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People Ops FoundationsHR infra: policies, handbook & onboardingRecruiting & OnboardingEnd-to-end hiring & onboarding optimizationPerformance ManagementSimple performance: goals, reviews & feedbackCompensation & LevelingComp, leveling & fair pay frameworksEmployee Relations & RiskER support: conflict, risk & investigationsManager DevelopmentManager coaching: tools & leadership habitsCulture & EngagementCulture: values, rituals & team alignmentHR Tech & Vendor EnablementHR stack: HRIS, payroll & implementation

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NYC-based. Supporting startups across New York (remote/hybrid).

Fractional HR for New York Startups

A senior, part-time Head of People for New York startups and scaleups. We build the hiring, pay, policy and manager systems your team needs, set up around New York City and New York State rules from the start.

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  • NYC-based, working remote or hybrid
  • Built around New York City and State rules
  • Start with a free 30-minute HR audit

What we build for New York teams

  • Hiring that holds up

    Role scorecards, structured interviews, and job posts that carry the pay range New York requires.

  • Pay bands you can publish

    Simple levels and ranges you can stand behind when every New York job post has to show one.

  • Policies and training on time

    A short handbook, sick leave and harassment policies, and the yearly training New York expects.

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New York rules your People setup has to cover

The rules that catch New York startups out most often. This is a plain-English summary, not legal advice: we work alongside your employment counsel.

  • Pay ranges in job posts

    Employers with four or more employees must include a good-faith pay range in job ads for New York City roles (since November 2022) and across New York State (since September 2023).

    Source: NYC Commission on Human Rights, NY Department of Labor

  • Paid sick and safe leave

    New York City and New York State both require sick leave of up to 40 or 56 hours a year, paid for most employers, depending on company size.

    Source: NYC Earned Safe and Sick Time, NY Paid Sick Leave

  • Paid Family Leave

    Most private employers must carry Paid Family Leave insurance, which gives eligible employees up to 12 weeks of job-protected, paid time off.

    Source: NY Paid Family Leave

  • Harassment prevention

    Every New York employer needs a written sexual harassment prevention policy and has to give every employee interactive training each year.

    Source: NY Department of Labor

  • Hiring tools and background checks

    Automated tools that screen candidates for New York City roles need a yearly bias audit and notice to candidates, and the Fair Chance Act bars asking about criminal history before a conditional offer.

    Source: NYC automated hiring tools, NYC Fair Chance Act

How working together works

  1. Free 30-minute audit

    We look at hiring, pay, policies and managers, and find your top three gaps.

  2. A 90-day sprint

    Best if foundations are missing: we build the systems and set them up for New York.

  3. Ongoing Head of People

    A steady, part-time partner to run and grow People Ops as you scale.

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What past clients say

  • Dilshan Dowlah

    Head of US @ Mercuryo

    "Pooja single-handedly led HR at a fast-growing crypto startup, scaling the team from 20 to 100+ in under a year. She managed everything from hiring to employee support, all while shaping a strong, positive culture with passion, empathy, and relentless dedication."

  • Kurt Boehringer

    CFO, Derivative Path

    “Pooja built Derivative Path’s HR from the ground up streamlining key processes and creating a foundation for global, inclusive engagement. She blends empathy with execution, navigating tough conversations while driving results with deep expertise and relentless dedication.”

  • John Fleming

    Derivative Path, President and COO

    “Pooja brought consistency and fairness to our team management, helping build a culture where everyone feels valued, heard, and supported. Her approach strengthened trust, boosted morale, and ensured every team member had equal attention and opportunity, no matter their role.”

  • Abigail Fleischman

    Experienced Payment Operations Manager

    "Pooja is a responsive, approachable HR pro who excels at recruiting and getting things done. She built her team from scratch, made fast progress, and always takes time to listen. Her dedication is unmatched to the point we had to remind her to unplug!"

  • Stef Schultz

    ENTJ-A: Commander | Apple Alum

    “Grounding discussions and cutting-edge advice, with fingers on the pulse of the market - Pooja is a no-nonsense human, she cuts to the chase, and she is a straight shooter who is beyond fair in all of her dealings. Can't recommend her enough, and looking forward to many future coachings!”
  • Avatar of Diana Marcela

    Diana Marcela Arias

    Director, Financial Intelligence Unit

    “Pooja showed us that the HR title should be a company's soul for every action. Furthermore, she taught us that love and respect should always prevail no matter how difficult the path is. Still, the most important thing I could learn from her is that the true identity of the human being is found in love and respect for both business cultures as human beings culture.”

Fractional HR in New York: FAQs

Yes. Humanto is NYC-based and works with startups in New York City, Long Island and across New York State, remote or hybrid. We also support teams across the United States.

It depends on scope: hourly, a monthly retainer, or a fixed project. Our guide to fractional HR cost explains the models, and the free 30-minute HR audit is the quickest way to see which one fits your stage.

Yes. Employers with four or more employees must include a good-faith pay range in job ads for New York City roles since November 2022, and across New York State since September 2023. Simple pay bands make those ranges consistent and easy to defend.

Yes. Every New York employer needs a written sexual harassment prevention policy and must give every employee interactive training each year. We set up the policy and the yearly rhythm so it does not get missed.

No. We build practical People systems and work alongside your employment counsel for legal advice.

Book the free 30-minute HR audit. We identify your top three People gaps and outline a prioritized plan, then you decide whether to run it yourself, do a 90-day sprint with us, or bring us in as your ongoing fractional Head of People.

Building a team in New York?

Book your free 30-minute HR Audit and leave with a prioritized plan for your stage.

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