Talent Acquisition & People Operations Manager

Vironix AI•Austin, TX

7d•Remote

About The Position

Vironix Health is an Austin-based healthtech company building the future of remote patient monitoring (RPM) and chronic care management (CCM). We partner with healthcare organizations to deliver continuous, data-driven care to patients outside the four walls of a clinic — combining technology, clinical staffing, and care coordination to keep patients healthier and out of the hospital. We're a fast-moving startup scaling both our clinical workforce and our internal team, and we need someone who can build the people infrastructure to match our growth. Vironix is hiring a Talent Acquisition & People Operations Manager to take full ownership of recruiting and HR operations across the company. This is not a narrow recruiting role — you'll own the full employee lifecycle for our 60+ (and growing) nationwide Medical Assistant contractor workforce, lead internal permanent hiring and build out the HR infrastructure (onboarding, payroll coordination, compliance, employee engagement) that a company our size needs but hasn't fully formalized yet. Your job is to take what we've built thus far with recruiting, improve it, run it at scale, and build the HR layer on top of it. This is a high-ownership, high-visibility role reporting directly into executive leadership (CEO and SVP, Operations) This role requires a serious level of commitment. We're a startup employing a large and growing distributed clinical workforce, which means real urgency, real deadlines, and weeks where the workload is intense. We need someone who can genuinely make Vironix their top priority right now — not squeeze it in around other commitments.

Requirements

Ideally you have 3+ years of recruiting experience (ideally a combination of HR and Recruiting) with exposure to both high-volume staffing and internal corporate hiring.
Startup experience is a strong plus.
Organized and diligent. You'll be juggling dozens of open reqs and contractor touchpoints at once — nothing falls through the cracks on your watch.
Genuinely passionate about building something. This isn't a maintain-the-status-quo role. We want someone who wants to grow this function — and the company — together with us.
Strong work ethic and resilience under pressure. Startup hiring at this pace has real peaks and real deadlines. You handle pressure calmly and keep moving.
Comfortable wearing both hats. You can run a structured clinical hiring pipeline in the morning and handle a payroll question or engagement initiative in the afternoon.
Available to prioritize this role. Given the pace and volume of work, this needs to be your primary professional focus and you should feel comfortable making Vironix one of the top priorities (and be well rewarded for it as well)
Tech-comfortable. Familiarity with ATS platforms, Google Workspace, and a willingness to use (and help improve) internal tools and automations.

Responsibilities

Full-cycle recruiting for Medical Assistant contractor roles across multiple states, keeping pace with a workforce that already exceeds 50 and is actively growing
Sourcing, screening, interviewing, and closing candidates for clinical contractor positions supporting our RPM/CCM programs
Managing multi-state hiring pipelines simultaneously, each with their own licensing, timezone, and market nuances
Maintaining and improving contractor onboarding materials, FAQs, and candidate-facing resources
Owning requisitions for internal roles including Account Executives, and Engineering positions
Partnering directly with hiring managers and executive leadership to define role requirements, comp structure, and hiring timelines
Managing the full internal candidate experience from job description through offer and onboarding
Coordinating payroll processes and ensuring accurate, timely contractor payments
Owning onboarding operations — provisioning, compliance documentation, HIPAA training completion, account setup
Managing compliance tracking (e.g., security/2FA enrollment, required certifications, contractor documentation)
Fielding day-to-day HR questions and issues from contractors and employees, and knowing when to escalate
Maintaining and improving the recruiting/HR tech stack (Workable and onboarding automation)
Identifying opportunities to automate repetitive recruiting/HR workflows as the team scales
Keeping documentation, trackers, and dashboards current so leadership always has visibility into headcount, pipeline, and compliance status