Senior Human Resources Manager

Atoms is building the machines that power the next era of progress.

Over the last decade, software has transformed the digital world. But the physical world, where food is made, minerals are mined, goods are moved, and industries are run, remains far less intelligent, far less efficient, and far more constrained. We’re changing that.

Atoms builds Physical AI— real-world robots for the industries that move civilization forward, starting with food, mining, and transport. Our systems are designed to understand, predict, and control the real world with precision, turning complex physical operations into something more reliable, more scalable, and more productive.

This work requires more than robotics. It requires deep integration across hardware, software, AI, operations, manufacturing, and real estate. We don’t just build machines in a lab. We deploy them into real environments, operate them, learn from them, and improve them until they work at scale.

We are roboticists, engineers, operators, and builders. We believe the next great technology companies will not only transform information, but the physical systems that shape everyday life.

If you want to work on hard problems with real-world impact, join us.

About the role

The Senior HR Manager leads the HR function supporting field operations across LosAngeles, Miami, Dallas, and Houston, a workforce of more than 4,000 hourly W-2 employees.The role is based in Dallas on a hybrid schedule and requires travel of up to 25% to our othermarkets.

This role is responsible for both the HR team in each market and the systems that team runs on.You will manage a group of HR Managers, Generalists, and Coordinators, hire an HR Managerfor Los Angeles, and set the standards that keep HR practice consistent from market to market.Day to day, you will own employee relations and investigations, workers' compensation andleave administration, HR compliance, and the partnership with Payroll on multi-state wage andhour execution.

What you’ll do

• Document and standardize core HR processes across all four markets, including investigations, corrective action, terminations, suspensions, job abandonment, onboarding, and offboarding.
• Build to California requirements first and adjust for other states.
• Build the reporting that gives leadership visibility into open employee relations cases, workers' compensation claims, and response times without requiring a manual pull.
• Reduce manual work by partnering with HRIS and Data to automate roster audits, attendance verification, and termination processing.
• Set service standards for HR response and resolution times, and audit the team's work against them.
• Analyze trends across employee relations cases, injuries, terminations, attendance, and turnover to identify where the business is exposed, and bring leadership both the finding and the recommendation.
• Build continuity into the function through cross-training, documented ownership, and defined backup coverage for every critical workflow.
• Employee Relations and Investigations
• Serve as the escalation point for complex and sensitive matters raised by market HR staff and operations leaders.
• Conduct and oversee investigations into harassment, discrimination, retaliation, and policy violations, applying consistent methodology and producing documented findings and recommendations.
• Coach operations leaders on documentation, progressive discipline, conflict resolution, and performance management, and hold decision rights to the defined process.
• Draft correspondence on legally sensitive employee matters and partner with outside counsel on employment practices liability claims, including file preparation and case background.
• Risk, Workers' Compensation, and Safety
• Own the workers' compensation program, including intake and triage, adjuster and nurse case manager coordination, transitional duty, return to work, and the weekly return-to-work data provided to Payroll.
• Manage occupational health vendor relationships and hold them to agreed service levels.
• Administer leave and accommodation across states, including FMLA, CFRA, PDL, and ADA/FEHA, and lead the interactive process.
• Serve as plan administrator for California Injury and Illness Prevention and Workplace Violence Prevention programs, and partner with Safety on hazard correction, required training, and OSHA recordkeeping and reporting.
• Manage unemployment claims and responses to state agency inquiries.

Payroll Partnership and Compliance

• Partner with Payroll on multi-state wage and hour execution, including meal and rest premiums, overtime, PTO and sick accrual, holiday pay, final pay timing, and off-the-clock exposure.
• Own HRIS data integrity, including roster accuracy, status changes, terminations, and completion of onboarding documentation.
• Support pay changes and milestone increases, along with the employee communication that accompanies them.
• Lead and develop HR Managers, Generalists, and Coordinators across four markets.
• Hire and onboard an HR Manager for Los Angeles and build the team structure the function needs as the business grows.
• Set expectations and hold accountability through regular one-on-ones, performance management, and development planning.
• Ensure consistency in how HR operates, escalates, and documents in every market.

What we’re looking for

• 8+ years of progressive HR experience, with significant depth in employee relations and workplace investigations
• 5+ years managing HR professionals across multiple sites in more than one state, including hiring, developing, and managing performance
• Demonstrated experience building HR processes and systems, not only operating them. This includes SOPs, trackers, dashboards, or automation. Candidates should be prepared to describe specific examples: what the process looked like before, what you built, and what improved as a result.
• Working knowledge of multi-state employment law with substantive California experience, including CFRA, PDL, FEHA, wage and hour, and Cal/OSHA, in addition to Texas and Florida
• Hands‑on workers' compensation experience, including work with adjusters, nurse case managers, transitional duty, and return‑to‑work planning
• Experience supporting a high‑volume hourly workforce in a field, fleet, logistics, or similar operational environment
• Proficiency with HRIS and timekeeping platforms, Paycor preferred, and comfort working in ticketing and reporting tools
• Strong documentation and written communication skills, including drafting correspondence on legally sensitive matters
• Sound judgment and discretion, with the credibility to advise operations leaders and the willingness to push back when the process calls for it
• Bachelor's degree in Human Resources, Business Administration, or a related field preferred
• PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification preferred
• Valid driver's license with a driving record in good standing
• Ability to travel up to 25%

At Atoms, you’ll work on one of the defining challenges of our time—bringing automation into the physical world to drive real, lasting impact. We exist to uncover valuable unknown truths and turn them into progress, which means constantly pushing beyond what’s known and building what doesn’t yet exist. The work is ambitious and often challenging, but it’s grounded in a shared sense of purpose and a team committed to seeing it through together. Our work only matters if it serves others, and we know that meaningful progress depends on the trust of the people we serve and the strength of our team—so we invest in both, creating an environment where you can do your best work and grow.

What else you need to know

This role is based in our Dallasoffice. Atoms is a company driven by invention and continuous change - we are constantly reimagining our industries, building new products, and refining how we operate. We do our best work together. That’s why all of our office‑based teams work onsite, five days a week.

The base salary range for this role is $130,000 - $160,000 per year.

Actual compensation will be determined on an individual basis and may vary depending on experience, skills, and qualifications.

Base salary is just one part of your total rewards package. You may also be eligible for equity awards.

Benefits Summary (USA Full-Time Exempt Employees):

• Medical, Dental, Vision, Disability, and Life Insurance
• Flexible Spending Account / Health Savings Account Options
• 401(k)
• Equity
• Sick Time, Unlimited Flexible Time Off, and Paid Holidays

Benefits are subject to change at the company's discretion.
Atoms accepts applications on an ongoing basis.

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in ATOMS Careers page’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.

A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.