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People & Culture Program Manager
Hippocratic AI · Menlo Park, California, United States
Pay
$55k–160k
Setting
On-site
People & Culture Program Manager
Location
Menlo Park, CA
Employment Type
Full time
Location Type
On-site
Department
Business Operations
Overview
Application
About the Role
Hippocratic AI was built on a single, uncompromising idea: Do No Harm. As we scale, our challenge is to make sure the values that got us here are not diluted — that the way we hire, evaluate, and develop people reflects who we actually are and who we intend to remain.
The People & Culture Program Manager is a senior individual contributor who owns that challenge. This is not a recruiting role and not a generalist HR role. It is a culture-architecture role: you will take our five published leadership principles and embed them into the systems that shape our people — our hiring process and our performance and review process — and stand up a listening engine that tells us, honestly, whether our culture is real in practice.
Our leadership principles are already defined and public:
Do No Harm — our AI products must be as safe as an average human performing the same task.
Patients First — the number one priority is improving patients’ health outcomes.
Equal Access for All — all members of society should have equal access to healthcare.
Creativity — creativity solves healthcare’s greatest challenges, and is best encouraged in a five-days-a-week in-person environment (except go-to-market teams).
Humanity — patients are treated as whole individuals, and the best workplace is one where everyone knows each other personally, not just as colleagues.
Your work is to make these principles operational and durable — lived in how we hire, evaluate, and develop people — and to steward and sharpen their language as the company grows.
Critically, this role carries no direct reports and no line authority over the teams it influences. Your impact will come from credibility, well-built frameworks, and trusted relationships across the company — not from org-chart control. The ability to move interviewing and leadership teams you do not manage is the defining competency of this role.
What You’ll Own
Steward and operationalize our leadership principles
Our five principles — Do No Harm, Patients First, Equal Access for All, Creativity, and Humanity — already exist. Your job is to make them real: translate each from a statement of belief into observable behaviors and decision criteria the company can actually hire and evaluate against. You will partner with founders and senior leaders to keep the language sharp, resolve ambiguity as we scale, and ensure the principles stay authentically ours rather than drifting into wall-art. This foundational translation work underpins everything below.
Infuse the principles throughout hiring
Translate the leadership principles into a concrete, repeatable interview process: structured rubrics, calibrated interviewer guidance, a bar-raiser-style mechanism, and disciplined debriefs. You will train and influence interviewing teams — whom you do not manage — to assess candidates against our principles consistently and fairly, so that what we say we value and what we actually screen for are the same thing. This includes making concrete expectations legible to candidates up front — for example, our in-person Creativity expectation — so the right people self-select in.
Infuse the principles throughout performance and review
Wire the same principles into how people are evaluated, recognized, and promoted. By closing the loop between what we hire for and what we reward, you ensure our culture compounds rather than erodes as we grow. You will work with leaders across the org to make the principles legible in review criteria, promotion standards, and feedback norms.
A Note on How We Define Culture
We hire for culture add, not culture conformity. This role is explicitly responsible for protecting against affinity bias and homogeneity in our process — designing principle-based assessment that strengthens our culture while expanding the range of perspectives, backgrounds, and working styles on our teams. Building a high-integrity, principle-driven, and diverse company is a single objective here, not a tradeoff.
What You’ll Bring
Influence without authority. A demonstrated track record of moving teams, leaders, and processes you did not formally own — through credibility, frameworks, and relationships.
Culture and values architecture. Experience operationalizing existing values or leadership principles — turning belief statements into observable, assessable behaviors — ideally during a period of growth.
Hiring-systems depth. Fluency in structured interviewing, rubric design, interviewer calibration, and debrief discipline — and how to roll these out at scale.
Performance and review fluency. Understanding of how evaluation, promotion, and feedback systems shape behavior, and how to embed values into them.
Bias-aware design. A sophisticated, current understanding of culture-add hiring and how to mitigate affinity bias in selection and evaluation.
Judgment and discretion. Comfort working closely with founders and senior leaders on sensitive, high-trust work, and delivering candid feedback upward.
Mission alignment. Genuine resonance with a safety-first, “Do No Harm” mission in healthcare AI.
What Success Looks Like
Our five principles translated into clear, observable criteria that leaders and interviewers recognize and use — not just words on a page.
Interviewing teams applying those principles consistently, with measurably better calibration and fairer, more reliable hiring decisions.
Performance and promotion processes that visibly reflect the same principles we hire against.
A Note on In-Person Collaboration
We believe the best work happens together, in the same room. Our Creativity principle holds that solving healthcare's hardest problems requires a five-days-a-week, in-person environment — and our Humanity principle holds that the best workplace is one where colleagues know each other personally, not just professionally. Neither of those is possible over video calls alone.
