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Salary: USD 140,000 - 175,000 / annual
Foundry Robotics is building an AI-native robotics manufacturing company focused on deploying advanced assembly and production capability for leading robotics companies and national-security-critical hardware. As a People & Talent Operations Lead, you will own the complete people infrastructure for a growing team of salaried technical and commercial staff alongside an hourly, shift-based shop floor workforce.
You will serve as the systems architect for all people operations, running Rippling as the true system of record and extracting real operational leverage through workflows, approvals, automated onboarding and offboarding, app and device provisioning, and actionable reporting. Your mandate is relentless automation: every recurring manual process is a candidate for elimination, with AI tooling fair game for drafting, analysis, policy summarization, and triage.
Key responsibilities include owning onboarding, HRIS, payroll (in conjunction with finance), benefits, leave, immigration, and multi-state compliance infrastructure. You will own people data end to end—headcount, attrition and retention by manager, span of control, flight risk analysis—and quantify the true cost of a bad hire (salary, ramp time, manager hours, team churn, opportunity cost). You will also ensure that the company's stated values-driven hiring philosophy and interview quality standards are embedded in actual systems, not just aspirational statements.
This is a hands-on role that balances unglamorous infrastructure work (payroll corrections, benefits enrollment, timekeeping disputes, I-9s) with strategic people analytics and compliance leadership. You will need to hold sensitive data with high discretion and communicate compliance realities to senior leaders, even when they are unwelcome.
REQUIREMENTS:
- Hands-on Rippling experience required; you must have configured workflows, permissions, reporting, and integrations—not just used it as an end user
- 5+ years in People Operations, including real experience supporting an hourly or shift-based workforce (office-only backgrounds will struggle)
- Extremely organized; nothing falls through and people can feel the difference in system cleanliness
- Data-driven by instinct; you build dashboards rather than answer the same question repeatedly, and can analyze attrition, retention, and span of control
- AI-efficient; you use AI tooling to eliminate manual work and can articulate specifically what you have automated and the time/cost savings
- High discretion with compensation data, performance records, investigations, and departures
- Understanding of multi-state employment, wage and hour law, and compliance surface of a production environment
- American Citizen Required
NICE TO HAVE:
- Built a performance cycle from scratch and understand what calibration requires to avoid theater
- ITAR, export control, or cleared-program people infrastructure experience
- Safety and OSHA-adjacent compliance in a production environment
- Experience using Ashby
