HR Manager (Full-Time)

People Operations Manager
Remote | Full-Time | Reports to COO
About KNWN Local
We help real estate agents become the most known and trusted authority in their local market through media. We run YouTube channels, newsletters, and social content for 100+ real estate pros across North America.
Every week clients text us things like “someone stopped me at the grocery store and said they love my videos” or “for the first time in 10 years I’m not stressed about where my next deal is coming from.”
The industry is decades behind on media. Build and own the people infrastructure that lets KNWN Local scale from 65 to 150+ team members without losing quality, culture, or our best people.
Onboarding lived in people’s heads. HR infrastructure was built ad hoc. HR Infrastructure and Systems Everything else sits on top of this. If the foundation isn’t built, nothing else scales. Stand up a contractor compliance platform for our international team Implement an ATS and consolidate hiring with our systems (or improving them) Build role handbooks with documented expectations, KPIs, comp structure, and growth path for every role Roll out benefits and perks infrastructure (ICHRA, LSA, Ramp) Own the performance management framework and review cadence across departments
Build an early-warning system for at-risk team members. Build clear growth paths (IC track and management track) for every role. Run periodic skip-level 1:1s across departments. Hiring and Talent Acquisition Hiring 10-15 people per quarter across editors, strategists, writers, managers, and leadership. Own the hiring pipeline end-to-end across multiple platforms, countries, and role variations. Run group interviews and skill tests at scale. Build the scorecards, rubrics, and metrics (time-to-fill, conversion rates, quality of hire).
Onboarding and Training Build a standardized onboarding framework (30-60-90 day) per role. Months 1-6: Mostly building. Pipeline management, screening, interview coordination, and onboarding execution become a bigger piece.
~Stabilize around a rough mix between building systems, recruiting and onboarding, and retention and development.

Must-Haves 5+ years in People Ops, HR, or Talent with direct experience building infrastructure from scratch. Track record hiring at volume in a fast-scaling company (ideally 50-150 person stage). Systems-first thinker: you diagnose constraints, build long-term systems, and hold multiple viewpoints. AI-ready: you default to technology first, test, experiment, and integrate AI into workflows. Systems shipped and operational (ATS live, compliance platform live, role handbooks complete).
New-hire 90-day retention and manager satisfaction at 30/60/90.
Time-to-fill and quality of hire across repeated roles.
Reports to the COO with weekly 1:1s. Clear path to Director of People Ops as the function matures.
84,000 to $120,000 + performance bonus.

• Performance-based progression tied to different phases.
• Fully remote, core hours 8am-5pm ET.
• Flexible time off plus company-wide holiday breaks.