HR Manager - Street Medicine Team

Akido•Los Angeles, CA

8h•$100,000 - $130,000

About The Position

HR Manager - Street Medicine Team Akido builds AI-powered doctors . Akido is the first AI-native care provider, combining cutting-edge technology with a nationwide medical network to address America’s physician shortage and make exceptional healthcare universal. Its AI empowers doctors to deliver faster, more accurate, and more compassionate care. Serving 500K+ patients across California, Rhode Island, and New York, Akido offers primary and specialty care in 26 specialties—from serving unhoused communities in Los Angeles to ride-share drivers in New York. Founded in 2015 (YC W15), Akido is expanding its risk-bearing care models and scaling ScopeAI, its breakthrough clinical AI platform. Read more about Akido’s $60M Series B . More info at Akidolabs.com . HR Manager, Street Medicine Team The Opportunity The HR Manager plays a key role in supporting and strengthening the employee experience across the organization. This position is responsible for managing core Human Resources operations—including onboarding, employee relations support, policy implementation, compliance, and day‑to-day HR processes for Akido’s Street Medicine Team, the fastest growing program in Akido. The HR Manager will partner closely with employees, managers, and program leadership to ensure HR practices are consistent, effective, and aligned with organizational values and goals. This role will be required to travel between LA and Bakersfield and can be located in either location. This role requires strong organizational skills, excellent judgment, and the ability to navigate sensitive situations with professionalism and empathy.

Requirements

6+ years of progressive HR experience.
Strong understanding of HR operations, policies, and U.S. employment law in the states they serve.
Experience managing onboarding processes and employee relations support.
Exceptional communication and interpersonal skills.
High attention to detail and organizational rigor.
Ability to maintain confidentiality and exercise sound judgment.
Willingness to travel between LA and Bakersfield 25% of the time

Nice To Haves

Experience in a healthcare, or mission‑driven organization strongly preferred.
Familiarity with HRIS platforms (e.g., BambooHR, Workday, Gusto, Rippling, etc.).
Experience supporting distributed or hybrid teams.
HR certification (PHR, SHRM-CP) preferred but not required.

Responsibilities

Develop and manage all aspects of the employee lifecycle including onboarding, internal transitions, and offboarding.
Partner with program leadership to ensure new hires are onboard effectively, setting each new hire up for success in their new role.
Ensure new hires are educated around benefits, 401k’s, and that enrollment is going smoothly.
Conduct exit processes, including scheduling interviews and ensuring timely completion of documentation.
Maintain accurate employee records and documentation throughout the lifecycle.
Lead and resolve employee relations issues with fairness, discretion, and compliance with employment laws.
Serve as an initial point of contact for employees seeking HR guidance on policies, processes, or concerns.
Support managers with coaching and recommendations on HR‑related questions and basic employee relations matters.
Escalate complex or sensitive issues to HR leadership as appropriate.
Ensure HR policies, procedures, and practices are applied consistently across teams.
Maintain documentation in alignment with federal, state, and local employment laws.
Support compliance initiatives such as I‑9 documentation, audits, and required trainings.
Assist with updates to the employee handbook and internal HR guidance.
Manage and maintain HRIS data accuracy, workflows, and reporting.
Support payroll and benefits administration through coordination with internal teams and external partners.
Identify opportunities to streamline and improve People processes.
Provide clear, timely guidance to managers on HR processes such as performance reviews, approvals, and employee changes.
Help develop manager strengths around effective supervision, team leadership, goal setting etc.
Partner with program leadership to plan for and execute programmatic growth.
Partner with managers to guide, coordinate, and execute the performance management cycle for the departments they support.
Help managers deliver effective, constructive feedback and identify opportunities for employee development.
Contribute insights and recommendations to strengthen performance programs and ensure they are equitable, transparent, and aligned with organizational values.