Part Time HR

Part-Time HR & Recruitment Support Role

Purpose
To introduce a lean, part-time HR & recruitment support role that removes hiring and people-operations administration from Peter and the leadership team, while safely supporting planned team growth.
This role is intentionally execution-focused, not corporate HR, and is designed to scale with demand without adding unnecessary overhead.

Why This Role Is Needed Now
The business is entering a new hiring phase (multiple roles over the next 3–4 weeks)
Recruitment and people admin are currently fragmented across leadership time
As the team grows, the risk around contracts, IP, onboarding, and offboarding increases
This role creates process, consistency, and control without adding management layers



Role Overview
The HR & Recruitment Support role will own the end-to-end recruitment process and manage light people operations, allowing leadership to focus on strategy, sales, and delivery.
This is a part-time, hourly role, with workload flexing up during hiring cycles and down during steady periods.


Scope of Responsibilities
1. Recruitment & Hiring (Primary Function)
The role will manage recruitment from role creation through offer stage:
Draft job descriptions (AI-supported where appropriate)
Post job ads on approved platforms
Screen applications and assessments
Run first-round group interviews
Reject candidates based on role requirements and culture alignment
Coordinate second-stage interviews with Peter or relevant tea ---------- mbers
Consolidate interview feedback
Prepare and issue contracts


Decision Authority
HR may independently reject candidates
Final hiring decisions and offers remain with the director in charge of the program



2. Onboarding
Contract execution
Payment setup (Wise, Payoneer, etc.)
Collection of required documentation
Triggering system access via operations
Maintaining a standard onboarding checklist per hire



3. Offboarding
Structured exit communications
Full and final settlement agreements
Confirmation of IP ownership and confidentiality obligations
Coordination with operations for system access removal



4. Team Availability & Records
Track sickness and planned absences
Maintain a simple availability log
Act as a central reference point for team status
Flag capacity or coverage risks early



Tools & Systems
The role will operate strictly within approved tools:
Google Drive (secure document storage)
Lightweight shared trackers for candidates

Email and Slack
Approved AI tools for drafting and screening


No new tools or subscriptions will be introduced without approval.

Time Commitment & Compensation
10–12 hours per week
Hourly rate, aligned to experience
Fixed schedule required. 2 hours per day: 9am ET to 11am ET


Cost Controls
Weekly hour cap unless pre-approved
Hiring spikes agreed in advance
No scope expansion without sign-off




Confidentiality & Risk Management
Strict handling of confidential employee data
Secure storage of contracts and settlements
IP and confidentiality enforced during onboarding and offboarding
Discretion and sound judgment required at all times



Reporting & Communication
Day-to-day coordination via Ally
Escalations and approvals via Peter
Weekly written update covering:


Active roles
Candidate pipeline
Offers issued
Any risks or blockers



Success Metrics
The role will be evaluated against clear outcomes:
Time-to-hire per role
Quality of shortlist (interview-to-offer conversion)
Clean onboarding/offboarding with no loose ends
Reduction in leadership time spent on hiring admin
Consistent, repeatable recruitment processes



Review & Evaluation
30 / 60 / 90-day review
Options to:
Continue as-is
Adjust hours or scope
Discontinue if value is not clearly demonstrated


This role is structured as a measured, low-risk trial, not permanent overhead.

Expected Outcomes
Faster, more consistent hiring
Reduced operational load on leadership
Improved candidate experience
Clear documentation and repeatable people processes
Reduced legal and IP risk as the team scales