Founding HR Manager (HRBP Mentality)

Do you get energy from building the foundation, not just standing on one someone else poured? Do you love being the person leadership turns to when a people decision gets hard, not just the one who processes it after the fact? Do you want to build an entire people function from the ground up rather than inherit someone else's playbook? Are you motivated by shaping the culture of a company early enough that your fingerprints are still on it at 100 people? With most HR Manager roles, you walk into a structure that already exists. Processes are set, culture is defined, policies are written. You maintain it. You might improve it. That's fine. But this is different. You would be the first. Every hire, every process, every culture decision — you put that in place alongside your direct line: the CEO. When Sendent is at 50+ people, you'll be able to look at it and say: I built the foundation for this. I managed the process from A to Z. That kind of opportunity is genuinely hard to find. Companies that need an HR Manager at your level already have one in place — or a Head of HR above them. We don't — yet. We're not looking for someone to run HR operations in isolation. We're looking for an HR Manager who thinks like an HRBP by default: someone who sees a policy gap and also sees the org-design question behind it, who runs a hiring process and also asks whether the role is even the right one to be hiring for. This is a genuinely broad role. There's no team beneath you to hand pieces off to, and no HR function above you to lean on. Whatever needs to exist — you design it, build it, and execute on it yourself. That spans strategic people planning, hands-on recruitment, policy and contract work, culture, and compliance, all at once. If you're someone who wants a narrow, well-defined lane, this isn't it. About Sendent Sendent is a fast-growing software company focused on privacy-first enterprise collaboration and communication. Our mission is to empower teams to s