Human Resources (HR) Manager

CSBio; Milpitas (CA); On-site; USD 120,000 - 150,000; Full time

Benefits offered by this job

Medical insurance

Dental insurance

Vision insurance

Life insurance

Disability insurance

401k match

PTO 10 days

Paid holidays

Car/Cell reimbursement

Rewards program

Company events

Team-building activities

Job summary

CSBio is seeking a Human Resources Manager to lead a full HR function on-site in Milpitas, CA. You will manage HR operations, payroll, benefits, and compliance across multiple entities, building scalable processes while collaborating with QA, finance, and leadership to support cGMP manufacturing and clinical programs.

You will oversee recruiting, onboarding/offboarding, training, and policy development, ensuring regulatory readiness for FDA audits and Bay Area market standards.

Responsibilities

• Lead the HR function across CSBio teams; manage day-to-day HR operations, priorities, and any HR coordinators or outside HR service providers.
• Maintain a regular on-site presence in Milpitas to understand how laboratory, manufacturing, clinical, and pharmacy teams work, build trust with employees, and respond to people issues in real time.
• Run full-cycle recruiting for scientific, clinical, pharmacy, quality, laboratory, and operations roles, including workforce planning, job descriptions, sourcing, interview coordination, offers, and background checks.
• Protect the companies' stealth status throughout hiring and HR operations by managing confidential postings, candidate NDAs, controlled communications, and need-to-know access to information.
• Own onboarding and offboarding, ensuring new hires complete required safety, GMP, data-integrity, and role-specific training before starting regulated work.
• Partner with Quality Assurance to maintain training records, curricula vitae, job descriptions, and qualification files that are complete, current, and inspection-ready for FDA, customer, and internal audits.
• Track professional licenses, registrations, and certifications for pharmacists, pharmacy technicians, clinical staff, and other credentialed personnel, including renewals and primary-source verification, as the 503A pharmacy model and clinical programs develop.
• Administer payroll, benefits, leave, and open enrollment across multiple legal entities in coordination with Finance, brokers, and the payroll provider; ensure accurate employee classification and entity assignment.
• Develop and maintain salary ranges, offer guidelines, and job leveling benchmarked to Bay Area life-sciences market data and compliant with California pay-transparency requirements.
• Ensure compliance with federal and California employment law, including wage-and-hour, meal and rest breaks, overtime, FMLA/CFRA, ADA, Cal/OSHA, I-9, EEO, and required postings and reporting.
• Advise managers on performance management, coaching, corrective action, accommodations, and terminations; conduct fair, timely, and well-documented workplace investigations.
• Build and maintain the employee handbook, HR policies, and HR SOPs, keeping them aligned across entities and updated as laws and the business change.
• Run the annual performance review and goal-setting cycle and support career development and retention for scientists, technicians, and clinical staff.
• Manage HR vendors, including the HRIS, payroll, benefits brokers, background-check providers, recruiting agencies, and employment counsel, and the approved HR budget.
• Coordinate employee rewards and recognition, company social events, and quarterly team-building activities.
• Track and communicate HR metrics including time-to-fill, offer acceptance, turnover, training compliance, license renewal status, and open investigations.
• This is not a desk-only administrative role. The Manager is expected to know the teams, the work, and the regulated environment well enough to give practical guidance on the floor when managers and employees need it.
• The Manager must be able to build HR processes from the ground up, train managers, review personnel files and records, and make sound decisions about when an issue can be resolved directly or requires escalation to leadership or counsel.
• The role requires balancing hands‑on HR operations with planning, policy development, people management, meetings, and cross‑functional coordination.

Job description

CSBio is a peptide contract manufacturing founded in 1993. CSBio initial products were a complete line of automated synthesizers for manufacturing and process development, with a focus on cGMP production. In 1994, CSBio opened a custom peptide facility and began producing high quality compounds for research organizations and pharmaceutical companies worldwide. In 2004, CSBio opened a peptide production facility in Menlo Park, CA and in 2014, CSBio expanded production capability through the addition of a new, state of the art building dedicated to cGMP peptide production. In 2017, CSBio passed a FDA inspection and were recommended to be approved for commercial drug substance manufacturing. In 2023, additional cGMP clinical production capacity was added in Milpitas, CA.

