HR Associate

How the role works: hire, onboard, support

• Hire — build the team. Partner with department heads and the Director – HR to open roles, run a tight hiring process, and close the right people, on time.

• Onboard — set them up to win. Make sure every new hire has the tools, access, and context to be productive from day one.

• Support — be the go-to.Single point of contact for every U.S. employee on HR, travel, and admin questions — and the person who keeps Dozee's culture alive stateside.

What you’ll own

• Own U.S. hiring end to end — partner with hiring managers and the Director – HR to scope roles, source and screen candidates, coordinate interviews, and close offers on time, without compromising the bar.

• Build and run onboarding — design a U.S. onboarding program that gets new hires their equipment, systems access, paperwork, and context so they can hit the ground running in week one.

• Be the single point of contact for U.S. employees — for every HR, travel, and admin question, from benefits and payroll to booking travel and setting up for the job.

• Champion Dozee's culture in the U.S. — run the rituals, communication, and moments that make a distributed U.S. team feel part of one company, not a satellite office.

• Partner with the India HR team — align U.S. practices with global policy, escalate what needs global input, and bring back what U.S. employees need.

• Work with Finance on the people side of operations — payroll coordination, expense policy, contractor and vendor payments, and compensation administration for U.S. staff.

• Troubleshoot day-to-day issues — be the first responder when something isn't working for a U.S. employee, and either fix it or find who can.

• Own U.S. HR compliance — employment documentation and state and federal requirements, with a focus on Texas, keeping Dozee correct and consistent as the team grows.

• Manage U.S. vendors and admin — benefits brokers, travel booking, office and co-working arrangements, and any other vendor relationships that keep the U.S. operation running smoothly.

Experience we’re looking for

• 3–7 years of experience in HR, People Operations, or HR Business Partner roles, ideally including some time at a startup or fast-scaling company.

• Experience in recruiting and onboarding end to end — not just supporting a process someone else designed.

• Working knowledge of U.S. employment law and HR compliance, with exposure working with a PEO is a plus.

• Comfort being the only HR person in a location — able to set things up from scratch and make sound decisions without a large team behind you.

• Experience coordinating with teams in other countries and time zones is a strong plus.

• Exposure to healthcare, medical devices, or a fast-growing startup environment is preferred but not required.

Skills that set you up to win

• Builder mindset. You're comfortable setting up HR in the U.S. from the ground up rather than inheriting an existing process.

• Culture champion. You know how to make people feel connected to a company's mission and to each other, even across time zones and offices.

• Sharp communicator. You can talk to a department head, a new hire, and the finance team in India — in each case, in the right tone.

• Structured and organized. You keep hiring pipelines, onboarding checklists, and open issues moving, and nothing falls through the cracks.

• Sound judgment and discretion. You handle sensitive employee matters with maturity and confidentiality.

• Cross-cultural fluency. You work smoothly with India-based HR and Finance teams, bridging time zones and ways of working.

• AI-native operator. You use AI and LLMs well to speed up job descriptions, screening, onboarding content, and day-to-day HR communication — while keeping a human touch where it matters.

• High ownership, hands-on. You're equally comfortable running an offer negotiation and troubleshooting a laptop or travel booking issue — nothing is “not my job.”