auditable trails
- Identify process gaps and inefficiencies and help drive continuous improvement — standardizing, streamlining, and automating manual work as the Company
- Own HR policy administration and the employee handbook, keeping documentation current, consistent, and compliant across jurisdictions
- Support the year-end performance management process, including the merit cycle — coordinating timelines, manager communications, and documentation
- Maintain the HRIS as the single source of truth for headcount, org structure, compensation records, and employee data — keeping it accurate and up to date through regular audits
- Run and maintain recurring reports and dashboards (headcount, turnover, time-to-fill)
- Work closely with the Company's PEO (TriNet) on HR operations matters spanning payroll, reporting, leaves, and compliance — understanding the applicable rules well enough to navigate them, preparing employee communications, and working leave and compliance matters through to resolution
- Support workers' compensation administration and incident documentation for the mining site and repair operations, coordinating with site supervisors and the insurance broker
- Own the administrative side of recruiting in Greenhouse — job postings, interview scheduling, candidate communication, offer letters, and background checks
- Partner with hiring managers and outside staffing agencies to move roles from intake through offer across both corporate/remote roles and site-based mining and repair operations roles
- Interview candidates alongside hiring managers and make sure the right process, tools, and templates are in place to support the Company's talent acquisition goals
- Run onboarding in Greenhouse for new hires, including site-specific requirements such as certifications and safety training
- Serve as the frontline point of contact for benefits questions and open enrollment administration
- Support rollout of company-wide programs and policies
- Help design and run employee engagement initiatives — engagement surveys, feedback loops, recognition programs, and follow-up action planning — and track engagement trends over time
- Help execute our core talent programs as the function matures: the onboarding experience, a performance-review cadence, simple career frameworks, and manager enablement
- Serve as the CHRO's operational right hand on cross-functional projects — translating decisions on compensation, equity, and governance into executable plans, timelines, and clean rollouts
- Support company-wide policy rollouts, attestations, and compliance training logistics
- Support with preparing data and executive-ready HR materials for board presentations and managing the logistics behind them
- Support HR vendors and systems — TriNet (PEO), Greenhouse (ATS), HRIS, benefits brokers, background-check providers, and other HR vendors — including SLAs, renewals, and issue resolution
Skills
- 7+ years of progressive HR experience across HR operations, compliance, employment law, and HRIS/payroll work, ideally including multi-state and a mix of exempt and non-exempt populations
- Experience as an HR business partner or supporting a business unit or department from a partnership perspective — building relationships with leaders and managers and advising them on people matters
- Demonstrated experience building and documenting HR processes, SOPs, and controls
- A track record designing or running employee engagement and talent initiatives (engagement surveys, onboarding experience, performance cadence, recognition programs)
- Experience with compensation design and administration practices — market analysis and benchmarking, preparing offer recommendations grounded in market data, and supporting the year-end performance management and merit cycle
- Experience working across a range of HR systems and engagement platforms spanning payroll, recruiting, and engagement
- AI savvy — demonstrated experience and success using AI tools (Claude preferred) to improve efficiency and streamline HR work
- Bachelor's degree in human resources, business, or a related field
- Direct experience supporting non-exempt employees across multiple sites/locations
- Experience working at a startup or high-growth environment and experience scaling up
- HR certification such as SHRM-CP/SHRM-SCP or PHR/SPHR
- Prior experience working at a public company in an HR department
Benefits
- The chance to work in a fast-paced and fun start-up environment with experienced industry leaders
- A learning environment where you can dive deep into the latest technologies and make an impact
- Competitive base salary, bonus and incentive compensation
- Discretionary time off - work with your manager to take time off when you need it
- Professional development budget with flexibility for personal and professional growth
- Outstanding health insurance for employee, partner and dependents
- Life insurance, short-term & long-term disability coverage
- 401K plan with company contribution
- Flexible spending programs for medical and dependent care
- Paid parental leave
- Employees have opportunities to share thoughts, opinions, and ideas through regular company meetings, town halls, and team events
- We emphasize the importance of each individual through engagement, teamwork, and creating an environment where everyone feels part of the team.
Company Overview