HR Business Leader

Infinitus Systems

Standort: San Francisco Office, United States (Remote)

Help Build the Future of Healthcare AI Infinitus is AI communications in service of patients. Healthcare is inherently complex and siloed. We’re pioneering agentic communications to connect the entire system — any stakeholder, any channel, inbound and out. The result is intelligent care that reduces patient anxiety, increases speed to treatment, and enables teams to scale impact without stretching resources. Our system combines industry-leading safety guardrails with the largest dynamic knowledge graph built on millions of real-world interactions. It’s why 44% of the healthcare Fortune 50 trusts Infinitus to turn fragmented touchpoints into seamless care for better patient outcomes. The Mission At Infinitus, our mission is simple: create time for healthcare by making access, adherence, and affordability easier than ever. We’ve automated over 7 million calls and 100M+ minutes of conversation — saving millions of hours for patients and providers. Backed by over $100M from top investors including Google Ventures, Kleiner Perkins, Andreessen Horowitz, and Coatue, we’re a team that challenges the status quo and moves fast at the intersection of AI and healthcare. Infinitus was recently named to Fast Company's World's Most Innovative Companies and Business Insider’s top startups in healthcare. We’re looking for an experienced People leader who can be both a strategic advisor and a hands-on builder. As our HR Business Leader, you’ll partner directly with leaders and managers across Infinitus to help them build high-performing teams, navigate complex people decisions, and strengthen how we manage, develop, and reward our people. You’ll also serve as a deputy and thought partner to the People Lead, helping shape company-wide People strategy and providing leadership and continuity across the People function. You’ll have meaningful ownership and autonomy, including responsibility for several of our most important company-wide People programs. This is a senior individual contributor role for someone who is equally comfortable advising an executive, coaching a manager through a difficult situation, analyzing compensation or performance data, and rolling up their sleeves to build better processes. WHAT YOU’LL OWN: HR business partnership: Build trusted relationships with teams, leaders, and managers and develop a deep understanding of their organizations, goals, and challenges. Translate business needs into practical people strategies that improve team effectiveness and organizational performance. Manager coaching: Coach managers through performance, development, team effectiveness, organizational changes, difficult conversations, and employee relations. Help managers develop the judgment and skills to lead their teams effectively—not simply rely on the People team to solve problems for them. Performance management: Own and evolve our company-wide approach to performance management, including goal setting, review cycles, calibration, manager enablement, and ongoing performance practices. Help us continually improve how we identify, evaluate, develop, and retain talent. Compensation: Partner with People leadership on compensation strategy and own key elements of compensation planning and review cycles, including benchmarking, analysis, manager guidance, and decision support. Help ensure our approach is competitive, equitable, scalable, and aligned with our talent strategy. Organizational effectiveness: Partner with leaders on organizational design, talent planning, employee development, retention, engagement, and evolving workforce needs. Identify patterns across teams and proactively address organizational challenges before they become larger problems. Employee relations & compliance: Navigate complex and sensitive employee matters with sound judgment, objectivity, and empathy. Partner with People leadership and legal counsel when appropriate to balance employee experience, business needs, consistency, and risk. People programs & systems: Identify opportunities to strengthen, simplify, and scale how we operate. Build and improve People programs, processes, and tools that reduce administrative work and create better experiences for employees and managers. People insights: Use employee data, feedback, and business context to identify trends, surface risks and opportunities, and help leaders make better decisions about their organizations. Immigration: Oversee employee immigration matters in partnership with employees, managers, and external counsel. Manage cases and timelines and help the company navigate immigration decisions thoughtfully and consistently. YOUR IMPACT In this role, you’ll help shape not just individual People programs, but how Infinitus leads and develops its teams as we grow. You’ll: - Become a trusted advisor to senior leaders and managers on their most important people and organizational decisions. - Strengthen manager effectiveness through practical coaching, tools, and guidance. - Own and continuously improve company-wide performance and compensation programs. - Help leaders make thoughtful, consistent decisions about talent, performance, development, and rewards. - Identify organizational trends and risks early and turn those insights into action. - Build People practices that are rigorous enough to scale without creating unnecessary process. - Help build a high-performance, high-trust culture where employees and the business can thrive. WHAT WE’RE LOOKING FOR We care more about the depth and relevance of your experience than checking every box, but you’ll likely bring: - 10+ years of progressive People/HR experience, including significant experience as an HR Business Partner, People Business Partner, or in a comparable senior People role. - Experience partnering directly with senior and executive leaders and earning credibility as a trusted advisor. - The judgment and confidence to independently represent the People function with leaders and navigate situations where there isn’t an obvious playbook. - A strong track record coaching managers through complex, sensitive, and ambiguous people situations. - Hands-on experience designing, managing, or meaningfully evolving company-wide performance management programs. - Experience with compensation planning, market benchmarking, and compensation review cycles, with the ability to turn data into clear recommendations. - Strong judgment and the ability to balance employee experience, business priorities, consistency, and risk. - Working knowledge of federal and state employment laws and HR best practices. - Excellent written and verbal communication skills, including the ability to make complex People topics clear and actionable. - Strong analytical skills and comfort using data to identify patterns, evaluate programs, and influence decisions. - The ability to move fluidly between strategic thinking and hands-on execution. - Experience operating in fast-changing environments where priorities and organizational needs continue to evolve. - A builder mindset: you know when a problem needs a new program, when an existing process simply needs to improve, and when the best answer is less process—not more. NICE TO HAVE - Experience in a startup or high-growth technology company. - Experience supporting technical, product, go-to-market, and/or operational teams. - Experience with organizational design, workforce planning, talent reviews, or succession planning. - Experience building manager training, tools, or enablement programs. - Experience with equity compensation and compensation philosophy or structure. - Experience managing employee immigration matters in partnership with outside counsel. Why You’ll Love It Here Please Note: the following benefits are for salaried employees - Hybrid work (SF office Mon/Tues/Thurs) + catered lunches (Bay Area Positions only) - Competitive salary, equity, and 401(k)

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