Sr. Manager, HR

Noah Medical is building the future of medical robotics. Our next generation robotic platform targets early diagnosis and treatment of patients across multiple indications. We are looking for exceptional engineers and key team members. Our incredibly talented team of engineers, innovators, and industry leaders bring years of experience from the top healthcare companies in the world, including: Intuitive, Auris, Stryker, Johnson & Johnson, Boston Scientific, Verb Surgical, Mako, Think Surgical, Medrobotics, and Hansen. We are looking for talented, motivated and ambitious team members to revolutionize robotic surgery.

About the Team

The People Team at Noah Medical partners across the organization to support our employees, managers, and business leaders throughout the employee lifecycle. Our work spans HR business partnership, people operations, talent acquisition, compensation and benefits, performance management, employee development, compliance, and organizational effectiveness.

The Senior Manager, Human Resources will serve as a hands‑on HR Business Partner and operational leader, helping translate People strategy into effective day‑to‑day execution. This role will work closely with leaders and employees across the organization, with a particular focus on HR operations, employee relations, manager support, performance management, and maintaining strong, accurate, and scalable People processes.

Core Responsibilities

HR Operations & Employee Lifecycle

• Own and execute day‑to‑day HR operations, ensuring People processes are completed accurately, consistently, and in a timely manner.
• Maintain accurate and timely employee data in Rippling, including employee changes, documentation, approvals, and ongoing data integrity.
• Partner with internal stakeholders to coordinate onboarding and offboarding and ensure a consistent employee experience and effective handoffs across teams.
• Manage and coordinate employee lifecycle changes, including internal transfers, promotions, manager changes, organizational updates, and other employment changes.
• Maintain HR documentation, policies, processes, and employee records while supporting compliance with applicable employment requirements.
• Identify opportunities to improve and streamline HR processes, systems, and workflows as the organization continues to grow.

People Programs & Organizational Effectiveness

• Execute and support company‑wide People programs and initiatives, including performance reviews, employee development, engagement, organizational planning, and manager development.
• Partner with People leadership to translate People strategies and programs into effective processes, communications, and day‑to‑day execution.
• Use people data and trends, including headcount, turnover, employee changes, and employee feedback, to identify opportunities and provide useful insights to People leadership and business leaders.
• Support organizational changes and People‑related projects from planning through implementation, ensuring strong coordination, communication, and follow‑through.

Employee Relations & Performance Management

• Manage employee relations matters, including workplace concerns, performance issues, corrective actions, and employee investigations, partnering with People leadership and Legal as appropriate.
• Provide consistent and practical guidance to managers and employees on company policies, HR practices, and workplace matters.
• Partner with People leadership on the execution of performance management and review cycles, including goal setting, manager guidance, feedback, performance conversations, development planning and follow‑through.
• Support employee engagement and development initiatives and help managers translate employee feedback into meaningful actions.

HR Business Partnership & Manager Support

• Serve as a trusted HR partner to business leaders and managers, providing day‑to‑day guidance across a broad range of people, performance, and organizational matters.
• Build strong relationships with leaders and employees to understand business needs and translate People priorities into practical and actionable solutions.
• Coach and advise managers on performance management, employee development, team effectiveness, organizational needs, and effective people management practices.
• Partner with leaders on workforce needs, organizational changes, internal transitions, role clarity, and other evolving business needs.

Cross-Functional People Partnership

• Partner closely with Talent Acquisition on workforce planning, hiring priorities, employee transitions, and the successful integration of new hires.
• Partner with Compensation & Benefits on performance and review cycles, employee changes, compensation‑related processes, leaves, and other employee programs as appropriate.
• Collaborate with Finance, Legal, IT, Administration, and other cross‑functional partners to ensure effective execution of People processes and organizational initiatives.
• Support broader People Team priorities and special projects based on evolving business needs.

About You

• 8+ years of progressive Human Resources experience with strong hands‑on experience across HR business partnership and HR operations. If have a strong background in HR operations, your applications will be considered with priority.
• Demonstrated experience partnering directly with business leaders and managers on day‑to‑day people matters, performance management, employee development, and organizational needs.
• Strong employee relations experience, including managing sensitive employee matters, performance issues, corrective actions, and workplace investigations.
• Strong HR operations experience, including employee lifecycle processes, onboarding and offboarding, employee changes, HR documentation, and employee data management.
• Experience supporting and executing performance management and review cycles and coaching managers through effective performance conversations.
• Strong working knowledge of California and federal employment requirements and HR best practices.
• Experience maintaining HRIS data and processes with a high degree of accuracy and timeliness; experience with Rippling or a similar HRIS is preferred.
• Strong communication, judgment, discretion, problem‑solving, and organizational skills with excellent attention to detail.
• Ability to build trusted relationships across all levels of the organization while remaining hands‑on, responsive, and execution‑focused.
• Comfortable working in a fast‑paced, growing environment and balancing strategic People initiatives with day‑to‑day operational needs.
• Experience in medical device, healthcare, life sciences, technology, or another regulated industry is preferred.
• Bachelor’s degree in Human Resources, Business, or related field, or equivalent relevant experience.

#LI-Hybrid

Pay Transparency

Actual pay will be adjusted based on an individual's skills, experience, education, and other job‑related factors such as location as permitted by law. Total compensation may also include additional forms of incentives.

$170,000 - $210,000 USD

Benefits & Perks (For Full Time Employees):

• Comprehensive health insurance including Medical, Dental and Vision + HSA and FSA options
• Equity & Bonus Program
• Life Insurance (company paid & supplemental) and Disability insurance
• Mental health support through medical insurance programs
• Legal and Pet Insurance
• 12+ paid holidays, Flexible Time Off + Sick Time
• Paid parental leave
• In‑office snacks and beverages
• Learning & Development Opportunities: On‑demand online training and book reimbursement
• Team building and company organized social and celebration events

Noah Medical may offer remote, hybrid, or onsite work arrangements within the state of California depending on the specific team and/or role where applicable.

Noah Medical is an Equal Opportunity Employer. We celebrate diversity and are committed to ensuring an inclusive environment for our employees. Applicants are considered for all positions without regard to race, color, religion, sex or gender, gender identity or expression, sexual orientation, national origin, ancestry, age, genetic information, physical or mental disability, marital or protected military or veteran status, or any other consideration made unlawful by federal, state or local laws.