Senior Manager / Director, People Operations

About Osmind

Osmind is a public benefit corporation advancing psychiatry through technology, services, and real-world evidence to bring innovative mental health treatments to patients in need. Osmind’s psychiatry-tailored software and services, used by leading psychiatry practices across the U.S., help improve patient outcomes while driving practice success. Osmind's network of over 1000 clinics comprises the country's largest network of interventional psychiatry practices. Simultaneously, Osmind's clinic network, point-of-care software, and real-world data support life sciences companies in developing and scaling access to cutting-edge treatments. Osmind is a 50-person, Series B-stage company and has raised funding from top investors such as DFJ Growth, Y Combinator, and General Catalyst.

 

The opportunity

Osmind is hiring a Senior Manager / Director, People Operations to own day-to-day People Operations and report directly into the co-founder/CEO as we continue to scale. This role is the execution and accountability layer for core HR programs (performance, manager enablement, employee experience, compliance, and workforce planning), ensuring work is well-scoped, owners are clear, and follow-through is consistent. You’ll bring strong judgment, clear communication, and a practical, high-trust approach, helping leaders and teams do their best work without unnecessary bureaucracy.

Responsibilities

• Be the steady HR business partner in the moments that matter: coach managers through performance and team dynamics, navigate employee relations with care, and handle sensitive issues with consistency and sound judgment.
• Partner with the CEO to translate AI strategy into cultural change: design an industry-best program to upskill our employee base and drive positive cultural change around AI adoption.
• Contribute to workforce planning and hiring discipline: maintain headcount plans and scenarios, surface tradeoffs, and bring recommendations to the CEO & VP Finance for decisions.
• Serve as an internal “emcee”, culture carrier, and steward of employee experience: partner with the CEO and leaders to shape and support key internal moments—bringing a clear, high-energy voice to energize and motivate our employee base. Build cultural programs that maintain our track record of strong employee retention.
• Run high-trust people programs end-to-end: deliver people initiatives ranging from performance cycles, offsite get-togethers, to benefits renewals. Ensure the initiatives are clear, fair, and lightweight so managers and teams know what “good” looks like.
• Ensure operational excellence and compliance: keep payroll, benefits/leave, and policies accurate and on time; own QA and escalation paths with vendors/legal.
• Lead recruiting operations and employee experience through the People team: manage our in-house recruiter, holding yourself accountable for talent outcomes. When times are busy, step in as talent partner for select roles, owning full-cycle recruiting: from sourcing, to recruiter screens, offer issuance, to overall pipeline movement.
• Own the SF in-office experience (2 days/week): run office operations and logistics so in-person time is consistent, productive, and genuinely worth showing up for.

What Success Looks Like

Success in this role looks like balancing the business's needs with cultivating strong employee experience. You bring real discipline to workforce management, giving leadership & managers decision-ready options and keeping the company aligned on priorities and tradeoffs. You're on top of the latest workforce trends around AI adoption, and you're passionate about driving positive cultural change that benefits both employees and the company. And you help set an energizing, human company voice in key moments, building confidence that the organization is moving forward together.

TL;DR: We're a tight-knit, low-ego, mission-oriented team that cares not only about what impact we make, but how we make it. Your role is critical in supporting the company to reach its mission, while also creating the opportunity for our employees to have a career-defining experience working at Osmind.

In Your First 30/60/90 Days…

First 30 Days

• Build relationships + context: align tightly with the CEO, Finance, and key managers on priorities, decision rights, and what “good” looks like.
• Stabilize the essentials: ensure People Ops/compliance, employee relations coverage, recruiting cadence, and SF office ops are running smoothly with no surprises.
• Start driving execution: ta