Job description

ABOUT US Forus is building an AI-powered network that connects doctors, pharmacies, payers, and biopharma to accelerate new science to patients. Our platform automates the complexity between a doctor prescribing a medicine and a patient starting treatment, including insurance coverage, financial assistance, and supply chain navigation. We provide this support free to doctors and patients, helping them get life-changing medicine faster, cheaper, and easier. The resulting network enables biopharma companies to design better research, launch new drugs more effectively, and invest in harder-to-treat conditions. Forus has exceptional product-market fit and is growing rapidly through organic adoption: - Accelerating scale: We already support patients across more than 85% of ZIP codes and partner with 9 of top 15 largest biopharma companies in the world. - AI-native, durable model: Our business becomes stronger as AI improves, as every new doctor, patient, and partner makes the network more valuable. - Backing to build for the long term: We raised $300M+ from leading investors to build an exceptional team and unlock the full scale of the opportunity. Our number one priority is scaling to market demand. We are looking for individuals who are high horsepower, high throughput, and hyper resourceful to help us increase capacity and grow. We move fast and need to move faster. If we succeed, science will be the only limit to medicine. All full-time roles are in person in New York. ABOUT THE ROLE We are looking for a People Operations professional to build and scale the systems, programs, and processes that power our team. You’ll ensure that Forus' people infrastructure — spanning onboarding, compensation, benefits, compliance, performance, and culture — runs smoothly, efficiently, and scales through high volume. You will serve as the operational backbone for the employee lifecycle and a strategic partner to leaders across the company. This role blends execution and strategy: building scalable systems while staying close to the day-to-day employee experience. This is a high-impact, high-visibility role for someone who loves precision, thrives in ambiguity, and takes pride in operational excellence. If you are deeply organized, data-driven, and motivated by helping exceptional people do their best work, we want to meet you. IF YOU JOIN, YOU WILL: - Full HR lifecycle ownership: onboarding, offboarding, benefits administration, compensation, performance management, compliance, and employee relations, end-to-end - Building for scale: design and continuously improve the systems that set employees up for success, represents our brand with integrity, and can ensure compliance through high volume. - Comms & Employee relations: serve as the primary point of contact for employee concerns, conflicts, and escalations; handle sensitive situations with empathy, consistency, and sound judgment - Compliance: maintain rigorous adherence to all federal, state, and local employment regulations applicable to a non-exempt workforce; proactively identify and close gaps before they become liabilities - Manager enablement: build structured support programs for first-time managers, including toolkits, coaching frameworks, and scalable resources that help them lead effectively at high spans of control - Compensation and benefits: administer and optimize compensation structures and benefits programs appropriate for an early-career, non-exempt workforce; partner with Finance on payroll and headcount planning - Culture and engagement: design and run programs that build a workplace employees want to show up to, especially in a high-volume, operationally intensive environment where engagement and retention are critical levers - AI and technology: actively experiment with and implement AI-powered tools and automation to create leverage across HR workflows; this is not optional, we expect this person to be a builder and a tester - HR systems and data: own and maintain HRIS, payroll, and related tools; ensure data integrity and build reporting that gives leadership real visibility into workforce health WE’RE LOOKING FOR YOU IF YOU HAVE: - 5–10 years of HR generalist experience, with meaningful time spent in large-scale, high-volume, early-career workforce environments, call centers, large operations or support orgs, BPO, staffing, or similar - Experience with large non-exempt, W-2 employee populations and the compliance, relations, and operational complexity that comes with them - Proven track record managing HR through rapid growth you've scaled an organization before and know what to build in anticipation of the next stage, not in reaction to it - Strong employee relations experience you've handled difficult conversations, investigated complaints, and navigated complex situations with fairness and discretion - Compliance fluency you know wage and hour law, FMLA, ADA, and state-specific requirements, and you don't need to look up the basics - Experience supporting first-time and seasoned managers you've built programs that actually help, not just decks that sit on a shelf - Exceptional communication skills written and verbal; you can translate complex HR concepts to employees, managers, and executives alike, and you never create confusion where there should be clarity - Analytical rigor you use data to diagnose problems, measure outcomes, and make decisions; you are comfortable owning HR metrics and presenting them with confidence - Structured problem-solving you approach ambiguous, messy situations with a clear framework; you identify root causes rather than treating symptoms - First-principles thinking you don't default to "how it's always been done"; you reason from the ground up and build what's actually needed - Strong attention to detail errors in HR have real consequences; you operate with a high degree of precision in documentation, compliance, and communications This is a list of ideal qualifications for this position. If you don't meet every single one of them, you should still consider applying! We’re excited to work with people from underrepresented backgrounds, and we encourage people from all backgrounds to apply. WORKING WITH US Forus is based in New York, with our full team working out of a beautiful and spacious office in SoHo. We run as a high-trust environment with high autonomy, which requires that everyone is fully competent and operates in line with our principles: - Do the math. Be rigorous, assume nothing. Break problems down and reason from the ground up. Stay open to changing your mind. - Resourceful optimism. Assume problems are solvable. Be audacious. Resist false constraints and push beyond the obvious before deciding. - Spit it out. Speak directly, invite critique, avoid equivocation. We want right answers, not comfortable ones. All killer, no filler. - Raise the bar. Hold a high standard for your pace and execution, and elevate the performance of the team around you. Mamba mentality. - Fight for users. Start with users’ realities, not ours. Resist optimizing for internal convenience over user outcomes. We provide competitive compensation with meaningful equity (for full-time employees). Everyone who joins will be a major contributor to our success, and we reflect this through ownership and pay. We also provide rich benefits to ensure you can focus on creating impact (for full-time employees): - Fully covered medical, vision, and dental insurance. - Memberships for One Medical, Talkspace, Teladoc, and Kindbody. - Unlimited paid time off (PTO) and 16 weeks of parental leave. - 401K plan setup, FSA option, commuter benefits, and DashPass. - Lunch at the office every day and Dinner at the office after 6:30 pm. Our salary ranges are based on paying competitively for our company’s size and industry, and are one part of the total compensation package that also includes equity, benefits, and other opportunities at Forus (for full-time employees). Individual pay decisions are ultimately based on a number of factors, including qualifications for the role, experience level, skillset, geography, and balancing internal equity. Forus is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.

