{"schemaVersion":"jobsearcher.job.v1","id":"bb04c68a0045713878bc37fd","url":"https://jobsearcher.com/jobs/bb04c68a0045713878bc37fd","canonicalUrl":"https://jobsearcher.com/jobs/bb04c68a0045713878bc37fd","title":"Human Resources Generalist/Operations","description":"About Us\r\nFoundation is developing the future of general purpose robotics with the goal to\r\naddress the labor shortage.\r\nOur mission is to create advanced robots that can operate in complex environments, reducing human risk in conflict zones and enhancing efficiency in labor-intensive industries.\r\nWe are on the lookout for extraordinary engineers and scientists to join our team. Your previous experience in robotics isn't a prerequisite — it's your talent and determination that truly count.\r\nWe expect that many of our team members will bring diverse perspectives from various industries and fields. We are looking for individuals with a proven record of exceptional ability and a history of creating things that work.\r\nOur Culture\r\nWe like to be frank and honest about who we are, so that people can decide for themselves if this is a culture they resonate with. Please read more about our culture here\r\nhttps://foundation.bot/culture\r\n.\r\nWho should join\r\nYou like working in person with a team in San Francisco.\r\nYou deeply believe that this is the most important mission for humanity and needs to happen yesterday.\r\nYou are highly technical - regardless of the role you are in. We are building technology; you need to understand technology well.\r\nYou care about aesthetics and design inside out. If it's not the best product ever, it bothers you, and you need to \"fix\" it.\r\nYou don't need someone to motivate you; you get things done.\r\nWhy are we Hiring for this role\r\nBe the trusted first point of contact for employee questions, concerns, and feedback. Treat every conversation with discretion.\r\nRun intake on concerns, document carefully, and partner with managers and founders on resolution. Loop in outside employment counsel when escalation is warranted.\r\nCoach first-time managers through tough conversations: performance feedback, PIPs, separations, comp conversations.\r\nRun stay and exit interviews; surface patterns to leadership before they become attrition problems.\r\nHelp shape culture in small, practical ways — clear expectations, a working feedback rhythm, fair processes that scale as we grow.\r\nBe the in-house Rippling expert. Own configuration, workflows, approvals, custom fields, reporting, and downstream integrations (payroll, benefits, IT provisioning, identity providers).\r\nOwn data integrity: clean records, accurate org chart, timely role and comp changes.\r\nBe the help desk: when managers or employees have a Rippling question, they come to you and it gets resolved fast.\r\nAdminister the full benefits program in Rippling: medical, dental, vision, life/AD&D, disability, 401(k), HSA/FSA, commuter, and any voluntary lines.\r\nRun open enrollment end-to-end — broker coordination, communications, system setup, employee 1:1s, and post-enrollment audits.\r\nManage qualifying life events, new-hire enrollments, and terminations across carriers without anything falling through the cracks.\r\nOwn the 401(k) program: participant questions, contributions, the annual audit, and Form 5500 filing.\r\nAdminister every leave type end-to-end: FMLA, state-specific leaves (CFRA, NY/MA/CO/WA PFL, etc.), ADA accommodations, parental leave, military leave, jury duty, and bereavement.\r\nCoordinate with employees, managers, payroll, and (if applicable) a third-party leave administrator. Translate the legalese into plain English.\r\nPrepare leave letters, calculate eligibility and benefit continuation, and track return-to-work plans.\r\nRun the interactive process for ADA accommodations; document decisions and partner with counsel on complex cases.\r\nKeep leave policies clear and current in the handbook; train managers on what to do the moment an employee mentions leave.\r\nOwn multi-state employment law compliance: wage and hour, leave entitlements, posting requirements, meal/rest breaks, classification (exempt vs. non-exempt, employee vs. contractor), and pay transparency.\r\nMaintain and update the employee handbook annually and as laws change; publish state-specific addenda.\r\nComplete all required filings and reporting: EEO-1 (once we hit the threshold), OSHA, ACA 1094/1095, state new-hire reporting, state unemployment registrations, and workers comp.\r\nRun I-9 and E-Verify; keep audit-ready files.