About the Role

We are looking for a trusted, experienced HR professional who combines practical execution with sound judgment. The right person will be comfortable working independently, building processes from the ground up, advising managers, handling sensitive employee matters, and taking accountability for outcomes. This is a hands-on operational role, not a junior HR coordination position.

We need someone who can take ownership of routine US HR matters, coordinate specialist support when necessary, and free up leadership's time to focus on business priorities.

- We are seeking an experienced, hands-on HR Manager or Senior HR Generalist with strong US HR experience, preferably from a services-based organization, to manage day-to-day HR operations and help build scalable HR processes in a growing organization.
- The adecuado candidate will have practical experience managing US employee operations across multiple states, coordinating payroll and benefits, supporting hiring and onboarding, handling employee relations, advising managers, and ensuring HR processes are followed consistently.
- This role requires a high degree of independence, sound judgment, discretion, accountability, and the ability to work closely with leadership across the United States and Mexico.
- We would ideally like to hire someone based in Mexico who has substantial US HR experience. If a suitable candidate is not available locally, we are open to hiring in the United States.

Key Responsibilities

1. US HR Operations and Compliance

- Own day-to-day US HR operations, employee transactions, documentation, and follow-through.
- Administer HR policies and procedures while accounting for applicable federal, state, and local employment requirements.
- Track state-specific requirements as the company hires employees in new locations.
- Maintain accurate, confidential, and well-organized employee records.
- Identify compliance risks and coordinate with employment counsel, immigration counsel, payroll providers, and tax specialists when required.
- Establish and improve HR processes suitable for a growing organization.

1. Payroll and Benefits Administration

- Manage and coordinate US payroll operations with internal stakeholders and external payroll providers.
- Review payroll inputs, employee changes, deductions, and other relevant details before payroll processing.
- Investigate payroll discrepancies, coordinate corrections, and implement preventive measures.
- Support benefits enrollment, renewals, employee inquiries, and payroll deductions.
- Explain compensation components, gross pay, net pay, and deductions clearly to employees.
- Understand the distinction between W-2 employees and independent contractors, including relevant W-2 and W-9 documentation.
- Escalate complex payroll, tax, and benefits matters to the appropriate specialists.

1. Recruitment, Hiring, and Onboarding

- Partner with hiring managers to define roles, establish selection criteria, and maintain consistent interview processes.
- Coordinate the US hiring lifecycle, including candidate evaluation, offers, pre-employment requirements, and onboarding.
- Ensure employment eligibility verification and required documentation are completed within applicable timelines.
- Coordinate background checks and other pre-employment requirements where applicable.
- Develop structured onboarding plans covering pre-joining activities, the first day, and the first 30 days.
- Help managers establish clear responsibilities and expectations for new employees.

1. Employee Relations and Performance Management

- Handle employee concerns, workplace issues, and sensitive HR matters with discretion and impartiality.
- Gather facts, maintain appropriate documentation, and recommend practical next steps.




- Support managers with performance reviews, employee feedback, performance improvement plans, and performance-related decisions.
- Guide managers through appropriate documentation and fair, consistent employee treatment.
- Escalate complex or high-risk matters to leadership, legal counsel, or external investigators when appropriate.
- Maintain confidentiality while ensuring concerns are addressed promptly and responsibly.

1. HR Policy Development and Process Building

- Build and document HR processes, policies, workflows, and standard operating procedures.
- Identify operational gaps and prioritize processes based on business needs and compliance risks.
- Establish effective systems for employee records, onboarding, payroll coordination, leave administration, and employee lifecycle management.
- Introduce consistent processes and ensure managers understand and follow them.
- Improve operational efficiency while maintaining appropriate controls over confidential information.

1. Contractor and Employee Classification

- Support the evaluation of employee versus independent contractor arrangements based on the actual working relationship and applicable requirements.
- Identify potential worker-classification risks and escalate them for specialist review.
- Coordinate appropriate documentation, onboarding, and ongoing administration for employees and contractors.
- Advise managers against using contractor arrangements solely to reduce employment costs without assessing legal requirements.

1. Immigration Coordination

- Demonstrate familiarity with US immigration categories and employment authorization, particularly H-1B, L-1, and F-1.
- Coordinate with immigration counsel to verify relevant work authorization, start dates, and proposed employment or work-location changes.
- Track applicable authorization and immigration-related dates and coordinate timely follow-ups.
- Maintain appropriate documentation and escalate immigration-specific legal questions to qualified counsel.

