HR Generalist

Movemedical; United States; Remote; USD 65,000 - 90,000; Full time

Job summary

Movemedical is seeking an HR Generalist to own the employee lifecycle end to end. You’ll work with a small People team and have ownership across onboarding, benefits, performance, employee relations, and HRIS, shaping the function in a fast-moving, remote-friendly environment.

You’ll collaborate with managers and leaders to drive meaningful conversations, trust, and processes that scale as the company grows. This role emphasizes human relationships, strategic thinking, and hands-on execution.

Qualifications

• You’ve built processes and owned outcomes in a small team, owning onboarding, benefits, performance, employee relations and HRIS.

Responsibilities

• Own end-to-end onboarding from welcome to orientation and training enrollment.
• Serve as first contact for policy, leave, and time-off questions; coordinate with Finance and IT as needed.
• Administer benefits day-to-day, including enrollments and life events; liaise with the broker on COBRA and billing.
• Own the performance review cycle and support managers through the process.

Job description

Who Are We?

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.

What Success Looks Like

• 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.

What You’ll Do

• 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