This role is based full-time at our Menlo Park headquarters, five days a week. Given that this position's entire mode of impact is influence — building trust with founders, calibrating interviewing teams, and reading the true signal beneath a survey response — the informal, hallway-level relationship-building that only happens in person isn't a nice-to-have here. It's the mechanism.
Basic (Core Requirements)
Bachelor's Degree required
8+ years of experience in Program Management within People/HR organizations
Demonstrated experience influencing without authority — a track record of moving teams, leaders, and processes you didn't formally own, through credibility and relationship-building rather than org-chart power (called out as "the defining competency of this role")
Experience operationalizing values or leadership principles — turning abstract belief statements into observable, assessable behaviors, ideally in a fast-growth company
Structured interviewing fluency — rubric design, interviewer calibration, bar-raiser mechanisms, and debrief discipline, and knowing how to scale these
Understanding of performance/promotion systems — how evaluation, feedback, and promotion processes shape behavior, and how to embed values into them
Judgment and discretion for high-trust work directly with founders/senior leaders, including delivering candid upward feedback
Genuine mission alignment with a safety-first "Do No Harm" healthcare AI mission
Preferred (Strengthens Candidacy)
A current, sophisticated grasp of culture-add vs. culture-fit hiring and concrete methods for mitigating affinity bias in selection and evaluation
Prior experience specifically translating principles across both hiring AND performance/review systems (not just one)
Experience in an organization of comparable scale/growth stage to Hippocratic AI's current stage
Comfort operating with no direct reports or line authority — candidates who've thrived in similarly structural, staff-level IC roles will likely map best here
Why Join Hippocratic AI
Reinvent healthcare with AI that puts safety first. We’re building the world’s first healthcare‑only, safety‑focused LLM — a breakthrough platform designed to transform patient outcomes at a global scale. This is category creation.
Work with the people shaping the future. Hippocratic AI was co‑founded by CEO Munjal Shah and a team of physicians, hospital leaders, AI pioneers, and researchers from institutions like El Camino Health, Johns Hopkins, Washington University in St. Louis, Stanford, Google, Meta, Microsoft, and NVIDIA.
Backed by the world’s leading healthcare and AI investors. We recently raised a $126M Series C at a $3.5B valuation, led by Avenir Growth, bringing total funding to $404M with participation from CapitalG, General Catalyst, a16z, Kleiner Perkins, Premji Invest, UHS, Cincinnati Children’s, WellSpan Health, John Doerr, Rick Klausner, and others.
Build alongside the best in healthcare and AI. Join experts who’ve spent their careers improving care, advancing science, and building world‑changing technologies — ensuring our platform is powerful, trusted, and truly transformative.
Equal Opportunity
Hippocratic AI is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, genetic information, military or veteran status, or any other characteristic protected by applicable law. We are committed to building a team that reflects the patients we serve. We actively encourage applications from candidates of all backgrounds. If you require accommodations during the hiring process, please contact people@hippocraticai.com.
Please be aware of recruitment scams impersonating Hippocratic AI. All recruiting communication will come from @hippocraticai.com email addresses. We will never request payment or sensitive personal information during the hiring process.
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Director of HR Operations
Hippocratic AI · Palo Alto, California, USA
Pay
$160k–265k
Setting
On-site
Director of HR Operations
Location
Menlo Park, CA
Employment Type
Full time
Location Type
On-site
Department
Business Operations
Overview
Application
About the Role
At Hippocratic AI, we move fast, operate with intention, and hold an incredibly high bar for excellence. As our Director of HR Operations, you will be the heartbeat of the People engine. You will architect the systems, policies, programs, and processes that ensure the company scales rapidly without compromising on culture, trust, compliance, or mission. You will act as a critical bridge between the executive team and the broader workforce, responsible for turning people-strategy into actionable, repeatable, and scalable operations.
This is a role for someone who loves the craft of People Operations. You are energized by building from scratch, thrive when the stakes are high, and bring calm, precision, and sound judgment to complexity. You combine hands-on execution with strategic leadership, and you see operational rigor as the foundation of an exceptional employee experience.
If you want to shape the HR infrastructure of a hypergrowth, mission-driven organization—and care deeply about trust, clarity, and operational excellence—this is the place for you.
What You'll Do
HR Operations & Systems Ownership
Fully own and administer the People tech stack (e.g., HRIS such as Rippling), ensuring workflows, automations, integrations, data integrity, and reporting are reliable and scalable.
Design processes that feel intuitive, reduce friction, and give every employee confidence that things “just work.”
Manage the full employee lifecycle: onboarding, internal transitions, performance changes, promotions, and offboarding.
Maintain confidential employee records and ensure data accuracy and compliance for reporting and audits.
Supervise and mentor any HR or People Ops staff — providing leadership, coaching, and development for the HR team.
Your work will help reinforce a culture of clarity, organization, and operational excellence across the entire company.
