We are looking for a high-performance People & Culture Manager to build and protect the most important part of our company: our team. This isn’t a role for a "paper pusher." We need a strategic operator who understands the nuances of managing a global, remote workforce that operates 24/7. You will be responsible for the entire employee lifecycle, from onboarding elite talent to ensuring our high-intensity culture remains healthy, compliant, and motivated.
Key ResponsibilitiesCulture Guarding: Maintain the "high-performance" pulse of the company. You will ensure that our 7-day-a-week, remote culture stays energized, connected, and focused on excellence.
Onboarding & Offboarding: Design and execute a seamless onboarding experience that gets new hires (from Influencer Managers to Bookkeepers) integrated and productive in record time.
Global Compliance: Navigate the legalities of a distributed team. You’ll work with our In-House Lawyer to manage contractor agreements and labor standards across different jurisdictions (Canada, LATAM, etc.).
Payroll Coordination: Work alongside our Web3 Bookkeeper to ensure the accurate and timely distribution of compensation, including understanding the logistics of digital asset-based payments.
Performance Management: Implement lightweight but effective review systems to ensure that our "Potential over Pedigree" hires are hitting their KPIs and growing with the company.
Internal Communication: Act as the primary point of contact for team health. You are the "fixer" for internal friction and the bridge between the leadership and the front-line staff.
HR Experience: 4+ years in HR or People Operations, preferably in a high-growth startup or a Web3/Tech environment.
Web3 Literacy: You must understand the basics of the space. You don’t need to be a developer, but you must be comfortable with the idea of a decentralized workforce and digital asset compensation.
Remote Leadership: You have a proven track record of managing culture in a company with no physical office. You know how to keep people engaged through screens and Slack.
Emotional Intelligence: You are a master of conflict resolution and "reading the room" in a digital environment.
Organizational Mastery: You are a systems-builder. You can take a chaotic process and turn it into a repeatable, scalable workflow.
Discretion: You will be handling sensitive data regarding compensation, performance, and legal status. Your integrity must be absolute.
Location: Fully Remote (Global).
Schedule: Full-time (High responsiveness required to support a 24/7 operation).
Build from Scratch: You will have the autonomy to build the HR department from the ground up, implementing the tools and philosophies you believe in.
Frontier HR: Manage the complexities of the new economy, dealing with Web3, global remote work, and non-traditional schedules.
Direct Impact: In this company, HR isn't a "back-office" function; it is a core driver of our growth and success.
Skills Required
- 4+ years in HR or People Operations
- Experience in a high-growth startup or Web3/Tech environment
- Web3 literacy and comfort with digital-asset compensation logistics
- Proven track record managing and building culture in fully remote companies
- Experience designing onboarding and offboarding processes
- Knowledge of global compliance, contractor agreements, and labor standards (e.g., Canada, LATAM)
- Payroll coordination experience, including working with bookkeepers on digital and fiat payouts
- Strong emotional intelligence and conflict-resolution skills
- Systems-building and operational excellence to create repeatable HR workflows
- High discretion handling sensitive compensation, performance, and legal data
- High responsiveness to support a 24/7 distributed operation
What We Do
Partyhat is a product-focused startup studio and seed fund founded in 2020. The company builds brands from the ground up and supports founders from pre-seed to Series A. By integrating design and technology, Partyhat creates and funds its own original ideas and scales them to millions of users, while also investing in high-potential external founders to help them win.
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