We at Movemedical make the world’s best software solution for medical device companies.
We’re hiring an HR Generalist to own the employee lifecycle end to end. You’ll join a very small People team of three: you, our VP of People, and our Staff Recruiter, together supporting the whole company. That structure is the appeal of the job. From your first month you’ll have real ownership across onboarding, benefits, performance, employee relations, and HRIS, direct access to the people who make decisions, and genuine room to shape the evolution of People Operations here rather than merely executing on what’s in place already.
We hire smart, tenacious people and give them the mentorship and opportunities they need to grow as team members and leaders. Our development process is built for remote teams and facilitates communication and trust. As a small company with big ambitions, we see and recognize the impact of every person on our team.
We are team-oriented and want each other to be successful; we pull together to accomplish our goals. Glassdoor gives us a 4.2/5.0 and Inc. put us on its Best Places to Work Editor’s List in 2019.
Who Are You?You’ve spent your career as the person people come to, not administering HR from a distance but owning outcomes, building processes, cultivating strong relationships, and anticipating unmet needs. You’ve likely done this on a small team, where you had the latitude to work out how things should be done rather than inheriting someone else’s playbook.
You’ve worked in an environment where things move quickly and change is the norm. You've had to adapt to shifting conditions and strategies, where no two weeks look quite the same, and you’re energized by that variability rather than frustrated by it. When something falls outside the exact edges of your job description, you don’t wait to be asked before stepping in.
You’re the person people trust with the things they don’t tell anyone else, and you bring that same steadiness to the conversations that matter most, whether that’s supporting a manager through a feedback discussion or following up with anyone in the company when something needs to move. You use AI and the latest tools to take the drudgery out of the administrative side, but you know that meaningful relationships are where this job creates value, and you’d never automate that away.
Responsive by default: employees know you’re their first call — routine requests like benefits questions, leave, and employment verifications get a same-day or next-business-day answer, and new hires consistently describe onboarding as warm, well-organized, and personally supported, even if remote.
Compliance that just runs: our HITRUST/SOC 2 evidence, performance-review cycle, and access and role-change documentation stay current and audit-ready without a last-minute scramble.
Trusted with the hard conversations: you’ve handled sensitive employee-relations situations — performance concerns, terminations, confidential complaints with the discretion and fairness that builds trust across the company.
Ownership that leaves a mark: you’ve spotted a real gap yourself, in leveling, in how we run performance reviews in Rippling, in a benefits process and taken it from idea through to a finished, durable improvement without being asked.
Known by the people you support: you’ve built genuine relationships across the company, and you measure your own success by whether people’s day-to-day experience improved.
You will own the end-to-end onboarding experience, from welcome communications and paperwork through training enrollment and orientation, so every new hire starts with the best possible chance of success
You will act as the first point of contact for employees on policy, procedure, leave, and time off, resolving most questions independently and coordinating with Finance and IT where needed
You will administer our benefits programs day to day, including enrollments, changes, and life events, and act as our liaison to the broker on COBRA, carrier coordination, plan questions, and billing issues
You will own the performance review cycle, running the process, keeping it on track, and supporting managers through it
You will partner with managers on performant management, including performance improvement plans, related documentation, and coaching through feedback conversations
You will own our HRIS and help us get more out of it by bringing new capability online and moving our performance review process fully into the system
You will plan, coordinate, and help facilitate All Hands and Move Together meetings so people understand our strategy and how their work connects to it
You will run our engagement surveys, track eNPS, and propose actions based on what we learn
You will coordinate offboarding and conduct exit interviews, so we keep learning and improving
You will keep our People records accurate and audit-ready, covering documentation for HITRUST and SOC 2, role and title changes, and employment verifications
You will write policies and lead process improvement initiatives, including ones you identify yourself rather than waiting to be assigned
You will make the case for changes that benefit employees, in terms leadership can act on
3+ years in an HR generalist or People Operations capacity, ideally (but not necessarily) at a software or SaaS company
Demonstrated ownership of an initiative end to end, such as a systems migration, a vendor selection and rollout, or a process you built from nothing. This matters more to us than which specific tools you’ve used
Experience on a small or growth-stage People team with broad exposure across the employee lifecycle
Strong written and verbal communication; comfortable writing to the whole company and presenting live
Comfortable building relationships and having candid, constructive conversations at every level of the organization
Absolute discretion with compensation, performance, and personal information
A calm, steady presence when things get busy or sensitive
Working familiarity with HRIS, ATS, and project management tools.
Enough commercial reasoning to articulate a thoughtful business case for something you believe employees need
This is likely a strong fit if:
You want to own an entire People operation rather than one lane of it, and you are as comfortable resolving a benefits enrollment issue as you are configuring an HRIS or preparing a manager for a performance conversation
You would rather build or improve a process than inherit a static one, and when you find a gap your instinct is to go fix it
You do your best work with a lot of autonomy and a short line to the people who make decisions
You want to know the employees you support by name, and you judge your own work by whether their experience improved
It may be less of a fit if:
You have built deep expertise in one area of HR and want to go deeper still. This role rewards range
You prefer a well-established process and a larger team to escalate to. A good deal of what you would work on here is still being built
You are looking for a people manager or purely advisory role. This one is hands-on and has no
Hungry – You own problems and push beyond expectations without being asked
Humble – You value team success over ego and foster shared wins
Strong – You are self-aware, coachable, and willing to engage in hard conversations
Great People: Join a team of hungry, humble, and strong problem solvers dedicated to impacting patient lives around the world.
Benefits: Healthcare (Medical, Dental, Vision), Wellness Programs, 401k, Flexible PTO
Remote-first Culture: Featured in Inc.'s Best Places to Work Editor's List with a 4.3/5.0 Glassdoor score
Other Perks: Stipends for fitness activities, snacks, and your at-home workspace
💵 CompensationBase Salary Range: $70,304-$80,000 USD
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