Moveo Technologies Corp. (drvn)

At drvn, we’re not just moving people from point A to point B. We’re building the technology that makes ground travel run smarter, smoother, and more reliably. Our team blends software, operations, and premium service to orchestrate rides at enterprise scale, from daily travel to complex events. We’re customer-obsessed, data-informed, and constantly improving the experience for bookers, travelers, and partners; setting a higher standard for what modern mobility should feel like.

Role Description

The Human Resources Manager will serve as both a strategic advisor and an operational leader, tasked with building and executing core HR functions across the organization, with particular emphasis on multi-country compliance, organizational scalability, and a high-performance culture. This is a foundational role, responsible for creating and institutionalizing the policies, processes, and programs needed to support our growing workforce.

Working closely with executive leadership, this individual will architect and implement scalable HR infrastructure, lead recruitment and onboarding efforts, champion talent development, oversee compensation and benefits administration, and manage employee relations with integrity, discretion, and fairness. The ideal candidate brings a balance of vision and execution, capable of transforming a Rippling-managed HR environment into a structured, policy-driven, people-first function that supports both business objectives and employee engagement.

Key Responsibilities 

Compliance & Risk Management

• Navigate employment-related compliance, policies, and documentation across the United States, Argentina, and the Dominican Republic, including contractor/workforce classification considerations.
• Maintain HR documentation standards (employee files, disciplinary records, investigations, acknowledgements, and offboarding records).
• Partner with leadership as needed to reduce risk, support audits, and maintain best practices for a distributed workforce.

Talent Acquisition & Hiring Operations

• Provide strategic oversight of recruiting across the company by owning the hiring process, interview standards, compliance, final-stage alignment with leadership, and recruiting performance metrics.
• Define and maintain recruiting standards: job description format, scorecards, interview stages, evaluation criteria, and hiring compliance requirements.
• Create structured evaluation standards to improve hiring quality and consistency across departments.
• Support leaders with interviewing, selection decisions, and compensation alignment within defined ranges/bands.

Performance Management & Enablement

• Establish and run performance review cycles, including templates, timelines, completion tracking, and reporting in Rippling.
• Train managers on performance expectations, feedback, documentation, and escalation pathways (including performance improvement processes when needed).
• Ensure performance processes are fair, consistent, and defensible, balancing employee experience with business requirements.
• Establish the operating cadence with leadership: quarterly priorities, training calendar standards, completion expectations, and reporting.
• Partner with team leaders to align program delivery to the framework and ensure consistent execution across teams.
• Track and report performance indicators to leadership (completion rates, time-to-proficiency, manager readiness, and training effectiveness feedback loops).

Employee Relations & Investigations

• Serve as a trusted point of contact for employee relations concerns and workplace issues, handling matters confidentially and professionally.
• Conduct investigations promptly, document findings, and communicate outcomes in a fair and consistent manner.
• Support conflict resolution and leadership coaching to reduce recurring issues and strengthen culture.

Compensation & Benefits

• Oversee administration and communication of compensation changes, benefits enrollments, PTO/leave practices, and employee support inquiries.
• Ensure accurate documentation and timely communication of all changes and approvals.

Qualifications

• Minimum of 2+ years experience in Human Resources / People Operations (HR Generalist, HR Manager, People Ops, or similar).
• Hands-on experience with Rippling is required, including building workflows, documenting processes, and creating reports.
• Fluent in English and Spanish (written and spoken).
• Solid understanding of U.S. and Latin America workforce practices.
• Strong organizational skills and ability to manage multiple priorities independently.
• Excellent interpersonal communication skills; ability to operate effectively across cultures and functions.
• Strong documentation skills and comfort handling sensitive matters with discretion.

Growth Expectation

This is a high-impact foundational role with expected growth as the company scales. The Human Resource Manager will help define what “great” looks like for People Administration Job Family and will contribute directly to building a future People team structure, processes, and standards.