Why you should join us Forus is a generational opportunity to rethink how we bring new therapies to market, and our path to doing so is significantly de-risked – we have: Exponential organic growth: We have product-market fit and are growing rapidly. Forus supports thousands of new patients every day, is spreading with doctors through word-of-mouth, and works with the largest biopharma companies in the world. An AI-first business model: Our approach is distinctly enabled by AI, but our business gets stronger (not commoditized) as foundation models improve. We are building durability through two-sided network effects that compound over time. Top tier investors: With the traction to support conviction in our model, we raised significant funding from top investors (Thrive Capital, General Catalyst, and Accel) to build an exceptional team of engineers and operators. Our number one priority is scaling to market demand . We are looking for individuals who are high horsepower, high throughput, and hyper resourceful to help us increase capacity and grow. We move fast and need to move faster. All full-time roles are in person in New York. You can learn more about working with us in the last section of this page.
About
the role We are looking for a People Operations professional to build and scale the systems, programs, and processes that power our team. You’ll ensure that Forus' people infrastructure — spanning onboarding,
compensation,
benefits, compliance, performance, and culture — runs smoothly, efficiently, and scales through high volume. You will serve as the operational backbone for the employee lifecycle and a strategic partner to leaders across the company. This role blends execution and strategy: building scalable systems while staying close to the day-to-day employee experience. This is a high-impact, high-visibility role for someone who loves precision, thrives in ambiguity, and takes pride in operational excellence. If you are deeply organized, data-driven, and motivated by helping exceptional people do their best work, we want to meet you.
What You'll Own Full HR lifecycle ownership : onboarding, offboarding,
benefits administration,
compensation, performance management, compliance, and employee relations, end-to-end Building for scale : design and continuously improve the systems that set employees up for success, represents our brand with integrity, and can ensure compliance through high volume. Comms & Employee relations : serve as the primary point of contact for employee concerns, conflicts, and escalations; handle sensitive situations with empathy, consistency, and sound judgment Compliance : maintain rigorous adherence to all federal, state, and local employment regulations applicable to a non-exempt workforce; proactively identify and close gaps before they become liabilities Manager enablement : build structured support programs for first-time managers, including toolkits, coaching frameworks, and scalable resources that help them lead effectively at high spans of control
Compensation and
benefits : administer and optimize
compensation structures and
benefits programs appropriate for an early-career, non-exempt workforce; partner with Finance on payroll and headcount planning Culture and engagement : design and run programs that build a workplace employees want to show up to, especially in a high-volume, operationally intensive environment where engagement and retention are critical levers AI and technology : actively experiment with and implement AI-powered tools and automation to create leverage across HR workflows; this is not optional, we expect this person to be a builder and a tester HR systems and data : own and maintain HRIS, payroll, and related tools; ensure data integrity and build reporting that gives leadership real visibility into workforce health
What We're Looking For 5–10 years of HR generalist experience , with meaningful time spent in large-scale, high-volume, early-career workforce environments, call centers, large operations or support orgs, BPO, staffing, or similar Experience with large non-exempt, W-2 employee populations and the compliance, relations, and operational complexity that comes with them Proven track record managing HR through rapid growth you've scaled an organization before and know what to build in anticipation of the next stage, not in reaction to it Strong employee relations experience you've handled difficult conversations, investigated complaints, and navigated complex situations with fairness and discretion Compliance fluency you know wage and hour law, FMLA, ADA, and state-specific
requirements, and you don't need to look up the basics Experience supporting first-time and seasoned managers you've built programs that actually help, not just decks that sit on a shelf Exceptional communication skills written and verbal; you can translate complex HR concepts to employees, managers, and executives alike, and you never create confusion where there should be clarity Analytical rigor you use data to diagnose problems, measure outcomes, and make decisions; you are comfortable owning HR metrics and presenting them with confidence Structured problem-solving you approach ambiguous, messy situations with a clear framework; you identify root causes rather than treating symptoms First-principles thinking you don't default to "how it's always been done"; you reason from the ground up and build what's actually needed Strong attention to detail errors in HR have real consequences; you operate with a high degree of precision in documentation, compliance, and communications This is a list of ideal
qualifications for this position. If you don't meet every single one of them, you should still consider applying! We’re excited to work with people from underrepresented backgrounds, and we encourage people from all backgrounds to apply. Working with us Forus is based in New York, with our full team working out of a beautiful and spacious office in SoHo. We run as a high-trust environment with high autonomy, which requires that everyone is fully competent and operates in line with our principles: Do the math. Be rigorous, assume nothing. Break problems down and reason from the ground up. Expand the solution space. Be resourceful and audacious. Resist false constraints and push beyond the obvious before committing. Spit it out. Speak directly, invite critique, avoid equivocation. We want right answers, not comfortable ones. Raise the bar together. Hold a high standard for execution, push each other directly, and win as a team. We provide competitive
compensation with meaningful equity (for full-time employees) . Everyone who joins early will be a major contributor to our success, and we reflect this through ownership and pay. We also provide rich
benefits to ensure you can focus on creating impact (for full-time employees) : Fully covered medical, vision, and dental insurance. Memberships for One Medical, Talkspace, Teladoc, and Kindbody. Unlimited paid time off (PTO) and 16 weeks of parental leave. 401K plan setup, FSA option, commuter
benefits, and DashPass. Lunch at the office every day and Dinner at the office after 7 pm. Our salary ranges are based on paying competitively for our company’s size and industry, and are one part of the total
compensation package that also includes equity,
benefits, and other opportunities at Forus (for full-time employees). Individual pay decisions are ultimately based on a number of factors, including
qualifications for
the role, experience level, skillset, geography, and balancing internal equity. Forus is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.
