Robinhood is democratizing access to America’s financial system. Since our public launch in 2015, we’ve cemented our position as the fastest-growing brokerage with over two million users and billions of dollars worth of transactions. Robinhood was recognized with the Apple Design Award, the Google Material Design Award, and named Fast Company’s 11th Most Innovative Company in the World.

We’re backed by top-tier investors such as DST Global, NEA, Index Ventures, Thrive Capital, Ribbit Capital, a16z, and Google Ventures, as well as individuals such as Jared Leto, Ashton Kutcher, John Legend, and Snoop Dogg.

About the Role

Robinhood is rapidly expanding its business and hiring some of the best talent in the world. As an HR Manager on the team, you will be responsible for building and leading key aspects of people operations. Your principal responsibilities will include: steering performance management cycles, building a stellar onboarding process, owning the People Operations budget, and overseeing benefits & general HR administration.

The HR Manager responsibilities are:

  • Systems - Evaluate and implement the systems and programs to improve human resources management and processes.
  • Budgeting - Develop and manage budgets for human resources operations and shared costs across the organization.
  • Team Management - Maintains human resource staff by recruiting, selecting, orienting, and training human resource specialists and generalists.
  • New Employee Learning and Development - Prepare new employees for assignments by establishing and conducting orientation and training programs; manage off-boarding.
  • Advocacy -  Advocate for the needs of Robinhood employees, acting as a direct HR reference and resource for all Robinhood employees.
  • Performance Management - Ensure planning, monitoring, and appraisal of employee work results by administering the Performance Management process.
  • Benefits - Maintain employee benefits programs by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; designing and conducting educational programs on benefit programs while keeping transparent employee communication and happiness top of mind.
  • Employment Law Compliance - Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
  • Corporate Policies - Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures.
  • Record Retention - Manage current and historical human resource records by acquiring and maintaining a confidential filing and retrieval system that HR and people leaders can access.
  • Personal Professional Development - Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.

Some things we consider critical to being a HR Manager:

  • 5+ years of hands-on experience building and implementing HR systems, and performance management programs, for a team of 100-200 employees (preferably at a technology company.)
  • Strong knowledge of HR practices and procedures; knowledge of state and federal laws/regulations.
  • Experience partnering and consulting with leaders and managers.
  • Ability to work autonomously at a fast pace; takes initiative and results-focused.

Key Competencies:

  • Pragmatic problem-solving skills.
  • Ability to convey difficult and challenging information to managers.
  • Timeliness in response to deadlines.
  • Ability to handle multiple priorities simultaneously.
  • Displays original thinking and creativity; meets challenges with resourcefulness; develops innovative approaches and ideas.

 

 

Apply for this Job
* Required
(Optional)
Almost there! Review your information then click 'Submit Application' to apply.

File   X
File   X


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Robinhood are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.


Share this job: