Human Resources (HR) Manager

Job Duties

• Lead the HR function across CSBio teams; manage day-to-day HR operations, priorities, and any HR coordinators or outside HR service providers.
• Maintain a regular on-site presence in Milpitas to understand how laboratory, manufacturing, clinical, and pharmacy teams work, build trust with employees, and respond to people issues in real time.
• Run full-cycle recruiting for scientific, clinical, pharmacy, quality, laboratory, and operations roles, including workforce planning, job descriptions, sourcing, interview coordination, offers, and background checks.
• Protect the companies' stealth status throughout hiring and HR operations by managing confidential postings, candidate NDAs, controlled communications, and need-to-know access to information.
• Own onboarding and offboarding, ensuring new hires complete required safety, GMP, data-integrity, and role-specific training before starting regulated work.
• Partner with Quality Assurance to maintain training records, curricula vitae, job descriptions, and qualification files that are complete, current, and inspection-ready for FDA, customer, and internal audits.
• Track professional licenses, registrations, and certifications for pharmacists, pharmacy technicians, clinical staff, and other credentialed personnel, including renewals and primary-source verification.
• Administer payroll, benefits, leave, and open enrollment across multiple legal entities in coordination with Finance, brokers, and the payroll provider; ensure accurate employee classification and entity assignment.
• Develop and maintain salary ranges, offer guidelines, and job leveling benchmarked to Bay Area life-sciences market data and compliant with California pay-transparency requirements.
• Ensure compliance with federal and California employment law, including wage-and-hour, meal and rest breaks, overtime, FMLA/CFRA, ADA, Cal/OSHA, I-9, EEO, and required postings and reporting.
• Advise managers on performance management, coaching, corrective action, accommodations, and terminations; conduct fair, timely, and well-documented workplace investigations.
• Build and maintain the employee handbook, HR policies, and HR SOPs, keeping them aligned across entities and updated as laws and the business change.
• Run the annual performance review and goal-setting cycle and support career development and retention for scientists, technicians, and clinical staff.
• Manage HR vendors, including the HRIS, payroll, benefits brokers, background-check providers, recruiting agencies, and employment counsel, and the approved HR budget.
• Coordinate employee rewards and recognition, company social events, and quarterly team-building activities.
• Track and communicate HR metrics including time-to-fill, offer acceptance, turnover, training compliance, license renewal status, and open investigations.
• Build HR processes from the ground up, train managers, review personnel files and records, and make sound decisions about when an issue can be resolved directly or requires escalation to leadership or counsel.
• Balance hands-on HR operations with planning, policy development, people management, meetings, and cross-functional coordination.

This is not a desk-only administrative role. The Manager is expected to know the teams, the work, and the regulated environment well enough to give practical guidance on the floor when managers and employees need it.