HR Director

Obsidian Security•Palo Alto, CA

4d•$200,000 - $230,000

About The Position

Obsidian Security is a leading SaaS security platform trusted by global enterprises. Founded in 2017, Obsidian was built to secure SaaS apps where business happens. The company offers a complete SaaS security platform to reduce risk, detect and respond to threats, and prevent breaches at the source. With AI driving rapid SaaS growth and complexity, agentic AI tools gain privileged access to sensitive data through integrations, creating new risks most security tools miss. Obsidian uniquely detects anomalous OAuth token activity and manages integration risks. Obsidian enables growing organizations to start with a lightweight, prevention-focused browser extension and expand coverage over time. With global momentum, a growing partner ecosystem, and a major fundraise ahead, Obsidian is scaling rapidly toward long-term growth and IPO readiness.

Requirements

8+ years of progressive People experience, including generalist/HRBP work and ownership of operations, benefits, and compliance.
2+ years directly managing and developing People team members.
Working knowledge of multi-state employment law; experience with HRIS platforms (e.g., Rippling, Workday, ADP) and comfort with People data.
Demonstrated success managing benefits programs and vendor relationships.
Strong track record as a credible, trusted business partner to leaders.
Bachelor's degree in Human Resources, Business, or related field.

Nice To Haves

SHRM-CP/SCP or PHR/SPHR preferred

Responsibilities

Manage, coach, and develop the People Operations Manager and People Generalist, setting priorities, quality standards, and growth plans for the team.
Own day-to-day HRIS operations and the employee lifecycle (status changes, promotions, transfers, terminations), ensuring accurate, timely data.
Partner with Finance/Payroll on accurate, timely payroll processing and reconciliation.
Build/track People metrics (headcount, turnover, time-to-fill, engagement) and continuously improve processes and tools.
Own employee benefits programs — plan design, negotiations, administration, and annual open enrollment/renewal — ensuring accuracy and compliance.
Benchmark offerings against market data and recommend enhancements that support attraction and retention.
Lead core People programs — performance management, engagement surveys, recognition, and career/learning development.
Support compensation cycles (merit, bonus, equity refresh) and drive engagement initiatives that build a strong, values-aligned culture.
Ensure People policies, recordkeeping, and practices comply with employment law (FLSA, FMLA, ADA, EEO, leave laws); own the employee handbook.
Manage compliance filings and audits (EEO-1, ACA, workers' comp, I-9) and advise leadership on regulatory changes.
Manage end-to-end onboarding and offboarding, driving enhancements to elevate and scale the programs.
Own the HRBP relationship for an assigned client group as its primary People point of contact and trusted advisor.
Partner with the group's leaders on org design, workforce planning, and talent reviews.
Coach managers and employees through performance management, employee relations, and conflict resolution, translating business priorities into tailored People strategy.