Requirements

Must-haves

Full HR lifecycle ownership: onboarding, offboarding, benefits administration, compensation, performance management, compliance, and employee relations, end-to-end
Building for scale: design and continuously improve the systems that set employees up for success, represents our brand with integrity, and can ensure compliance through high volume.
Comms & Employee relations: serve as the primary point of contact for employee concerns, conflicts, and escalations; handle sensitive situations with empathy, consistency, and sound judgment
Compliance: maintain rigorous adherence to all federal, state, and local employment regulations applicable to a non-exempt workforce; proactively identify and close gaps before they become liabilities
Manager enablement: build structured support programs for first-time managers, including toolkits, coaching frameworks, and scalable resources that help them lead effectively at high spans of control
Compensation and benefits: administer and optimize compensation structures and benefits programs appropriate for an early-career, non-exempt workforce; partner with Finance on payroll and headcount planning
Culture and engagement: design and run programs that build a workplace employees want to show up to, especially in a high-volume, operationally intensive environment where engagement and retention are critical levers
AI and technology: actively experiment with and implement AI-powered tools and automation to create leverage across HR workflows; this is not optional, we expect this person to be a builder and a tester
HR systems and data: own and maintain HRIS, payroll, and related tools; ensure data integrity and build reporting that gives leadership real visibility into workforce health
5–10 years of HR generalist experience, with meaningful time spent in large-scale, high-volume, early-career workforce environments, call centers, large operations or support orgs, BPO, staffing, or similar
Experience with large non-exempt, W-2 employee populations and the compliance, relations, and operational complexity that comes with them
Proven track record managing HR through rapid growth you've scaled an organization before and know what to build in anticipation of the next stage, not in reaction to it
Strong employee relations experience you've handled difficult conversations, investigated complaints, and navigated complex situations with fairness and discretion
Compliance fluency you know wage and hour law, FMLA, ADA, and state-specific requirements, and you don't need to look up the basics
Experience supporting first-time and seasoned managers you've built programs that actually help, not just decks that sit on a shelf
Exceptional communication skills written and verbal; you can translate complex HR concepts to employees, managers, and executives alike, and you never create confusion where there should be clarity
Analytical rigor you use data to diagnose problems, measure outcomes, and make decisions; you are comfortable owning HR metrics and presenting them with confidence
Structured problem-solving you approach ambiguous, messy situations with a clear framework; you identify root causes rather than treating symptoms
First-principles thinking you don't default to "how it's always been done"; you reason from the ground up and build what's actually needed
Strong attention to detail errors in HR have real consequences; you operate with a high degree of precision in documentation, compliance, and communications
Forus is based in New York, with our full team working out of a beautiful and spacious office in SoHo.
We run as a high-trust environment with high autonomy, which requires that everyone is fully competent and operates in line with our principles:
Do the math. Be rigorous, assume nothing. Break problems down and reason from the ground up. Stay open to changing your mind.
Resourceful optimism. Assume problems are solvable. Be audacious. Resist false constraints and push beyond the obvious before deciding.

Nice-to-haves

None flagged.

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Use the role’s language and application details while tailoring your materials.

Keywords to mirror

Platform: ashby
Effort: quick

Benefits

Benefits detected in the listing.

Dental

Vision

401k

Pto

Paid Time Off

Parental Leave