Read this before you go any further. This is not a strategic HR leadership role. You will not be building systems, designing policies, or making decisions. Hydras Holding Group's HR infrastructure is already built by the CEO. Your job is to execute it correctly, consistently, and on time across 18 employees and 4 business entities.
If you have never administered a PIP or a termination process, do not apply. If you want to architect HR from scratch, this is the wrong role. If you are not comfortable with difficult conversations including misconduct investigations, written warnings, and involuntary terminations, stop here. This role requires Day 1 competence on all of the above.
You will be placed with a Wyoming-registered US private holding company managing seven active business entities across real estate acquisition, legal services, multi service consulting, healthcare, e commerce, mobile detailing, and home services. The company currently has 18 employees across 4 entities with defined pay rates, established onboarding protocols, a documented disciplinary ladder, and a full offboarding procedure. All HR authority rests with the President and CEO. You will be the person who makes sure every part of that system runs without the CEO having to chase it.
The HR Manager reports directly to the President and CEO. You do not have independent hiring, firing, or compensation authority. The CEO decides. You execute. Your job is to track every employee through their lifecycle, keep all documentation complete and current, coordinate onboarding and offboarding with IT and the Corporate Secretary, administer PIPs when triggered, enforce the disciplinary ladder, and make sure nothing falls through the cracks across any of the four active entities. The CEO and COO should only need to make decisions. Never chase paperwork.
Onboarding Administration — Every New Hire Through All 5 Milestones
You track every new hire through Day 1, Day 3, Day 7, Day 30, and Day 90 without exception. Pre-employment docs collected before Day 1. Employee Information Sheet by Day 3. First weekly report and KPI confirmation by Day 7. Performance baseline by Day 30. Full review and role confirmation by Day 90. Nothing falls through.
Timekeeping Oversight — Every Friday by 5 PM
All hourly staff submit timesheets to their manager by Friday 5 PM. You collect, review for anomalies, and flag any discrepancies to the COO and CEO. Late timesheets, missing entries, and falsified records are all documented and escalated per protocol. You enforce this without being asked.
Time Off Management — Logged, Tracked, Enforced
You log and track all time off requests across all entities. Employees submit requests 5 business days in advance to their manager. Emergency leave requires notification before the shift starts. CEO has final override authority on all time off decisions. You make sure the process is followed and every approval or denial is documented.
Performance Review Coordination — Scheduled and Prepared
You schedule, prepare materials for, and document outcomes of every 30-day check-in, 90-day review, quarterly KPI review, and annual review across all staff. Reviews do not slip. You have them on the calendar before they are due and the materials ready before the CEO walks in.
PIP Administration — Weekly Check-ins, Day 30 Evaluations
When the CEO issues a Performance Improvement Plan, you administer the full 30-day process. Weekly check-ins coordinated and documented. Day 30 evaluation prepared. Outcomes recorded. All PIP documentation retained in the employee's personnel file permanently. You have done this before and can do it cleanly.
Disciplinary Ladder Execution — Verbal Through Termination
You execute HHG's four step disciplinary process: verbal warning, written warning, PIP, and termination. Every step documented in writing on the same day it happens. Written warnings signed by the employee and filed permanently. You are comfortable administering this process including the conversation that comes with each step.
Offboarding Coordination — IT and HR, Within 48 Hours
Every separation follows a defined protocol. IT access revoked within 1 hour for involuntary terminations. NDA reminder letter issued same day. Final pay processed per Ohio law. COBRA notice within 5 days if applicable. All HHG property collected within 48 hours. Personnel file closed and retained. You coordinate all of this between IT and the Corporate Secretary without the CEO having to manage it.
Incident Response Coordination — People-Related Incidents
You understand HHG's four-level incident classification system (P1 through P4) and know exactly what to do at each level. P1 critical incidents escalate to the CEO immediately. P2 incidents within 1 hour. Misconduct reports documented and escalated without confronting the accused employee. Field safety incidents at M&G Detailing escalated to the CEO before any client communication.
Personnel File Maintenance — Complete, Current, Compliant
All employment records filed within 5 business days. Documentation retained for a minimum of the duration of employment plus 3 years. PIP records and written warnings retained permanently. You maintain files across all entities and can produce any record immediately when the CEO asks for it.
Policy Enforcement — Anti-Harassment, Safety, Drug and Alcohol
You enforce HHG's zero tolerance policies across all entities. Anti-harassment violations, drug and alcohol violations at field operations, and timesheet falsification all have defined consequences. You document, escalate, and coordinate the process. You do not soften or delay.
This is the most important thing about this role. All HR authority at HHG rests with the CEO. Not the COO. Not a department manager. Not you.
- Hiring decisions — CEO only. You administer the process and present candidates. CEO makes the call.