\r\nManage HR records retention per federal and state requirements.\r\nWhat Kind of Person are we looking for\r\n5 plus years of HR experience with real ownership of HRIS administration, benefits, leaves, and employee relations — ideally at a startup or other fast-moving environment.\r\nHands-on experience with Rippling. You can build workflows, configure approvals, run reports, and troubleshoot integrations without needing implementation support.\r\nWorking command of US employment law\r\nComfortable handling sensitive employee situations with discretion, empathy, and good judgment.\r\nStrong bias for action and comfort with ambiguity. You spot the gap, propose the fix, and ship it. You don't wait to be told.\r\nClear writing. Your policies, communications, and documentation hold up to scrutiny.\r\nA scrappy, resourceful mindset — you know when to build a process, when to use a vendor, and when to do something manually one more time before it's worth automating.\r\nPHR, SHRM-CP, or equivalent certification (or willingness to obtain within your first year).\r\nFamiliarity with leave management vendors (e.g., AbsenceSoft, Larkin, Tilt) and/or a past PEO-to-Rippling transition.\r\nWorking knowledge of CA wage-and-hour intricacies and pay transparency rules.\r\nBenefits\r\nWe provide market standard benefits (health, vision, dental, 401k, etc.) & equity. Join us for the culture and the mission, not for the benefits.\r\nSalary\r\nThe annual compensation is $140,000-160,000.00. Exact compensation may vary based on skills, experience, and location.\r\nJ-18808-Ljbffr","company":"Socket","rawCompany":"socket","city":"Millbrae","state":"CA","isRemote":false,"isActive":false,"createdAt":"2026-08-08T01:49:49.870Z","occupations":[{"code":"13-1071.00","title":"Human Resources Specialists","slug":"human-resources-specialists"},{"code":"43-4161.00","title":"Human Resources Assistants, Except Payroll and Timekeeping","slug":"human-resources-assistants-except-payroll-and-timekeeping"},{"code":"11-3121.00","title":"Human Resources Managers","slug":"human-resources-managers"}],"industries":[{"code":"923130","title":"Administration of Human Resource Programs (except Education, Public Health, and Veterans' Affairs Programs)","slug":"administration-of-human-resource-programs-except-education-public-health-and-veterans-affairs-programs"},{"code":"551114","title":"Corporate, Subsidiary, and Regional Managing Offices","slug":"corporate-subsidiary-and-regional-managing-offices"},{"code":"541612","title":"Human Resources Consulting Services","slug":"human-resources-consulting-services"}],"jobPosting":{"@context":"https://schema.org","@type":"JobPosting","title":"Human Resources Generalist/Operations","description":"About Us\r\nFoundation is developing the future of general purpose robotics with the goal to\r\naddress the labor shortage.\r\nOur mission is to create advanced robots that can operate in complex environments, reducing human risk in conflict zones and enhancing efficiency in labor-intensive industries.\r\nWe are on the lookout for extraordinary engineers and scientists to join our team. Your previous experience in robotics isn't a prerequisite — it's your talent and determination that truly count.\r\nWe expect that many of our team members will bring diverse perspectives from various industries and fields. We are looking for individuals with a proven record of exceptional ability and a history of creating things that work.\r\nOur Culture\r\nWe like to be frank and honest about who we are, so that people can decide for themselves if this is a culture they resonate with. Please read more about our culture here\r\nhttps://foundation.bot/culture\r\n.\r\nWho should join\r\nYou like working in person with a team in San Francisco.\r\nYou deeply believe that this is the most important mission for humanity and needs to happen yesterday.\r\nYou are highly technical - regardless of the role you are in. We are building technology; you need to understand technology well.\r\nYou care about aesthetics and design inside out. If it's not the best product ever, it bothers you, and you need to \"fix\" it.\r\nYou don't need someone to motivate you; you get things done.\r\nWhy are we Hiring for this role\r\nBe the trusted first point of contact for employee questions, concerns, and feedback. Treat every conversation with discretion.\r\nRun intake on concerns, document carefully, and partner with managers and founders on resolution. Loop in outside employment counsel when escalation is warranted.