We need a people person! This role is for our company’s Human Relations (HR) department. We are a company with team members working in countries from around the world. We are excited to have a fun and understanding HR Manager to keep the team happy, growing, and ensure that their voices are heard.

Just like this job description here, you will help make new job descriptions as the positions are created. Writing a clear and complete job description is critical to attracting the best talent.

You can review our current job descriptions – and see the style and the template. By having a full and complete job description, you help pinpoint the top quality candidates, saving time on candidates that aren’t serious.

Once the job descriptions are done (or if it was completed before you took the role), you will start the recruiting process. Depending on the job we are hiring for, we may post it on freelancer websites or on other websites that are more for full-time jobs.

After posting the job, you will start getting applicants. It may get overwhelming, but we need to keep on top of the applications and ensure that we filter out those who didn’t do complete “tests” (we put some questions in the job description). This will filter out those that didn’t read the job post details. If they fail to do so, we know they won’t be a good fit for us.

You will be the first line of contact with them and see if they are willing to go to the next stage.

The next stage will be Skype calls with the department they will be joining. You will follow up after the interviews and collect feedback from our team members. You’ll see whether the applicant has been accepted or not, and the reasons behind these decisions.

We may even have another round of interviews, depending on how critical the job is.

Once the hiring team has picked their top candidates, we need to make offers and see if we can get our top candidates. You will prepare these packages and deliver them to the candidates. Give them some time (but ask for a deadline) and give them some quiet time to think about our offer.

Despite this, you still need to follow up and confirm if they will accept the offer or not. If not, we go to our next best candidate.

If we don’t find any we like, we simply move on to more aggressive recruiting procedures.

Once we have the team member on-board, we have the new hire initiation process. There are “getting started” tasks in Asana to see how they like our online tools, as well as seeing whether they can work in an online environment.

In a way this is a test or a “getting to know you” phase. We have noticed that even after a few days, some of the new hires don’t like this way of working. They may ask to talk on Skype more or to ask more questions via email. If they are not following the procedures or using the tools we have in place, then it will be very challenging for us to work with them long-term.

Therefore, the first couple of weeks is very critical to keeping things on track and making sure they can work with our online tools and in an online environment.

You will be the main point of contact for team members about such things as :

• Getting their salary on time, and with the method they prefer.
• Holidays.
• Vacation schedule.
• Team member problems.
• Concerns about the company.
• Questions about their role.

You should have an open door policy. Welcome all types of feedback. Make sure management knows certain concerns and make the team feel like their voices are being heard.

Conduct a Weekly Team Happiness Surveys that will help keep the team on track. We want to make sure all fill out a team member happiness survey each week. It's a simple form, rating how they are doing at the company.

We want to ensure everyone is having fun! We have been actively trying to make sure that the members know each other better through the following:

• Google hangouts with the team – just to know each other more
• Yearly vacations together – go to an exotic place, have a retreat. Discuss the company's future.

The main role of the HR manager is a big one – keep the team happy. Make sure we find good team members for the team. Make sure they are trained and accept our culture and tools. Finally, make sure that once they’re here, that they are taken care of.