Human Resources Manager 

People Strategy and Workforce Planning

• Partner with leadership on staffing plans, organizational structure, role clarity, and people priorities that support QT9’s business goals.
• Translate those priorities into an achievable HR plan with clear ownership, timelines, and measures of progress.
• Identify talent and retention risks early and recommend practical actions based on workforce data and employee feedback.

Employee Relations and Manager Coaching

• Provide timely, consistent guidance on performance, workplace concerns, conflict resolution, and employee development.
• Handle sensitive employee matters and workplace investigations with discretion, impartiality, and thorough documentation; involve counsel when appropriate.
• Help managers set clear expectations, give useful feedback, document concerns, and follow through on fair, consistent decisions.

Recruiting and Onboarding

• Lead recruiting across technical, sales, customer-facing, and business roles, partnering with hiring managers on job requirements and structured interviews.
• Improve candidate communication, sourcing, selection, and offer coordination; track recruiting effectiveness and hiring bottlenecks.
• Build consistent onboarding with role-specific training, manager check-ins, and clear expectations for the first 30, 60, and 90 days.

Performance and Employee Development

• Own a performance management process that combines meaningful goals, regular feedback, and consistent reviews.
• Partner with department leaders to develop job descriptions, competency expectations, and career paths that help employees understand how to grow at QT9.
• Identify training needs, strengthen manager capabilities, and support succession planning for critical roles.

Compensation Benefits and Payroll Coordination

• Partner with leadership and Finance on compensation benchmarking, salary ranges, promotions, and annual pay planning.
• Oversee benefits administration, employee communications, enrollment, and annual renewals with external providers.
• Coordinate accurate employee changes, payroll inputs, and issue resolution with Finance and payroll providers; maintain clear ownership and controls.

HR Operations and Compliance

• Maintain clear, current policies and employee handbooks that employees and managers can understand and use.
• Oversee employee records, leave and accommodation processes, onboarding documentation, and offboarding with appropriate confidentiality and retention practices.
• Manage U.S. HR compliance across locations and coordinate Ireland requirements with qualified local advisers and providers.
• Partner with leadership and external advisers on employment practices and people processes as QT9 enters new markets.
• Coordinate departures with managers, Finance, and IT so documentation, employee communications, and access changes are completed promptly.

HR Technology Analytics and Process Improvement

• Improve HRIS and applicant tracking workflows, data accuracy, self-service resources, and reporting; reduce repetitive administration through practical automation (currently using Paylocity & Lattice).
• Use approved AI tools to assist with drafting, knowledge resources, and administrative tasks while protecting employee information and retaining human review of employment decisions.
• Report meaningful measures such as hiring cycle time, onboarding completion, turnover, retention, and performance review completion; explain trends and recommend action.
• Partner with IT and digital transformation teams to protect HR data through appropriate access controls and approved systems.

Culture Engagement and HR Partnership

• Gather employee feedback and work with managers on visible improvements to communication, recognition, and the employee experience across offices.
• Manage external HR partners and recommend improvements that balance employee needs, business requirements, and cost.
• Own day-to-day HR activities, establish clear priorities, and provide timely, reliable support to employees and managers.

What Success Looks Like

• Managers and employees receive timely, reliable guidance and understand HR processes and expectations.
• Hiring is more consistent, candidates stay informed, and new employees have clear onboarding plans and early goals.
• Performance conversations lead to documented expectations, useful development plans, and timely follow-through.
• Employee records, policies, and recurring HR activities are accurate, current, and completed on schedule.
• Leadership receives useful workforce insights and recommendations that improve retention, staffing, and organizational effectiveness.