\r\nCoach first-time managers through tough conversations: performance feedback, PIPs, separations, comp conversations.\r\nRun stay and exit interviews; surface patterns to leadership before they become attrition problems.\r\nHelp shape culture in small, practical ways — clear expectations, a working feedback rhythm, fair processes that scale as we grow.\r\nBe the in-house Rippling expert. Own configuration, workflows, approvals, custom fields, reporting, and downstream integrations (payroll, benefits, IT provisioning, identity providers).\r\nOwn data integrity: clean records, accurate org chart, timely role and comp changes.\r\nBe the help desk: when managers or employees have a Rippling question, they come to you and it gets resolved fast.\r\nAdminister the full benefits program in Rippling: medical, dental, vision, life/AD&D, disability, 401(k), HSA/FSA, commuter, and any voluntary lines.\r\nRun open enrollment end-to-end — broker coordination, communications, system setup, employee 1:1s, and post-enrollment audits.\r\nManage qualifying life events, new-hire enrollments, and terminations across carriers without anything falling through the cracks.\r\nOwn the 401(k) program: participant questions, contributions, the annual audit, and Form 5500 filing.\r\nAdminister every leave type end-to-end: FMLA, state-specific leaves (CFRA, NY/MA/CO/WA PFL, etc.), ADA accommodations, parental leave, military leave, jury duty, and bereavement.\r\nCoordinate with employees, managers, payroll, and (if applicable) a third-party leave administrator. Translate the legalese into plain English.\r\nPrepare leave letters, calculate eligibility and benefit continuation, and track return-to-work plans.\r\nRun the interactive process for ADA accommodations; document decisions and partner with counsel on complex cases.\r\nKeep leave policies clear and current in the handbook; train managers on what to do the moment an employee mentions leave.\r\nOwn multi-state employment law compliance: wage and hour, leave entitlements, posting requirements, meal/rest breaks, classification (exempt vs. non-exempt, employee vs. contractor), and pay transparency.\r\nMaintain and update the employee handbook annually and as laws change; publish state-specific addenda.\r\nComplete all required filings and reporting: EEO-1 (once we hit the threshold), OSHA, ACA 1094/1095, state new-hire reporting, state unemployment registrations, and workers comp.\r\nRun I-9 and E-Verify; keep audit-ready files.\r\nManage HR records retention per federal and state requirements.\r\nWhat Kind of Person are we looking for\r\n5 plus years of HR experience with real ownership of HRIS administration, benefits, leaves, and employee relations — ideally at a startup or other fast-moving environment.\r\nHands-on experience with Rippling. You can build workflows, configure approvals, run reports, and troubleshoot integrations without needing implementation support.\r\nWorking command of US employment law\r\nComfortable handling sensitive employee situations with discretion, empathy, and good judgment.\r\nStrong bias for action and comfort with ambiguity. You spot the gap, propose the fix, and ship it. You don't wait to be told.\r\nClear writing. Your policies, communications, and documentation hold up to scrutiny.\r\nA scrappy, resourceful mindset — you know when to build a process, when to use a vendor, and when to do something manually one more time before it's worth automating.\r\nPHR, SHRM-CP, or equivalent certification (or willingness to obtain within your first year).\r\nFamiliarity with leave management vendors (e.g., AbsenceSoft, Larkin, Tilt) and/or a past PEO-to-Rippling transition.\r\nWorking knowledge of CA wage-and-hour intricacies and pay transparency rules.\r\nBenefits\r\nWe provide market standard benefits (health, vision, dental, 401k, etc.) & equity. Join us for the culture and the mission, not for the benefits.\r\nSalary\r\nThe annual compensation is $140,000-160,000.00. Exact compensation may vary based on skills, experience, and location.\r\nJ-18808-Ljbffr","datePosted":"2026-08-08T01:49:49.870Z","dateModified":"2026-08-08T01:49:49.870Z","hiringOrganization":{"@type":"Organization","name":"Socket","sameAs":"https://jobsearcher.com"},"jobLocation":{"@type":"Place","address":{"@type":"PostalAddress","addressLocality":"Millbrae","addressRegion":"CA","addressCountry":"US"}},"identifier":{"@type":"PropertyValue","name":"JobSearcher","value":"bb04c68a0045713878bc37fd"},"url":"https://jobsearcher.com/jobs/bb04c68a0045713878bc37fd"}}