Sr. Director of Human Resources Operations

Job description

Apnimed is a rapidly growing pharmaceutical company focused on transforming the treatment of sleep apnea through innovative, patient-friendly therapies. Our approach is rooted in a simple idea: patients with obstructive sleep apnea may benefit from a safe, effective oral medication taken once daily at bedtime.

Our lead development program targets the neurologic control of upper airway muscles to help maintain an open airway during sleep. Based in Cambridge, Massachusetts, Apnimed is advancing a portfolio of novel pharmacologic therapies for sleep apnea and related disorders through cutting-edge science and a commitment to innovation.

Recognized by the Boston Business Journal as one of the Best Places to Work in both 2024 and 2025, we are continuing to grow and build the foundational operations that enable our employees and our mission to thrive.

Position Overview

We are seeking a strategic and hands-on Senior Director, Human Resources Operations to lead and execute Apnimed’s HR Operations strategy and operating model across onboarding, HRIS administration, benefits coordination, HR compliance, vendor management, reporting and analytics, and process optimization. The Senior Director, Human Resources Operations will be a trusted partner to HR leadership, managers, employees, and cross-functional stakeholders, ensuring that people processes are practical, data-informed, compliant, and aligned with Apnimed’s culture, mission, and values. This role will take full ownership of the day-to-day operational execution of HR programs — resolving issues, managing escalations, and running the operating rhythm directly. This is an excellent opportunity for a collaborative HR leader who is equally comfortable setting tactical direction and rolling up their sleeves to execute within a fast-growing biotech environment.

Key Responsibilities

Own the day-to-day operational execution of the HR function, acting as the primary point of accountability for issues, decisions, and escalations

Building a scalable operating model for the HR organization that supports rapid headcount growth and evolving business needs

Establish service delivery standards and escalation paths so employees and managers know where to go and what to expect

Partner closely with Total Rewards on equity management — including grant administration, data accuracy, employee-facing communications, and reconciliation — to ensure benefits, equity, and compensation programs run seamlessly end-to-end

Serve as a mentor and thought partner to Total Rewards and other HR team members, offering guidance, coaching, and hands-on problem-solving support as programs and processes scale

Partner with HR leadership on annual planning, budget, and prioritization of people-systems investments

Own administration, configuration, data integrity, and roadmap for HRIS and connected systems (ATS, benefits, payroll, performance)

Lead system implementations, upgrades, and integrations, including requirements gathering, testing, and change management

Maintain rigorous data governance, audit controls, and role-based access aligned to privacy requirements

Design and continuously improve onboarding, ensuring new hires are set up, informed, and productive from day one

Partner with Talent Acquisition to deliver a seamless candidate-to-employee experience

Oversee benefits administration team in partnership with brokers and carriers, including annual open enrollment and ongoing employee support

Serve as escalation point for complex benefits, leave of absence, and accommodation matters

Oversee compensation cycles operationally, including data preparation, system setup, and audit

Ensure compliance with federal, state, and local employment regulations across all operating locations, including multi-state and expanding geographies

Maintain policies, the employee handbook, required filings (EEO-1, ACA, 5500s), and audit readiness

Partner with Legal and Finance on internal controls, SOX readiness, and documentation standards

Manage HR vendor relationships end-to-end — selection, contracting, performance, renewals, and cost management

Evaluate build-versus-buy decisions and hold vendors accountable to service levels and value

Build and deliver HR dashboards and reporting on headcount, turnover, and other key people metrics for HR leadership, Finance, and the Board

Translate data into insight and recommendations that inform workforce planning and organizational decisions

Partner with Finance on headcount reconciliation, forecasting, and budget alignment

Build, coach, and develop the HR Operations team as the function scales

Qualifications

Bachelor's degree in Human Resources, Business Administration, Finance, or a related field required; SHRM-SCP, SPHR, or equivalent certification preferred

15+ years of progressive Human Resources experience, including significant experience leading compensation, benefits, HRIS, and Total Rewards programs within the biotechnology, pharmaceutical, or life science industries

5+ years leading and developing teams, with demonstrated ability to build a function from a lean starting point

Experience in biotech, pharmaceutical, or life sciences, particularly through clinical-stage growth or commercial buildout

Prior experience supporting/leading a commercial organization and/or a product launch strongly preferred, including scaling HR operations, systems, and processes to support rapid commercial headcount growth

Deep hands-on HRIS expertise (ADP Workforce Now preferred) including configuration, reporting, and system implementation or migration

Demonstrated success designing and scaling HR processes in a high-growth environment

Advanced analytical skills, including the ability to build reporting, interpret people data, and present findings to executive audiences

Proven vendor management experience across selection, negotiation, and performance oversight

Exposure to equity compensation administration (e.g., grant processing, plan reconciliation, or equity platform management) strongly preferred

Demonstrated ability to mentor and develop HR professionals outside of direct reporting lines, serving as a trusted advisor across the broader HR function

Thorough understanding of federal and state employment laws, pay transparency requirements, wage and hour regulations, benefits compliance, and HR best practices

Strong business acumen with the ability to influence leaders across all levels of the organization and provide strategic consultation on organizational, compensation, and workforce decisions

Excellent analytical, project management, and organizational skills with the ability to manage multiple priorities in a fast-paced environment

Outstanding interpersonal, written, and verbal communication skills with the ability to build trusted relationships across all levels of the organization

Strong customer service mindset with a passion for creating scalable, employee-centered programs and processes

Ability to handle highly confidential information with professionalism, sound judgment, and discretion

Ability to work independently while collaborating effectively across teams in a dynamic and evolving organization

What Apnimed Offers

401(k) with company match

Generous time off for vacation

Flexible working environment

Motivated and experienced team

Location and Other Information

This is a hybrid, San Diego-based position. Occasional travel (approximately 10–15%) may be required for team meetings or company events.

Apnimed is an EEO employer committed to an exciting, diverse, and enriching work environment.

Please visit us at to learn more about our work with Obstructive Sleep Apnea

#J-18808-Ljbffr

Worksite address

san diego, CA, 92189, US

Who can apply

Review the original listing for work authorization, qualifications and employer requirements.