Senior Manager / Director, People Operations

Osmind•San Francisco, CA

2d•$166,000 - $197,000•Hybrid

About The Position

Osmind is hiring a Senior Manager / Director, People Operations to own day-to-day People Operations and report directly into the co-founder/CEO as we continue to scale. This role is the execution and accountability layer for core HR programs (performance, manager enablement, employee experience, compliance, and workforce planning), ensuring work is well-scoped, owners are clear, and follow-through is consistent. You’ll bring strong judgment, clear communication, and a practical, high-trust approach, helping leaders and teams do their best work without unnecessary bureaucracy.

Requirements

7+ years in People Ops / HRBP / HR roles, including meaningful ownership in a high-growth environment (startup, ideally Series A through C, or similarly fast-changing org).
Strong HR generalist foundation: performance management, employee relations, investigations, policy/handbook work, and manager coaching.
Based in San Francisco and able to go into the office 2+ days per week
Experience with hybrid & distributed teams, ideally in multiple geographic jurisdictions
Autonomous and reliable: you are self-guided in setting your priorities, proactively identifying issues, and putting them into action with a high-quality work product.
People person: you derive energy from supporting the team. You are highly collaborative and enjoy building relationships across the company.
Led change management for a major shift (AI/tool adoption, new operating model, re-org).
Excellent written and verbal communication: can draft crisp comms and toolkits, and can run high-quality all-hands / internal moments with a clear, high-energy voice.
Hands-on, scrappy operator: willing to own SF office management and day-to-day logistics for a 2-day/week in-person cadence.
Judgment + discretion: demonstrated ability to handle sensitive information, navigate conflict, and build trust with both employees and executives.
Values alignment: commitment to fairness, clarity, and a strong employee experience while balancing business constraints. And, you have a passion for our mission to serve mental health patients, providers, and researchers!
AI fluency: you've experimented with AI tools to automate your workflows and approach them with curiosity.

Nice To Haves

Manager-of-one experience (or equivalent): experience leading and developing a direct report and operating through others to deliver outcomes.
Hybrid and distributed workplace experience: You’ve worked in environments with both physical offices and remote teams; you’ve even worked with teams in multiple geographic jurisdictions.
Founder and/or CEO right-hand experience in a fast-changing startup environment.
People analytics fluency: comfortable using metrics to spot risk and drive decisions (headcount, hiring funnel, attrition, ER themes, performance cycle health).

Responsibilities

Be the steady HR business partner in the moments that matter: coach managers through performance and team dynamics, navigate employee relations with care, and handle sensitive issues with consistency and sound judgment.
Partner with the CEO to translate AI strategy into cultural change: design an industry-best program to upskill our employee base and drive positive cultural change around AI adoption.
Contribute to workforce planning and hiring discipline: maintain headcount plans and scenarios, surface tradeoffs, and bring recommendations to the CEO & VP Finance for decisions.
Serve as an internal “emcee”, culture carrier, and steward of employee experience: partner with the CEO and leaders to shape and support key internal moments—bringing a clear, high-energy voice to energize and motivate our employee base. Build cultural programs that maintain our track record of strong employee retention.
Run high-trust people programs end-to-end: deliver people initiatives ranging from performance cycles, offsite get-togethers, to benefits renewals. Ensure the initiatives are clear, fair, and lightweight so managers and teams know what “good” looks like.
Ensure operational excellence and compliance: keep payroll, benefits/leave, and policies accurate and on time; own QA and escalation paths with vendors/legal.
Lead recruiting operations and employee experience through the People team: manage our in-house recruiter, holding yourself accountable for talent outcomes. When times are busy, step in as talent partner for select roles, owning full-cycle recruiting: from sourcing, to recruiter screens, offer issuance, to overall pipeline movement.
Own the SF in-office experience (2 days/week): run office operations and logistics so in-person time is consistent, productive, and genuinely worth showing up for.