Senior Human Resources Manager

Atoms is building the machines that power the next era of progress.

Over the last decade, software has transformed the digital world. But the physical world, where food is made, minerals are mined, goods are moved, and industries are run, remains far less intelligent, far less efficient, and far more constrained. We’re changing that.

Atoms builds Physical AI— real-world robots for the industries that move civilization forward, starting with food, mining, and transport. Our systems are designed to understand, predict, and control the real world with precision, turning complex physical operations into something more reliable, more scalable, and more productive.

This work requires more than robotics. It requires deep integration across hardware, software, AI, operations, manufacturing, and real estate. We don’t just build machines in a lab. We deploy them into real environments, operate them, learn from them, and improve them until they work at scale.

We are roboticists, engineers, operators, and builders. We believe the next great technology companies will not only transform information, but the physical systems that shape everyday life.

If you want to work on hard problems with real-world impact, join us.

The Senior HR Manager leads the HR function supporting field operations across Los Angeles, Miami, Dallas, and Houston, a workforce of more than 4,000 hourly W-2 employees.

The role is based in Dallas on a hybrid schedule and requires travel of up to 25% to our other markets.

This role is responsible for both the HR team in each market and the systems that team runs on.

You will manage a group of HR Managers, Generalists, and Coordinators, hire an HR Manager for Los Angeles, and set the standards that keep HR practice consistent from market to market.

Day to day, you will own employee relations and investigations, workers' compensation andleave administration, HR compliance, and the partnership with Payroll on multi-state wage andhour execution.

• Document and standardize core HR processes across all four markets, including investigations, corrective action, terminations, suspensions, job abandonment, onboarding, and offboarding.
• Build to California requirements first and adjust for other states.
• Build the reporting that gives leadership visibility into open employee relations cases, workers' compensation claims, and response times without requiring a manual pull.
• Reduce manual work by partnering with HRIS and Data to automate roster audits, attendance verification, and termination processing.
• Set service standards for HR response and resolution times, and audit the team's work against them.
• Analyze trends across employee relations cases, injuries, terminations, attendance, and turnover to identify where the business is exposed, and bring leadership both the finding and the recommendation.
• Build continuity into the function through cross-training, documented ownership, and defined backup coverage for every critical workflow.
• Employee Relations and Investigations
• Serve as the escalation point for complex and sensitive matters raised by market HR staff and operations leaders.
• Conduct and oversee investigations into harassment, discrimination, retaliation, and policy violations, applying consistent methodology and producing documented findings and recommendations.
• Coach operations leaders on documentation, progressive discipline, conflict resolution, and performance management, and hold decision rights to the defined process.
• Draft correspondence on legally sensitive employee matters and partner with outside counsel on employment practices liability claims, including file preparation and case background.
• Risk, Workers' Compensation, and Safety
• Own the workers' compensation program,…