People Operations Manager
Atomicsemi
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Benefits offered by this job
Job summary
Qualifications
- 7+ years of progressive HR / People Ops experience.
- Strong experience with compensation, leveling, and job architecture.
- Experience coaching managers and supporting leadership teams.
Responsibilities
- Own day‑to‑day People Ops across the employee lifecycle.
- Ensure People systems are compliant, reliable, and employee-friendly.
- Lead compensation reviews and adjustments.
Skills
Tools
Job description
Atomic Semi is building a small, fast semiconductor fab.
It’s already possible to build this with today’s technology and a few simplifications. We’ll build the tools ourselves so we can quickly iterate and improve.
We’re building a small team of exceptional, hands‑on engineers to make this happen. Mechanical, electrical, hardware, computer, and process. We’ll own the stack from atoms to architecture. Our team is optimistic about the future and we want to continue pushing the limits of technology.
Smaller is better. Faster is better. Building it ourselves is better.
We believe our team and lab can build anything. We’ve set up 3D printers, a wide array of microscopes, e‑beam writers, general fabrication equipment - and whatever is missing, we’ll just invent along the way.
Atomic was founded by Sam Zeloof and Jim Keller. Sam is best known for making chips in his garage, and Jim has been a leader in the semiconductor industry for the past 40 years.
We're hiring a People Operations Manager to evolve, extend, and innovate on our existing People operations and programs as Atomic Semi scales.
We've already built strong foundations: HR infrastructure, compensation bands, leveling, and performance systems are in place. This role is not about standing up basic HR. It's about taking a healthy foundation and turning it into a world‑class People function.
We believe our people strategy and systems should be as thoughtful, ambitious, and inventive as our products. This is a role for a builder and an operator, someone who enjoys running strong systems and also imagining better ones. We're looking for someone who thinks deeply about people strategy, has run real operations, and doesn't want to copy an HR playbook but help write one that fits this company. You should be comfortable operating across technical, operational, and leadership teams, and bring creativity and judgment to how People practices show up in the business.
Own day‑to‑day People Ops across the employee lifecycle (onboarding, offboarding, benefits, records, performance cycles).
Ensure our People systems are compliant, reliable, and genuinely employee-friendly.
Own Rippling and connected tools as a living operating system, not static infrastructure.
Partner with Business Ops to maintain and evolve compensation bands, leveling frameworks, and promotion guidelines.
Lead compensation reviews, adjustments, and internal equity analyses.
Continuously improve how we grow, reward, and retain people as we scale.
Design and ship new People programs, processes, and workflows as new needs emerge.
Build scalable systems that support a complex, vertically integrated organization.
Partner with leaders to build onboarding and company learning programs.
Help develop management practices, feedback systems, and leadership expectations.
Partner with Recruiting, Finance, Legal, Business Ops, and leadership on audits, planning, compliance, and policies.
Support a workforce that spans labs, manufacturing, engineering, and operations.
7+ years of progressive HR / People Ops experience (including time as a Generalist, HR Manager, or HRBP).
Strong experience with compensation, leveling, and job architecture.
Experience coaching managers and supporting leadership teams.
Hands‑on ownership of HR systems (ideally Rippling).
Solid understanding of U.S. employment law and People best practices.
Comfort operating independently, with good judgment and ambiguity.
Experience in scaling startups or high‑growth environments.
Exposure to hardware, manufacturing, lab, or highly technical teams.
Familiarity with regulated or export‑controlled environments.
We’re an early‑stage hardware startup with solid funding, world‑class advisors, and a lab/office in San Francisco, CA.
Atomic Semi is committed to fair and equitable compensation practices. The annual salary range for this role is $110,000 – $170,000. Compensation is determined based on your qualifications and experience. Our total compensation package also includes generous equity in Atomic Semi.
Medical, Dental, and Vision insurance
Generous Paid Time Off inclusive of Holidays and Sick Time
Visa Sponsorship
Life and Disability Insurance
Paid Parental Leave
401(k) retirement plan
Weekly Learning & Development opportunities
Commuter Benefits including Parking and Late Night Uber rides from the office
Lunches daily, Dinners 3x per week, Stocked Office Kitchen with Snacks and Spindrifts
We are an equal‑opportunity employer and do not discriminate on the basis of race, religion, national origin, gender, sexual orientation, age, veteran status, disability or other legally protected statuses.
Export Control Analysis: This position involves access to technology that is subject to U.S. export controls. Any job offer made will be contingent upon the applicant’s capacity to serve in compliance with U.S. export controls.
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