We are seeking qualified individuals to join us as Human Resources Manager.

Job Duties:

• Lead the HR function across CSBio teams; manage day-to-day HR operations, priorities, and any HR coordinators or outside HR service providers.
• Maintain a regular on-site presence in Milpitas to understand how laboratory, manufacturing, clinical, and pharmacy teams work, build trust with employees, and respond to people issues in real time.
• Run full-cycle recruiting for scientific, clinical, pharmacy, quality, laboratory, and operations roles, including workforce planning, job descriptions, sourcing, interview coordination, offers, and background checks.
• Protect the companies' stealth status throughout hiring and HR operations by managing confidential postings, candidate NDAs, controlled communications, and need-to-know access to information.
• Own onboarding and offboarding, ensuring new hires complete required safety, GMP, data-integrity, and role-specific training before starting regulated work.
• Partner with Quality Assurance to maintain training records, curricula vitae, job descriptions, and qualification files that are complete, current, and inspection-ready for FDA, customer, and internal audits.
• Track professional licenses, registrations, and certifications for pharmacists, pharmacy technicians, clinical staff, and other credentialed personnel, including renewals and primary-source verification, as the 503A pharmacy model and clinical programs develop.
• Administer payroll, benefits, leave, and open enrollment across multiple legal entities in coordination with Finance, brokers, and the payroll provider; ensure accurate employee classification and entity assignment.
• Develop and maintain salary ranges, offer guidelines, and job leveling benchmarked to Bay Area life-sciences market data and compliant with California pay-transparency requirements.
• Ensure compliance with federal and California employment law, including wage-and-hour, meal and rest breaks, overtime, FMLA/CFRA, ADA, Cal/OSHA, I-9, EEO, and required postings and reporting.
• Advise managers on performance management, coaching, corrective action, accommodations, and terminations; conduct fair, timely, and well-documented workplace investigations.
• Build and maintain the employee handbook, HR policies, and HR SOPs, keeping them aligned across entities and updated as laws and the business change.
• Run the annual performance review and goal-setting cycle and support career development and retention for scientists, technicians, and clinical staff.
• Manage HR vendors, including the HRIS, payroll, benefits brokers, background-check providers, recruiting agencies, and employment counsel, and the approved HR budget.
• Coordinate employee rewards and recognition, company social events, and quarterly team-building activities.
• Track and communicate HR metrics including time-to-fill, offer acceptance, turnover, training compliance, license renewal status, and open investigations.
• This is not a desk-only administrative role. The Manager is expected to know the teams, the work, and the regulated environment well enough to give practical guidance on the floor when managers and employees need it.
• The Manager must be able to build HR processes from the ground up, train managers, review personnel files and records, and make sound decisions about when an issue can be resolved directly or requires escalation to leadership or counsel.
• The role requires balancing hands‑on HR operations with planning, policy development, people management, meetings, and cross‑functional coordination.

• Medical, dental, and vision insurance (Kaiser HMO or BlueShield PPO. Employer pays 85% for Employee and 50% for Employee's family; Dental: Aetna Dental, Delta Dental, Guardian Dental, MetLife Dental. Vision: VSP and Aetna EyeMed)
• Basic life ($20,000 paid by company) and supplemental life insurance (optional supplemental).
• Disability insurance 50% standard employer paid.
• 401k 10% 1:1 match
• PTO policy. 10 days PTO
• Companywide paid holiday during: Week of July 4, Thanksgiving (2 days), Week of December 25
• Carpool, clean air vehicle, and cell phone reimbursement
• Employee rewards and recognition program
• Company organized social events
• Quarterly sponsored team building activities