About the Company For almost 10 years, Riseapps has been building AI-powered software that changes how American healthcare works, from clinical workflows to patient data management. Our solutions touch real lives: doctors make faster decisions, patients get better care. We operate fully remotely, hold ISO 9001 & ISO 27001 certifications, and take HIPAA compliance seriously because in healthcare, details matter. Small team. Senior people. Real impact. About the Role You will be the only HR in the company, with full ownership of everything people-related and direct access to the CEO. No one above you in HR; no safety net. You set the agenda, build the processes, and execute them yourself.
This role combines recruitment, HR operations, employee experience, and administrative ownership into one position. It suits a senior HR professional who has already operated as a standalone function, trusts their own judgment, and is energized by real responsibility rather than narrowly scoped tasks. ResponsibilitiesRecruiting: * Own the full hiring cycle end-to-end: job posting, active sourcing via LinkedIn Sales Navigator, screening, HR interviews, coordination with hiring managers, offer negotiation, and closing; * Close senior and C-level hires (COO, CTO, CMO, or similar), including engaging and winning over candidates who aren’t actively job-searching; * Think beyond individual hires: build a cohesive C-level team, people who complement each other and fit the company’s context; * Build systematic, strategy-driven hiring plans rather than reactive, one-off hiring; translate business/company strategy into a hiring roadmap, not just fill open reqs as they come in; * Lead senior and C-level hiring together with the CEO, including profile design, scorecard development, and pipeline management; * Run structured HR interviews: assess motivation, culture fit, English proficiency, and compensation expectations.
HR: * Work in close, direct collaboration with the CEO: partner on people-related strategic decisions, drive HR processes end-to-end, and own the outcomes, not just the execution; * Manage end-to-end onboarding: contracts (NDA + cooperation agreement), system access provisioning, HR orientation, probation check-ins, and formal review; * Run structured offboarding: exit interviews, full access revocation, equipment return or buyout, contract closure; * Conduct regular one-on-ones with all employees and outstaffed team members as one of several tools — not the whole strategy — for keeping team retention front and center: track satisfaction, flag risks early, and act on them before they become resignations; * Administer HR policies: compensation, sick leave (5 days/year), vacation (15 days/year, accrual from end of probation), remote work, equipment; * Maintain Hurma (HRIS): employee profiles, leave tracking, public holiday calendar, reporting; * Ensure ISO 9001 & ISO 27001 compliance in the HR domain: competency documentation, security awareness onboarding, background check policy, audit-ready recordkeeping; * Coordinate with legal partner on contracts, NDA, mobilization-related matters, and Ukrainian labor law updates; * Track all company hardware: allocation, logistics with the office administrator, buyout/return at offboarding.
Requirements Must have: * 5+ years as an HR Manager (HR + Recruiting), People Operations, or Talent Acquisition in an IT outsourcing company; * Full-cycle recruitment experience: you have sourced, interviewed, negotiated, and closed candidates independently; * Experience building hiring strategy aligned with business goals, not just executing requests case by case; * Comfortable working directly with founders or C-level: able to push back, escalate, and make judgment calls without hand-holding; * Organized and process-driven: you document what you do, follow through to closure, and keep systems clean; * Strong Upper-Intermediate English.
Nice to have: * Familiarity with ISO 9001 / ISO 27001 in an HR context; * Experience working in Jira, Hurma, Persia, or a similar HRIS.
You might be a good fit if: * You can tell the difference between a candidate who interviews well and one who will actually deliver; * You’re the kind of person who follows up, closes the loop, and doesn’t let things fall through the cracks; * You’ve worked as a standalone HR function before. You don’t need a team around you to get things done; * You’d rather build something than maintain what’s already there; * You think about people decisions in terms of business outcomes, not just process compliance; * You’re curious and coachable; you ask “why” before “how,” and take feedback as fuel, not friction; * You think in systems, not just tasks; you see how one HR decision ripples across hiring, retention, compliance, and culture; * Ownership means more to you than keeping the lights on; you spot what needs to change, lead that change, and execute it yourself, end to end.
Note: I’m currently on vacation and will start reviewing applications and responding after August 10.
