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Infinitus Systems is an AI communications platform serving healthcare, automating patient interactions and connecting fragmented healthcare systems. The company has automated over 7 million calls and 100M+ minutes of conversation, and is backed by $100M+ from top-tier investors including Google Ventures, Kleiner Perkins, Andreessen Horowitz, and Coatue.
As HR Business Leader, you will be a senior individual contributor and strategic partner to the People Lead, serving as both a hands-on builder and trusted advisor to senior leaders and managers across the organization. This role combines strategic people leadership with operational execution, requiring someone equally comfortable advising executives, coaching managers, analyzing compensation data, and designing scalable processes.
Key Responsibilities:
HR Business Partnership: Build trusted relationships with teams and leaders, develop deep understanding of organizational goals and challenges, and translate business needs into practical people strategies that improve team effectiveness.
Manager Coaching: Coach managers through performance issues, development, team effectiveness, organizational changes, and difficult conversations. Help managers develop judgment and leadership skills rather than relying on the People team to solve problems.
Performance Management: Own and evolve company-wide performance management approach, including goal setting, review cycles, calibration, manager enablement, and ongoing performance practices.
Compensation: Partner on compensation strategy and own key elements of compensation planning, including benchmarking, analysis, manager guidance, and decision support to ensure competitiveness, equity, and scalability.
Organizational Effectiveness: Partner with leaders on organizational design, talent planning, employee development, retention, engagement, and workforce planning. Identify patterns and proactively address organizational challenges.
Employee Relations & Compliance: Navigate complex employee matters with sound judgment, objectivity, and empathy. Partner with People leadership and legal counsel on sensitive issues balancing employee experience, business needs, consistency, and risk.
People Programs & Systems: Identify opportunities to strengthen, simplify, and scale operations. Build and improve programs, processes, and tools that reduce administrative work and create better experiences.
People Insights: Use employee data, feedback, and business context to identify trends, surface risks and opportunities, and help leaders make better decisions.
Immigration: Oversee employee immigration matters in partnership with employees, managers, and external counsel.
You will become a trusted advisor to senior leaders on their most important people decisions, strengthen manager effectiveness, own and continuously improve company-wide programs, help leaders make thoughtful and consistent talent decisions, identify organizational trends early, and build People practices that scale without unnecessary process.
Requirements:
- 10+ years of progressive People/HR experience, including significant experience as an HR Business Partner, People Business Partner, or comparable senior People role
- Experience partnering directly with senior and executive leaders and earning credibility as a trusted advisor
- Judgment and confidence to independently represent the People function and navigate ambiguous situations
- 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; ability to turn data into clear recommendations
- Strong judgment balancing 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; ability to make complex People topics clear and actionable
- Strong analytical skills and comfort using data to identify patterns, evaluate programs, and influence decisions
- Ability to move fluidly between strategic thinking and hands-on execution
- Experience operating in fast-changing environments with evolving priorities
- Builder mindset: knowing when a problem needs a new program, when an existing process needs improvement, and when less process is better
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
- Experience managing employee immigration matters in partnership with outside counsel
