Job description

Here at Humanoid, we believe in a future where robots amplify human potential. That’s why we’ve set out on a mission to build the world’s most capable, commercially-scalable, and safe humanoid robots. We’re bringing that mission to life with HMND‑01 - our rapidly developed humanoid platform being deployed in real industrial environments - and we’re growing the team to take it even further. ABOUT THE ROLE As HR Manager in our Boston location, you'll be hands on: part strategic partner, part operator. You'll set direction and roll up your sleeves to make it happen. You'll be a trusted advisor on everything from performance and employee relations to culture - helping the business move fast while staying rigorous and fair. People Operations WHAT YOU’LL DO - People Operations and the Employee Lifecycle - Own the end-to-end employee lifecycle for US employees, including onboarding, employee changes, leave management and offboarding. - Administer US benefits, prepare payroll inputs, and handle day-to-day employee queries. - Maintain accurate employee data, documentation and workflows in our HRIS (HiBob) and other HR systems. - Coordinate lifecycle processes across HR, Payroll, IT, Finance, Legal and other internal teams. - Prepare and maintain employment documentation, and support HR reporting, data quality, audits and compliance requirements. Strategic HR Business Partnership - Serve as the primary HR partner for Engineering, Hardware and Software leaders. - Support technical leaders as the company grows, including adding new management layers, developing first-time managers, and adapting leadership styles as the team scales. - Partner with the Chief HR Officer on org design, workforce planning and people strategy for the technical organization. - Align with Talent Acquisition on technical hiring strategy, interview process health, candidate experience and hiring manager enablement. Manager Coaching and Performance Management - Coach managers on setting clear expectations and operating rhythms, including goals, execution cadence and feedback loops. - Enable consistent, high-quality 1:1s, feedback and career conversations. - Support performance differentiation (high, medium and low performance) and make sure issues are addressed early and fairly. - Run performance and review cycles, managing the detail and delivering consistently. Career Frameworks and Talent Development - Partner with leaders to build and evolve career frameworks and levels for technical roles, including software, robotics, embedded, firmware, electrical and mechanical engineering. - Clarify dual career tracks (individual contributor and management), promotion readiness and growth expectations. - Identify retention risks in critical technical roles and put targeted plans in place with managers. Employee Relations and Compliance - Support managers and leaders through complex and sensitive employee situations with empathy, directness and appropriate legal and compliance awareness. - Take ownership of operational issues and complex cases, and drive them through to resolution. - Apply practical knowledge of US and Canadian employment practices across employee relations, benefits, payroll coordination and leave administration. Process Improvement and Scalability - Continuously review existing People processes and find ways to simplify, standardize and automate them. - Build scalable people practices suited to a fast-moving deep-tech environment. - Partner with People Ops to keep core people processes running smoothly and the employee experience strong. WHAT WE'RE LOOKING FOR - 7+ years of proven HRBP experience supporting technical teams (Engineering, Hardware, Software, AI/ML). - Experience partnering directly with managers on performance management, employee relations and people decisions. - Strong capability in org design, workforce planning, manager coaching, performance management and employee relations. - Excellent stakeholder management, communication and influence skills. You communicate clearly, practically and confidently with employees and leaders. - Strong execution skills: able to run cycles, manage detail and deliver consistently. Mindset - High judgement and confidence handling sensitive matters, balancing empathy with high standards. - Comfortable operating in ambiguity and driving clarity where processes are still evolving. - Able to own problems independently and drive them through to resolution. - A process-improvement mindset and a natural tendency to simplify and automate. Nice to Have - Experience in deep-tech, robotics, embedded systems, or hardware and software organizations. - Experience building or refining leveling frameworks and IC/manager career tracks. - Familiarity with engineering operating models (on-call, incident management, postmortems). WHAT WE OFFER - Comprehensive health coverage for US‑based employees, including fully paid medical, dental, and vision insurance, with virtual care and employee assistance resources. - Meaningful time off to rest and recharge: 23 days of PTO (accrued), separate sick leave, and paid company holidays. - 401(k) retirement plan with 4% employer match. - Competitive equity: stock options with meaningful upside as we scale. - Free daily catered lunch, snacks, and drinks in‑office. - Collaboration with top‑tier engineers, researchers, and product experts in AI and robotics.

Requirements

Must-haves

People Operations and the Employee Lifecycle
Own the end-to-end employee lifecycle for US employees, including onboarding, employee changes, leave management and offboarding.
Administer US benefits, prepare payroll inputs, and handle day-to-day employee queries.
Maintain accurate employee data, documentation and workflows in our HRIS (HiBob) and other HR systems.
Coordinate lifecycle processes across HR, Payroll, IT, Finance, Legal and other internal teams.
Prepare and maintain employment documentation, and support HR reporting, data quality, audits and compliance requirements.
Strategic HR Business Partnership
Serve as the primary HR partner for Engineering, Hardware and Software leaders.
Support technical leaders as the company grows, including adding new management layers, developing first-time managers, and adapting leadership styles as the team scales.
Partner with the Chief HR Officer on org design, workforce planning and people strategy for the technical organization.
Align with Talent Acquisition on technical hiring strategy, interview process health, candidate experience and hiring manager enablement.
Manager Coaching and Performance Management
Coach managers on setting clear expectations and operating rhythms, including goals, execution cadence and feedback loops.
Enable consistent, high-quality 1:1s, feedback and career conversations.
Support performance differentiation (high, medium and low performance) and make sure issues are addressed early and fairly.
Run performance and review cycles, managing the detail and delivering consistently.
Career Frameworks and Talent Development
Partner with leaders to build and evolve career frameworks and levels for technical roles, including software, robotics, embedded, firmware, electrical and mechanical engineering.
Clarify dual career tracks (individual contributor and management), promotion readiness and growth expectations.
Identify retention risks in critical technical roles and put targeted plans in place with managers.
Employee Relations and Compliance

Nice-to-haves

Experience in deep-tech, robotics, embedded systems, or hardware and software organizations.
Experience building or refining leveling frameworks and IC/manager career tracks.
Familiarity with engineering operating models (on-call, incident management, postmortems).

Application prep

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

Keywords to mirror

aimlrest

Platform: ashby
Effort: quick

Benefits

Benefits detected in the listing.

Dental

Vision

401(K)

Pto