HarZa is a remote-first team that has scaled e-commerce brands from 0 to 7 and 9 figures in health and wellness. We are 150+ people across 15+ countries, and we are now building the Oralux team.
This role exists to keep our people engine running on cadence. You will take recruiting coordination, onboarding, records, follow-ups and engagement programs off the plate of our Head of People & Compliance and turn them into a reliable, documented routine. But this is not an admin seat. We want someone who brings energy to a remote team, turns ideas into real initiatives, and keeps them alive after launch.
What you will own
- Engagement and culture. Run our engagement programs end to end: book club, wellness challenges, #momentum and recognition programs. Reminders, participation tracking, prize fulfillment, and fresh ideas that keep a distributed team connected. Success is measured by participation and by programs that keep running after month one instead of fading.
- Onboarding that is complete on day one. Before every start date, new hires have their information collected, accounts requested and confirmed, onboarding call booked, and their manager and trainer looped in. Nobody waits on access or chases us for first steps.
- Recruiting coordination without gaps. Every applicant gets a response, every CV reaches Talent Acquisition, and every interview and onboarding call is scheduled without back and forth. No candidate waits more than 48 hours to hear from us.
- Offers and contractor agreements. Draft from approved templates, send, track to signature, file and log. Non-standard terms go to the Head of People & Compliance before anything is accepted.
- The monthly 1:1 cycle. Build and assign check-in tasks, send reminders, and follow up until the cycle closes. Target: 100% completion by the deadline.
- HRIS as the single source of truth. Workable reflects every joiner, leaver, title, manager and entity change within two business days.
- First-line employee relations. Handle routine questions and attendance follow-ups, document everything, and escalate anything complex or sensitive the same day.
- Function support. All-Hands presenter input, SaaS invoice routing to Finance, employment verifications, and support on LinkedIn and employer brand content.
Within 90 days, the Head of People & Compliance no longer sends check-in reminders, chases signatures or answers onboarding logistics questions. When something is stuck, you bring the status and a proposed next step, not just the problem.
Requirements
- 2 to 4 years in People Operations, HR coordination, recruiting coordination or employee experience, where you owned a process end to end (onboarding, scheduling, records, engagement) and kept it accurate.
- Startup or scale-up experience (e-commerce, DTC, SaaS, tech, HR tech). You are used to moving fast, building as you go, and working without a manual.
- Proof that you have launched people initiatives yourself: an engagement program, a recognition ritual, a culture event, an onboarding improvement. Not just supported someone else's.
- Experience supporting a team of 50+ people, ideally remote and across countries, with many requests running in parallel.
- Proactive and creative: you spot what is missing, propose it, and execute it. Organized enough to close every loop on time.
- Clear, warm written communication and the persistence to follow up with senior people on deadlines, politely.
- Discretion with personal and sensitive data, and the judgment to know when to handle something and when to escalate.
- Comfortable learning tools fast: ClickUp, Slack, Google Workspace, Workable.
- Fluent English. Spanish is a plus.
- Availability to overlap with our collaboration window, 8am to 12pm EST, Monday to Friday.
Payroll experience is not required.
How we hire: a combined Discovery Call and Core Values conversation with Talent Acquisition, then an interview with the Head of People & Compliance.
Benefits
- Performance bonuses
- Paid time off
- Sick leave
- Maternity and paternity leave