the company: Same Page

Same Page was founded by HR guy Matt Tanner and marketing gal Callie Murray. Collectively, we have run our own companies and have worked for growing businesses like MailChimp, FullStory, and King of Pops. In each organization, we became keenly aware of how HR tasks can bog down leaders; we created Same Page to help.

We serve small businesses that do not have their own HR person/department. How? We provide a fractional HR generalist supported by our team of Subject Matter Experts. Here’s a lot more info about that.

Our Company Mission 

Aligning employers and employees through approachable HR support. 

Our Company Purpose 

Building better places to work, creating margin and meaning for everyone. 

Our Core Values 

● Take initiative: We have a bias toward action. We anticipate client needs. We bring solutions. We don't dwell on things that we can't control. 

● Surprise & delight: We find ways to be a little unconventional. We do more than what’s expected. We honor the client's work. We make hard things easier. 

● Follow-through: We do what we say we are going to do. We finish what we start. We are accountable for outcomes, good and bad.

● Roll with the punches: We plan and schedule so we have margin for the unexpected. We approach challenges and obstacles with grace—and humor. 

The Opportunity: People Person

As a Same Page People Person, you will serve as the main HR point of contact for a handful of clients, interacting directly with the business founder or someone on the leadership team. 

Similar titles that might be good fits for this role are HR Generalist, HR Coordinator, or HR Specialist. We just think People Person sounds a little less "Toby Flenderson-y".

How to explain this work to other people: 

“I am a virtual HR Generalist for a handful of growing businesses.” 

Requirements

*(these are real, actual requirements) 

• Minimum 3 years of broad and progressive HR experience 

• At least 2 verifiable examples of leading an HR initiative or creating an HR process 

• Experience working directly with executive-level team members 

You might be a good fit if: 

• You understand the alphabet soup of HR—FMLA, ACA, EEOC, I-9, W-4s. You might not have it all memorized, but you can answer most questions because you keep information accessible and accurate. (You dislike bureaucracy but know which rules must be followed.) 

• You don't just talk about being organized; you’ve actually got air-tight organizational systems, routines, and habits to stay on top of a high volume of processes, requests, and fire drills. You hold yourself accountable with your own reminders. 

• You have succeeded in fast-paced, dynamic environments where the priorities change often.

• You have a “client-service” orientation; you want to advise and support employees so you welcome their (many!) questions as they navigate their benefits admin or the transition to a hybrid work environment. 

• You’ve got the self-assurance to present confidently in front of executives but the humility to feel a little nervous about it. 

• You love learning and are always trying to better understand people dynamics, new business models, and talent processes. 

• You are proficient with technology and are comfortable learning new things.

• You always bring positive energy. 

Some things you’ll be doing: 

• You will review customers' HR policies and practices and guide them through the Same Page HR Framework.

• As the main HR point of contact for a customer, you’ll be there to assist employees with all their questions and needs around benefits, policies, payroll, PTO, etc. 

• One day you might be answering a tough question about health insurance, researching a state law, or working with a manager to figure out a difficult situation with a team member. The next day you might be rolling out a new onboarding process. Other days are filled with things as simple as updating an employee’s address or direct deposit information.

• Oh, and you'll get to do the above for more than just one company. (We know we keep mentioning this, but it's important that you enjoy and thrive in an environment where you have to keep multiple plates spinning—this is not for everyone, and that's okay.) 

• For most customers, you’ll be responsible for overseeing the hiring process from beginning to end. You won’t do all the work, but you will make sure that it gets done—the right way.

• You’ll manage the process when employees leave, and you will coach managers on how to navigate that. 

• Other projects you might help with include building a virtual handbook for a customer, overhauling their onboarding, rolling out a performance management process that employees don't actively hate, or refining and documenting people processes—all following our Same Page Framework.

• You’ll likely have one to three scheduled meetings each week per client. 

Answers to questions you might be asking: 

• This is a fully remote position. 

• Most contractors serve clients ongoing, averaging 5-10 hours a week per client.

• Our contractors are asked to be available to their clients Monday through Friday during normal business hours. This means a contractor is typically on-call for those days and hours but not on-demand, if that makes sense.

• You’ll be supported by our Same Page Framework and resource library as well as the Same Page team of Subject Matter Experts. You won’t have to answer complicated questions you are unsure about. 

• We like to interview contractor candidates that seem to meet the core value and job requirements before we have client opportunities available. This means that the timeline of when you might start could range from really-soon to in-awhile. 

• We share even more FAQs (including specifics about pay) here.

  The Application Process

  Apply here. If you seem like a potential fit, we will send over FAQs about the role along with the first step of the interview process: a challenge to complete (~30 minutes, not actual client work). Longer interview calls would follow for qualified candidates. Note that we are incredibly selective in this process, hiring just 4% of applicants.