Part-Time HR Generalist — Remote, -Impact Ops

Position Part-Time HR Generalist — Remote, High-Impact People Ops Blue Orange Digital is a data and AI consulting firm that helps companies turn complex data into real business outcomes. We partner with organizations across industries to design and deploy scalable data infrastructure, advanced analytics, and AI-powered solutions. Our team is fully remote, globally distributed, and driven by curiosity, impact, and innovation. Blue Orange Digital is a boutique data & AI consultancy that delivers enterprise-grade results. We design and build modern data platforms, analytics, and ML/AI Agent solutions for mid‑market and enterprise clients across Private Equity, Financial Services, Healthcare, and Retail. Our teams work with technologies like Databricks, Snowflake, dbt, and the broader Microsoft ecosystem to turn messy, real‑world data into trustworthy, actionable insight. We’re a builder‑led, client‑first culture that prizes ownership, clear communication, and shipping high‑impact work. Note Please submit your resume in English, as all application materials must be in English for review and consideration.

About the Role

We are looking for an experienced HR Generalist to join us on a part‑time basis and own the HR function s is not a coordinator role, and it is not an administrative support position. You will be our primary HR practitioner, working directly with the CEO and operations leadership to keep our people function running at a high level. The scope is real full‑cycle recruiting, compliance, HRIS administration, employee relations, and executive HR reporting. You will be the person our team turns to when they have an HR question — and the person leadership relies on to flag risks before they become problems. The ideal candidate has 3–5 years of hands‑on generalist experience, has operated as a solo or small‑team HR practitioner before, and is looking for meaningful part‑time work with genuine ownership. This is a great fit for someone who is excellent at the craft of HR and wants flexibility without sacrificing impact. What You’ll Own Recruiting & Talent Acquisition

• Manage our ATS (Team Tailor) end‑to‑end post roles, manage candidate pipelines, coordinate interviews, and own the offer process through signed letter
• Partner with hiring managers to build structured interview guides, role scorecards, and evaluation rubrics
• Source proactively for hard‑to‑fill roles using Linked In, job boards, and referral networks
• Track and report on sourcing channel effectiveness, time to fill, time to hire, and offer acceptance rate
• Manage job board and ATS vendor relationships, including billing and feature troubleshooting Compliance & Risk Management
• Monitor federal and state employment law changes affecting our multi‑state, remote workforce
• Maintain I‑9 records and ensure ongoing compliance with employment eligibility verification requirements
• Ensure proper worker classification (W‑2, 1099, EOR) in coordination with finance and outside counsel when needed
• Own and maintain the employee handbook and policy library - keep policies current, clear, and consistently applied
• Manage Employer of Record (EOR) vendor relationships for contractor and international placements HRIS & People Operations
• Own the HiBob platform employee records, onboarding and offboarding workflows, time‑off policy configurations, and data integrity
• Run new hire onboarding end‑to‑end documentation, systems access coordination, 30/60/90‑day check‑ins
• Manage offboarding exit documentation, exit interviews, COBRA notices, and final pay coordination
• Ensure clean, accurate data across HRIS, payroll, and benefits systems Employee Relations & Culture
• Serve as the first point of contact for employee questions on policy, benefits, PTO, and workplace concerns
• Support managers navigating performance conversations, cross‑project feedback, and difficult employee situations
• Help design and implement scalable processes for structured feedback in a matrixed engineering environment
• Surface early warning signs - retention risks, engagement patterns, and culture friction - to leadership HR Reporting & Metrics
• Publish a monthly HR scorecard for executive review
• Own and continuously improve core metrics
• Time to Fill
• Time to Hire
• 90‑Day Retention… Apply tot his job Apply To this Job

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