HR Generalist.

Alpha Drop Ventures is building the standard layer for cultural commerce. At the center is DROPZ, our core platform. Around it sit the brands we build and own, each one setting the bar for what credible culture-led product looks like. We are pre-launch and raising. The people joining now could be doing easier things elsewhere. They're choosing this instead. We need someone to own the people side of the company as it gets built.

The Role

You own hiring and HR end to end. Finding the right people, running the process that filters them properly, getting them set up, and building the policies and culture systems that hold the team together as we grow. This is not a support role. You initiate, you own, and you drive.

• Own end-to-end recruitment across roles, from sourcing and screening to coordinating assessments, interviews, and offer communication

• Build and run a clean onboarding process so every new hire understands the standard, the systems, and the culture from day one

• Design and maintain HR policies that are legally sound, fair, and specific to how this company actually operates, not generic templates

• Build team culture and internal engagement through structured, intentional activities, not ad hoc gestures

• Handle core HR operations including documentation, compliance, and employee lifecycle processes from onboarding through separation

• Maintain accurate hiring and HR data, tracking pipeline status, headcount, and process gaps so decisions are made on real information

• Build and improve HR infrastructure as the team scales, including screening frameworks, policy documentation, and internal systems

What This Actually Is

This is a founding team role. That means more than a title.

• You are not filling seats or running a checklist. You are building the people function of the company from the ground up. The decisions you make now become how this company operates for years

• You will work across hiring and HR operations simultaneously, switching context quickly without dropping quality on either side

• Feedback is direct and unfiltered. You hear clearly when something is off and when it lands, and you are expected to handle both calmly

• You will help define how Alpha Drop hires, onboards, and operates before there is a mature HR function to lean on. That is the rare part of this role and the demanding part

If you want a narrow scope where hiring and HR are two separate people's jobs, this is the wrong room, and that is fine.

How We Build And What Sets You Apart

We are here to build something, not make noise around something. We hold a high bar and we hold it together. The role gets you hired. This is what makes you matter here.

• You treat candidate quality and employee experience as your personal standard, not a metric someone else tracks

• You spot the gap in a process, a policy, or a pipeline before anyone asks about it, and you already have a plan to fix it

• You give candidates and employees a clear and honest experience throughout, because how we hire and how we treat people is part of how we are known

• You build things that outlast the task. Policies, frameworks, and systems, not just resolved tickets

• No passive feedback, no dropped context, no low effort with an excuse attached

• When a deadline is at risk, you raise it early. When a hire is not the right fit or a policy is not working, you say it clearly and fix it

• You protect the standard across every part of the people function, because one weak hire or one broken policy affects the whole team

• Going above and beyond is not about hours. It is about caring more precisely than the task requires, and building people systems like the team will be judged by them for years

Who You Are

• Minimum 18 months in HR, talent acquisition, or a combined people operations role, with proven ownership of both hiring and core HR activities

• Able to run end-to-end recruitment independently, from sourcing through offer, without needing the process handed to you

• Experienced in building or managing HR policy, documentation, and employee lifecycle processes in a real operating environment

• Strong written and verbal communicator who can represent the company well to candidates and employees alike

• Organised with pipelines, records, and processes, keeping everything visible and current without being reminded

• Comfortable with ambiguity, shifting priorities, and decisions made on incomplete information, then refining from feedback and results

• Genuinely interested in people and culture building, not just process execution. You want to shape how a high-standard company hires, onboards, and operates

Build with us. Do not perform for us.