{"id":2661213,"url":"https://alion.io/job/phoenixai-senior-hr-manager","title":"Senior HR Manager","company":{"id":669588,"name":"PhoenixAI","domain":"phoenixai.tech","url":"https://alion.io/company/phoenixai","size_band":"201-500","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Rippling","truth_index":{"grade":"B","score":75,"open_postings":3,"ghost_share":0,"stale_share":1,"repost_share":0,"time_to_fill_p50_days":null,"computed_at":"2026-10-22T06:10:10Z"}},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Menlo Park, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":175000,"max":215000,"currency":"USD","period":"year","gross":null,"usd_annual":215000},"salary_estimate":null,"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"AI Agents","optional":false}],"status":"live","first_seen_at":"2026-10-15T23:46:01Z","employer_posted_date":"2026-10-15","last_verified_at":"2026-10-22T04:35:28Z","board_verified":true,"closed_at":null,"days_open":6,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":6},"description":"About PhoenixAI\nPhoenixAI is the Agentic AI Database, purpose-built to give autonomous AI agents sub-second access to live enterprise data at massive scale. The platform unifies real-time and at-rest data in a single AI-native engine, combining the speed and concurrency that agentic workloads demand with the governance and deployment flexibility enterprises require to put AI into production. Formerly known as CelerData, PhoenixAI is headquartered in Menlo Park, California. Learn more at phoenixdata.ai\nReports to: CEO\nKey partners: VP of Finance; HRO (U.S. HR outsourcing partner)\nLocation: Menlo Park, CA, in-office at least four days per week\nEmployment type: Full-time\nTeam: Leads the U.S.-based People Experience and Recruiting team\nAbout the role\nThis is PhoenixAI's first full-time HR leader in the U.S. You will build the company's HQ HR infrastructure and lead the U.S. people function for a growing company with teams in the U.S. and APAC. Your job is to set one standard for how PhoenixAI levels, pays, develops, and grows its people across the U.S. and APAC, and to make two teams operate as one company. You are a builder who sets the strategy and is also eager to roll up your sleeves and do much of the work yourself.\nWhat you’ll do\nBuild one global people framework\nCreate the job-leveling framework and title taxonomy used across the U.S.\nPartner with HR counterparts in APAC to align job leveling and compensation bands, benefits philosophy, and performance review cadence, while respecting statutory requirements and market norms in each jurisdiction. \nBuild compensation bands and a single equity philosophy with the VP of Finance, designing and benchmarking OTE/MBO structure, new hire grants, refresh and promotion grants, and the annual refresh cycle\nEstablish the performance review cycle, expectations, and documentation standard.\nDefine promotion criteria and run calibration.\nDesign the onboarding and offboarding experience.\nBuild manager training around what it means to be an effective manager at PhoenixAI.\nGrow the U.S. recruiting function\nManage the U.S.-based recruiting team, who owns the hiring process end to end.\nStrengthen and scale in-house recruiting processes, practices, and tools, and grow the recruiting team as hiring demands.\nPartner with the VP of Finance and hiring managers to translate the headcount plan into a hiring roadmap, including the GTM hires the company has sequenced behind pipeline growth.\nSet interview standards and keep offers inside the comp bands.\nOwn the HRO partnership and HR systems\nServe as the primary owner of the HRO relationship, which manages U.S. payroll, benefits administration and advisory, leave administration, compliance filings, the handbook, and the employee help desk. You set policy and direction, hold them to service levels, and resolve escalations.\nHandle sensitive employee relations matters and final people decisions directly.\nOwn Rippling as the HR system of record, with the HRO supporting configuration. Build the people reporting that the founders and VP of Finance rely on.\nUnite the U.S. and APAC (China & Singapore) teams culture\nBuild programs, rituals, and communication that connect APAC engineering with the U.S. GTM, product, and engineering teams.\nBuild connective tissue and a shared culture between our U.S. and APAC teams - helping the two groups work well together across time zones, language, and different working norms, and creating shared rituals and communication practices.\nPartner across leadership\nCEO: people strategy, org design, culture, and the leadership team.\nVP of Finance: people budget, headcount planning, compensation, benefits cost, and HRO fees.\nAPAC HR Partner: aligning leveling, comp bands, benefits philosophy, and performance cadence across the U.S., China, and Singapore while respecting local law and market norms. Also co-owning cross-regional culture programs, sharing employee relations issues that span across regions, and keeping global people data consistent.\nExecutive leadership: trusted advisor on team design, hiring plans, performance, and organizational decisions, bringing both counsel and candor to senior conversations.\nManagers: coaching, performance, and employee relations.\nWhat success looks like\nFirst 90 days\nTake ownership of the HRO relationship and Rippling, with a clear scope split.\nAudit current policies, compensation, and titles across the U.S. and APAC.\nAssess recruiting processes with the recruiting team and set priorities.\nWithin 6 months\nLeveling, title taxonomy, comp bands, and the equity philosophy are approved and in use.\nA harmonized onboarding experience is live.\nThe first performance review cycle has run on the new standard.\nWithin 12 months\nPromotions and calibration run on shared criteria across the U.S. and APAC.\nThe OTE/MBO and variable comp structure is in place.\nManagers have completed training.\nRecruiting is scaling with the hiring plan.\nEmployees in the U.S. and APAC describe working at one company rather than two.\nQualifications\nYou have 7+ years in HR with broad generalist scope, including at least one stint as the first or founding HR leader at a venture-backed high-growth tech company.\nYou have built leveling frameworks, comp bands, equity guidelines, and performance systems from scratch.\nYou have led HR across more than one country, ideally the U.S. and China/Singapore, and harmonized policy, considering local requirements.\nYou have managed a PEO or HRO partner and know where to delegate and where to stay hands-on.\nYou have experience working with external employment counsel and know California employment law well.\nYou have experience with Rippling or a similar HRIS.\nYou have a solid grounding in recruiting and have managed or scaled a recruiting function.\nYou are analytical and comfortable building headcount models with Finance.\nBonus: Professional proficiency in written and spoken Mandarin Chinese.\nEvery PhoenixAI hire is held to the same operating bar: own the outcome, seek truth and build trust, move fast with judgment, work AI-first, and raise the bar without ego.\nCompensation\nThe base salary range for this role in the San Francisco Bay Area is $175,000 to $215,000. The offer also includes equity and PhoenixAI's full benefits package. Where you land in the range depends on your experience, scope, and interview results.\nPhoenixAI is an equal opportunity employer. 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