Compliance, Policies & Risk Management
Ensure organizational compliance with all relevant federal, state, and local labor laws, regulations, and employment standards — particularly critical as the company grows and operates across states.
Own the employee handbook, develop and maintain HR policies and procedures. Update policies as laws change or the company's needs evolve.
Oversee regulatory filings, audits, and HR-related reporting requirements.
Total Rewards Operations
Manage benefits administration, compensation workflows, payroll coordination, and rewards programs. Ensure accuracy, consistency, and confidentiality to build trust across the organization.
Use market data and internal analytics to design competitive compensation and benefits plans.
Employee Experience & Support
Serve as a trusted, empathetic point of contact for employees — mediating disputes, supporting performance management, advising on disciplinary actions, and fostering an environment of fairness and openness.
Build self-service resources, documentation, and tools so employees feel empowered and supported.
Strategic People Operations & Scaling
Collaborate with Finance on headcount planning, budgets, compensation, and growth forecasting.
Work with leadership to align People strategy with business goals, growth trajectories, and scaling plans.
Spot bottlenecks early, propose solutions, and introduce automations that let us scale fast while staying aligned to our core values.
Your work will directly influence how we grow, how we collaborate, and how we maintain a high-performance culture during hypergrowth.
Reporting, Data & Analytics
Maintain accurate HR reporting (headcount, turnover, compensation, benefits, compliance metrics, demographics, trends).
Leverage data analytics to inform strategy, detect potential issues (e.g., turnover risk, engagement gaps), and drive continuous improvement in People operations.
Location Requirement
We believe the best ideas happen together. To support fast collaboration and a strong team culture, this role is expected to be in our Palo Alto office five days a week, unless otherwise specified.
What You Bring
Must-Have:
7+ years in People/HR Operations with at least 2+ years in leadership roles, with meaningful experience in fast-paced, high-growth startups
Bachelor’s degree in Human Resources, Business Administration, or a related field (advanced degree preferred).
Experience in regulated industries (healthcare, AI, biotech, fintech)
Deep functional knowledge across HR sub-functions: HR operations, total rewards, performance & talent management, compliance, HRIS, employee relations.
Strong expertise with HRIS/People systems, especially Rippling — ability to design workflows, manage integrations, handle automations, and maintain data integrity.
A deeply hands-on approach—you love rolling up your sleeves and building clean, reliable processes
Strong foundation in multi-state employment (including hourly workforce), labor laws, and regulatory compliance
Demonstrated ability to build scalable People Ops infrastructure in environments that change weekly
High EQ and impeccable judgment—trusted with sensitive information and complex situations
Analytical mindset with strength in data, reporting, accuracy, and quality
A calm, steady presence under pressure and change
Onsite availability in Palo Alto, 5 days/week
A passion for creating a positive culture through operational excellence
Nice-to-Have:
Experience partnering closely with Finance on headcount, compensation, and planning
Experience with global expansion or international HR operations
Background in companies scaling from early-stage (Series C and beyond) through hypergrowth
Join us and help build the future of safe, life-changing AI in healthcare. There’s never been a more exciting moment to make an impact.
Why Join Hippocratic AI
Reinvent healthcare with AI that puts safety first. We’re building the world’s first healthcare‑only, safety‑focused LLM — a breakthrough platform designed to transform patient outcomes at a global scale. This is category creation.
Work with the people shaping the future. Hippocratic AI was co‑founded by CEO Munjal Shah and a team of physicians, hospital leaders, AI pioneers, and researchers from institutions like El Camino Health, Johns Hopkins, Washington University in St. Louis, Stanford, Google, Meta, Microsoft, and NVIDIA.
Backed by the world’s leading healthcare and AI investors. We recently raised a $126M Series C at a $3.5B valuation, led by Avenir Growth, bringing total funding to $404M with participation from CapitalG, General Catalyst, a16z, Kleiner Perkins, Premji Invest, UHS, Cincinnati Children’s, WellSpan Health, John Doerr, Rick Klausner, and others.
Build alongside the best in healthcare and AI. Join experts who’ve spent their careers improving care, advancing science, and building world‑changing technologies — ensuring our platform is powerful, trusted, and truly transformative.
Equal Opportunity
Hippocratic AI is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, genetic information, military or veteran status, or any other characteristic protected by applicable law. We are committed to building a team that reflects the patients we serve. We actively encourage applications from candidates of all backgrounds. If you require accommodations during the hiring process, please contact people@hippocraticai.com.
Please be aware of recruitment scams impersonating Hippocratic AI. All recruiting communication will come from @hippocraticai.com email addresses. We will never request payment or sensitive personal information during the hiring process.
Apply for this Job
Powered by
Privacy PolicySecurityVulnerability Disclosure
Listed by Hippocratic AI for a position based in the United States. Employers on this board attest they are hiring domestically.
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