1. Internship Program Management

- Develop structured internship programs with defined responsibilities, learning objectives, supervision, and evaluation criteria.
- Coordinate with relevant specialists to assess applicable requirements before classifying an internship as unpaid.
- Provide managers with practical guidance on intern supervision, documentation, and program administration.

1. US–Mexico HR Coordination

- Work closely with leadership and stakeholders across the United States and Mexico.
- Explain US employment requirements and operational implications clearly to Mexico-based leadership.
- Identify HR practices that can be standardized across countries and those requiring local adaptation.
- Coordinate cross-border HR transactions while respecting applicable local employment requirements and data confidentiality.
- Communicate risks, decisions, and outstanding actions clearly and proactively.

1. Leadership Support and Independent Decision-Making

- Operate independently with limited day-to-day supervision.
- Resolve routine HR operational issues and provide practical recommendations to leadership.
- Prioritize urgent matters, including payroll issues, employee concerns, compliance risks, and critical hiring needs.
- Exercise sound judgment when deciding which matters to resolve directly and which require specialist support.




- Provide regular updates on HR operations, risks, process improvements, and outstanding actions.
- Develop a practical 30-60-90-day plan to assess current operations, address priorities, and build sustainable

HR processes.

Required Qualifications and Experience

- Significant hands-on experience in US HR operations, preferably in a services-based or technology organization.
- Previous experience as an HR Manager, Senior HR Generalist, or equivalent HR operations professional.
- Demonstrated experience supporting US employees across multiple states.
- Practical ownership of payroll coordination, benefits administration, hiring, onboarding, employee relations, and HR documentation.
- Experience creating or improving HR processes in a growing organization.
- Strong understanding of federal and state-specific US employment requirements.
- Working familiarity with employee and contractor classification, US payroll documentation, and employment eligibility verification.
- Familiarity with H-1B, L-1, and F-1 employment-related processes and coordination with immigration counsel.
- Experience advising managers and handling sensitive employee matters.
- Ability to work independently, manage competing priorities, and communicate effectively with senior leadership.
- Strong written and verbal communication skills in English.

Preferred Qualifications
- Experience building or establishing an HR function as the first or sole HR professional, or as part of a lean HR team.
- Experience in a growing services, consulting, staffing, or technology organization.
- Experience supporting employees and leadership across the US and Mexico.
- Based in Mexico with strong, practical US HR operations experience.
- Familiarity with HRIS, payroll, benefits administration, and employee record management systems.
- Experience coordinating with external employment counsel, immigration attorneys, payroll providers, and tax specialists.
- Spanish language proficiency, where required for the role and local stakeholder communication.

Key Success Criteria The successful candidate will be able to demonstrate:
- Operational ownership: Personally managing day-to-day HR activities rather than relying entirely on established systems or large support teams.
- Process-building capability: Establishing practical HR workflows and policies in a growing organization.
- US HR expertise: Applying relevant US employment requirements and identifying state-specific considerations.
- Sound judgment: Recognizing risks, making informed decisions, and involving specialists when necessary.
- Trust and discretion: Handling confidential employee information and sensitive situations responsibly.
- Leadership partnership: Communicating honestly, raising concerns proactively, and providing practical recommendations.
- Consistent execution: Ensuring employee transactions, payroll coordination, documentation, and follow-up are completed accurately and on time.

What Success Looks Like Within the first 90 days, the successful candidate should:
- Assess the existing US and Mexico HR operating model and identify immediate gaps and risks.
- Establish clear ownership of routine HR transactions and outstanding employee matters.
- Review payroll, benefits, onboarding, employee documentation, and state-specific compliance processes.
- Implement or improve essential HR workflows, records management, and tracking mechanisms.
- Build effective working relationships with leadership, managers, and external specialists.
- Present a prioritized roadmap for improving HR operations and reducing leadership involvement in routine administrative matters.

Job Type: Contract Pay: $330.00 - $400.00 per hour

Expected hours: 40.0 per week

Work Location: In person

📌 HR Manager / Senior HR Generalist (Guadalajara)
🏢 CLOUDSUFI
📍 Guadalajara