HR Partner

About DTSalazar

DTSalazar Inc. (DTS) is an Owner’s Representation/Project Management firm specializing in design and
construction projects on behalf of discerning, private clients. Our focus is on ultra-high-end residential and
large-scale planning projects and includes a wide range of project types and collaborations with the best and brightest architects, designers, artists, and builders in the industry. We work end-to-end on project phases, including acquisition, investment, financing, strategic planning, design, planning, construction, maintenance, operations, and disposition.

As the company continues to grow, we are strengthening the systems, structures, and operational rhythms that support our team while preserving the collaborative and entrepreneurial culture that defines how we work.

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Role Overview

DTSalazar is seeking a thoughtful, highly capable Fractional HR Partner to support the next phase of our organizational growth. This role is ideal for someone who thrives in small, fast-moving environments and can operate as both a strategic advisor and hands-on builder. The right person will help strengthen people operations, support managers, improve organizational clarity, and build lightweight but durable systems that scale with the company.

This is not a traditional corporate HR role. We are looking for someone pragmatic, emotionally intelligent, low-ego, and operationally strong — someone who can bring structure without bureaucracy.

The Fractional HR Partner will work closely with leadership during a period of organizational transition and team development.

Location: Remote with occasional in-person collaboration preferred (Bay Area preferred)

Job Type: Part-Time / Contract Role:

• Estimated Hours: 12-15 hours/month 
• Availability during standard Pacific Time working hours preferred
• Monthly working session with Head of People. On-call for compliance questions, employee relations matters, and benefits cycles.
• Retainer (ongoing): 1–2 hours per week on average. A short check-in with Head of People, a compliance question or two, a benefits administration item. Quiet weeks may be 30 minutes; busy weeks may be 3–4 hours. This is the 4–8 hours/month baseline.
• Project work (scoped separately): Discrete builds that sit on top of the retainer. Examples: a full employee handbook rewrite, a comp banding study from zero, the first cycle of open enrollment under a new broker, a workplace investigation. These are scoped, priced, and billed as project engagements with defined deliverables and timelines — not absorbed into the monthly retainer.

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Key Responsibilities:

Compliance and risk

• Federal and state employment law guidance (California, New York, Texas, Washington): wage and hour, classification, leave, accommodations, harassment training.
• Maintain the firm's compliance calendar: ACA reporting, EDD filings, workers' comp audits, state-specific notices.
• Review and update the employee handbook annually. Ensure policies reflect current law.
• Document retention and personnel file management standards.

Benefits and total rewards

• Manage Gusto Payroll platform 
• Run the annual benefits renewal: health, dental, vision, retirement, fertility, supplemental coverage.
• Run open enrollment logistics: communications, employee education, paperwork.
• Advise on benefits design: what to add, what to drop, what the firm can afford against what attracts talent. Partners with the Head of People on strategy and the fractional CFO on cost modeling.
• Manage HSA/FSA administration, retirement plan compliance, and any vendor-managed benefits.

Compensation benchmarking

• Provide market data for compensation decisions — by role, by level, by region. Bay Area architecture and design firm benchmarks specifically.
• Support the firm's annual comp review with data — what the market is paying for each role, where DTS sits, what the gaps are.
• Advise on equity, bonus, and non-cash compensation design where relevant.

Manager training and development

• Provide guidance and training materials to managers around performance conversations, feedback, difficult conversations, harassment training.
• Support People Management training and compliance training work. Connect the company to the right training providers and frameworks.
• Available as a coaching resource for new managers on technical questions ("how do I handle a PIP", "what should I document").

Employee relations

• On-call for sensitive employee-relations matters: fertility benefits, performance issues, conflict, accommodation requests, terminations.
• Advise on documentation, communication, and process for any high-risk people decisions.
• Available to conduct exit interviews or workplace investigations when needed.

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Ideal Candidate

• 10+ years in People Operations or HR. SHRM-CP or SHRM-SCP certification preferred.
• Deep California employment law fluency. Bay Area-based or California-licensed.
• Experience supporting small-to-mid professional services firms (under 50 employees).
• Comfortable as a behind-the-scenes specialist. Not seeking to be the firm's People leader.
• Discreet, technically excellent, fast-responding on time-sensitive matters.
• Has experience supporting small or founder-led companies through growth and operational maturation
• Can flex between strategy and execution comfortably
• Has strong judgment and high emotional intelligence
• Builds trust quickly across different personalities and working styles
• Brings clarity and calm to ambiguity
• Understands how to create systems that are useful—not performative
• Is highly organized, proactive, and detail-oriented
• Communicates directly, thoughtfully, and with discretion

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Preferred Experience

• 8+ years in HR, People Operations, Organizational Development, or related leadership roles
• Experience in startups, professional services, construction/design-adjacent industries, or high-touch client service environments preferred
• Experience coaching first-time managers strongly preferred
• Familiarity with California employment practices preferred
• Experience building foundational people systems in small organizations
• Engagement Structure
• Fractional / contract engagement
• Prior experience in real estate, family office, or professional services environments is beneficial but not required.

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How to Apply

Note: This is a syndicated job post. Fractional Jobs found it on the web, but we are not working with the client directly, so we don't have control over or knowledge of the application process. To apply, click on the "View Application" button and follow the application's instructions. Let us know how it goes!