Senior HR Manager - US (Chicago, IL)
About us
At Gideon Brothers, we're crafting the future of logistics, manufacturing, and other industrial environments with cutting-edge AI and 3D vision-based autonomous robots. Our mission is simple: automate the complex, so people can shine in what they do best.
Behind the technology is a team of 100+ talented people — bold thinkers, and passionate problem-solvers who genuinely care about what they're building and who they're building it with. We're an ambitious group with different backgrounds, skills, and experiences, united by a shared love for what we do and a culture built on team spirit, constant learning, and kindness.
About the role
As our first dedicated HR person in the US, you'll be stepping into a role with real weight and real opportunity. We currently have 15+ people on the ground, and we're scaling fast. This role comes at a pivotal moment — you'll be joining as we move from early-stage US presence to a fully operating, multi-functional organization, growing significantly over the next 12–18 months. There's no playbook handed to you. You'll write it.
As our Senior HR Manager, you'll own the full people agenda for the US entity — from talent acquisition strategy and culture-building to HR processes and employee experience. You'll be the go-to person on the ground, a trusted partner to leadership, and the one making sure our growth happens in a way that reflects who we are: thoughtful, people-first, and built to last.
This is an on-site role based at our manufacturing and office facility in Chicago area, IL — because being present, visible, and connected to the team is a core part of what makes this role work.
This isn't a "maintain the status quo" HR role. It's a builder role. You'll have real ownership, real freedom, and real impact — shaping how we hire, how we work, and who we become as a company in the US market. If you're energized by a blank page and know how to turn it into something great, keep reading.
How you work
Fair warning: this isn't your typical job posting. And this isn't your typical HR role. We're not looking for someone to maintain a system — we're looking for someone to build one. So instead of a list of buzzwords, here's what we actually care about:
- A genuine builder's mindset — you're energized by ambiguity, not paralyzed by it. There's no manual. You're writing it
- Hands-on and execution-focused — you don't wait for perfect conditions to get things done. Done and iterated beats perfect and delayed, every time
- People-first at your core — you care about the humans behind the org chart, not just the processes around them. You remember birthdays. Or at least pretend to convincingly
- A self-starter who doesn't need hand-holding — your Director of HR is in Croatia, Europe, so you'll need to own the room in Chicago while staying tightly connected across time zones. You're comfortable with that setup, maybe even prefer it
- Strong communicator and relationship builder — you can influence without authority, earn trust quickly, and read a room well. Bonus points if you can also read a room full of engineers. ;)
- Someone who brings good energy to the team — we take our work seriously, not ourselves. Bad jokes are not just tolerated, they're basically a job requirement. We're a small, tight-knit team in Croatia rooting hard for you to succeed, and we want you to bring that same spirit to Chicago
- A culture carrier — you don't just hire for skill, you hire for the kind of team you want to be part of. You know the difference between someone who fits a role and someone who makes the whole team better
- Comfortable operating at both strategic and operational level — some days you're thinking about org design, other days you're knee-deep in job descriptions, and you genuinely don't mind either
- Based in Chicago area, IL — your team in Chicago (Bolingbrook) needs a real human they can walk up to, not a Slack message with a three-hour delay
What you'll own
Talent Acquisition & Recruiting Strategy
- Own and drive the full talent acquisition strategy for the US — define how we hire, which channels we use, and how we show up as an employer in the market
- Manage and direct external recruiters and search partners, holding them accountable to quality, speed, and fit
- Lead end-to-end recruitment across functions and seniority levels — from sourcing strategy to signed offer
- Partner with hiring managers to define roles, set expectations, and make great hiring decisions together
HR Infrastructure & Processes
- Design and build HR processes, policies, and ways of working tailored to the US entity and market — from scratch where needed
- Localize and implement global HR initiatives so they actually land well for US employees
- Ensure compliance with US employment law and keep HR documentation accurate and audit-ready
- Own the HR tech stack for the US entity and make sure it works for the team, not just the admin
Culture & Employee Experience
- Shape and sustain a strong team culture and work environment as the US organization grows
- Lead onboarding so that every new hire hits the ground running and feels at home from day one
- Act as a trusted advisor to managers and employees on everything from day-to-day HR topics to more complex employee relations matters
- Keep a pulse on team morale and engagement — and act on what you hear
People Partnership & Leadership
- Be the HR presence on the ground in Chicago — visible, accessible, and genuinely connected to the team
- Partner directly with the Director of HR and US leadership on people strategy and org development
- Support organizational changes and people-related projects as the business scales
- Contribute to building a US employer brand that attracts the kind of people we want to work with
Your area of expertise:
- 7–10 years of progressive HR experience, with a meaningful chunk of that in a senior, standalone, or first-HR-hire type of role
- Proven track record in a scaling environment — you've been through growth before and know what breaks if you don't get ahead of it
- Experience in an international or multi-entity organization is a strong plus — understanding how a global HQ and a local entity work together matters here
- Background in tech, robotics, manufacturing, or similarly complex hiring environments is a strong plus (almost must)
Talent Acquisition
- Proven ability to own and drive talent acquisition strategy, not just execute it — you've selected recruitment partners, defined hiring processes, and made the calls that shaped a team
- Experience managing external recruiters and search firms — you know how to brief them well, push back when needed, and get results
- Strong recruitment chops across a range of technical and commercial profiles — you're comfortable hiring engineers as much as business roles
HR Expertise
- Solid grasp of US employment law, compliance, and HR best practices — you know what you don't know and when to get help
- Experience building HR processes, policies, and frameworks — ideally in environments where they didn't exist yet
- Comfortable with HR tech and data — you use systems to work smarter, not just to keep records
What's in it for me?
A seat at the table from day one — not just to implement decisions, but to shape them. The freedom to build the US HR function your way, backed by a global team that's genuinely rooting for you. A company that's past the "will this work?" phase — the technology is deployed, the customers are real, and the growth is happening now. A team that lives its values: curiosity, kindness, and a passion for doing things well. And a product that makes recruiting genuinely interesting — it turns out autonomous robots are a pretty compelling sell. :)
Steps in the selection process:
Introduction
Tell us about your experiences and interests, and we will tell you more about the position, about our team and Gideon as a whole. We cherish the individual approach to every candidate and we are always curious to hear how we fit into your plans!
Technical Assessment
This stage will show you how the actual job will look like and how you fit in. You will get an insight into technical details by completing the technical task and discussion with one of our senior experts.
Final interview
The final step is a more in-depth conversation where you will get a full picture of how your work in Gideon would look like and what kind of culture we cherish.
Offer!
If all goes well, this is when we send you the offer with the information and details about compensation, vacation policy, benefits plan and all the other working details.
If we already managed to spark your interest, you can apply even now
But the best things are yet to come if you continue to read on :)