- Terminations — CEO only. You document performance issues and prepare paperwork. CEO delivers the decision.
- Compensation changes — CEO only with written authorization. You track and recommend. CEO sets all rates. No verbal comp promises are binding.
- PIP issuance — CEO issues. You administer, track weekly check-ins, and document.
- Disciplinary action — CEO authorizes. You document, coordinate, and ensure the process is followed.
No manager, director, or Co-Chairman may extend an offer or take any HR action without CEO approval in writing. If you are the kind of HR professional who operates with independent authority, this is not the right environment for you.
- Minimum 3 years in HR operations or HR management. Not recruiting. Not HR coordination. Actual HR operations management.
- Multi-entity or multi-location experience. Single-office HR does not prepare you for managing four entities with different teams, pay rates, and operating environments.
- Demonstrated PIP administration experience. You have issued PIPs, run weekly check-ins, evaluated outcomes, and documented every step. This is required from Day 1.
- Experience executing involuntary terminations. You can coordinate a clean offboarding including IT access revocation, final pay, NDA reminders, and property collection.
- Comfortable with difficult conversations. Written warnings, PIPs, termination meetings, misconduct investigations. These are part of the job.
- Documentation discipline. Everything in writing, same day, properly filed. If it is not documented it did not happen.
- Strong written English for correspondence, policy communication, and formal documentation.
- Familiarity with Ohio employment law or genuine ability to get up to speed quickly. Most of the staff are Ohio based.
- Full availability Monday through Friday 8 AM to 5 PM US Eastern Time. This is a hard requirement.
- Absolute discretion. You will have access to compensation data, performance records, termination reasons, and personnel files across all entities.
We review every application carefully. These will come up in the interview.
- You have never administered a PIP from start to finish, including the weekly check-ins and Day 30 evaluation.
- You have never coordinated or documented an involuntary termination process.
- You want to build HR systems from scratch. HHG's systems exist and are documented. We need an executor, not an architect.
- You cannot articulate the difference between a verbal warning, a written warning, and a PIP in HHG's disciplinary ladder.
- You have no multi-entity or multi-location HR experience.
- You see HR as operating with its own authority independent from executive leadership.
- You are not comfortable with difficult conversations including misconduct investigations and termination coordination.
- You have no experience with timekeeping oversight or payroll coordination.
- You are not available full time during US Eastern business hours (8 AM to 5 PM) Monday through Friday.
These are the KPIs you are measured against. Consistent shortfalls trigger a formal review.
Onboarding milestones completed on time for every new hire
Timesheets collected, reviewed, and anomalies flagged
IT access revoked upon any termination decision
Full offboarding checklist completed after every separation
CEO notified of any P2 or above HR incident
All documentation filed after any HR action
Performance check-ins scheduled and completed for every new hire
Quarterly KPI reviews scheduled and materials prepared for all entities
Post-separation monitoring active after every departure
Minimum document retention maintained across all personnel files
- $1,500 per month base compensation.
- Direct working relationship with a US CEO and COO across a structured multi-entity holding company.
- Structured performance review cycle with a clear path to raises and retention bonuses.
- A fully documented HR system to work within — no ambiguity about what the process is.
- Webly Studio support throughout onboarding, client matching, and ongoing placement.
Reliable laptop or desktop
Windows or Mac
Capable of running Google Workspace and Microsoft Teams
Stable broadband internet
10 Mbps minimum
Backup connection strongly preferred
Professional workspace
Quiet, camera-ready environment
For client video calls and sensitive HR conversations
UPS or power backup
Full US business hours coverage
Load shedding cannot affect your availability
Applications go through Webly Studio. Here is exactly how the process runs:
Apply
Submit your application through the form. Be specific about your HR experience, the types of entities you have supported, and the HR processes you have personally administered. Vague answers do not advance.
Initial Review
Our team reviews every submission. If you do not meet the minimum 3 year HR operations requirement or have never administered a PIP, you will not advance. We will let you know either way.
Webly Studio Interview
Shortlisted candidates go through a structured interview. We assess your documentation discipline, process knowledge, and how you handle difficult HR scenarios. Expect specific situation based questions about PIPs, terminations, and multi-entity operations.
CV and Presentation
Candidates who pass the interview build a CV and a short professional presentation using our provided format. This is evaluated before you move to client matching.
Client Meeting
Qualified candidates are introduced directly to the client. This can happen with as little as 2 to 3 hours notice. You must be available during US Eastern business hours and ready to present yourself professionally on short notice.
Final note: If you are not available full time during US Eastern business hours (8 AM to 5 PM EST) Monday through Friday, this role is not open to you. If you have never run a PIP, coordinated a termination, or managed HR across multiple locations, do not apply. We would rather know that now. Apply only if you are ready to perform at the level this position requires from day one.