VirtuSense
ABOUT US
VirtuSense isn’t just building tech—we’re rewriting healthcare. Imagine where AI and sensors don’t just react, they predict; where clinicians move from playing catch-up to staying three steps ahead. That’s us. We’re where innovation meets impact, delivering solutions that prevent falls, cut costs, and save lives. Join VirtuSense, and you’re not just coding, designing, or selling—you’re part of a fast-paced team determined to make healthcare smarter, faster, and fairer.
WHAT YOU’LL OWN (SCOPE & OUTCOMES)
1) Employee Relations (primary confidant & resolver)
Be a trusted, confidential partner to employees and managers; triage concerns early, document well, close the loop. Run fair, timely employee relations investigations and action plans; coach managers on feedback, documentation, and conflict de‑escalation. Maintain our single source of truth for policies and employee relations cases.
2) Career Paths & Retention Strategy (clarity → growth)
Stand up a simple career architecture (levels, competencies, example titles) and role scorecards. Launch growth conversations and a lightweight IDP (individual development plan) template. Track early‑warning retention signals and partner with managers on targeted keep‑plans for critical talent.
3) Performance Reviews (90‑day & annual)
Build and run the review calendar (prep → self/manager reviews → calibration → letters). Provide a Manager Toolkit (rubrics, sample phrases, fairness checks) and run training sessions.
4) Recruiting & New‑Hire Onboarding (from hello to productive)
Coordinate end‑to‑end recruiting ops (requisition → interview loops → offers) with an ATS; enforce structured interviews. Lead onboarding: day‑0 logistics, security & compliance training, 30‑60‑90 plans, and new‑hire check‑ins. Measure time‑to‑productivity and 90‑day retention; fix bottlenecks fast.
5) Payroll & Benefits (accuracy, timeliness, compliance)
Own monthly payroll processing. Manage benefits admin (enrollment, QLEs, renewals, open enrollment) and broker/carrier relationships.
6) Immigration (H‑1B point person)
Coordinate with outside counsel on H‑1B cap/transfer filings; track prevailing wage, LCA postings, PAF maintenance, and RFEs. Build a transparent timeline and status tracker for employees and managers; maintain I‑9/E‑Verify compliance.
7) SOC 2 – HR Controls (audit‑ready always)
Own HR‑related SOC 2 controls: background checks, confidentiality agreements, AUP/security training, joiner/mover/leaver offboarding timeliness, access attestations. Prepare evidence packets (HRIS extracts, training completions, policy versions); drive zero exceptions for HR control areas. Partner with Security/IT on identity governance and with Compliance on auditor requests and walkthroughs.
8) Internal Events & External Conferences (connection & presence)
Plan meaningful internal moments (all‑hands logistics, offsites, team‑builders). Lead external event coordination (budgets, registrations, booths, collateral, swag, travel) and post‑event ROI recaps.
Your first 90 days (success looks like)
Day 30:
Payroll & benefits running smoothly; employee relations intake and case log live; review and onboarding calendars published. Day 60:
Career architecture v1 + IDP template launched; manager performance‑review training delivered; SOC 2 HR evidence library 75% complete. Day 90:
H‑1B and immigration tracker operational; 90‑day and annual review cycle completed on time; complete open enrollment by mid-Dec; zero payroll errors last two cycles; next two quarters of events calendared with budgets approved.
WHAT YOU BRING
Must‑haves
3 to 6+ years in HR operations/people programs (coordinator, generalist, or manager level) owning payroll/benefits and review cycles end‑to‑end. Hands‑on experience with H‑1B filings in partnership with counsel (LCA, PAF, timelines, RFEs). Familiarity with SOC 2 or similar audits (you’ve gathered HR evidence and understand joiner/mover/leaver controls). Employee Relations fundamentals: intake, documentation, policy application, and manager coaching. Systems chops: HRIS + payroll (e.g., Paycor/Rippling/ADP/Gusto), ATS, and retirement platforms (e.g. Empower Retirement) Communication that’s clear, timely, and written down—decisions in a log, status in the tracker.
Nice‑to‑haves
Multi‑state payroll exposure; leave administration (FMLA/ADA/paid leave) experience. Healthcare or regulated‑industry background; SOC 2 Type II cycles. Event planning for 50–300 person gatherings and national conferences.
COMPENSATION & BENEFITS Competitive overall compensation includes:
Salary Discretionary bonus Health insurance 401(k) matching Incentive stock options (ISOs) Dental insurance Vision insurance Paid time off Parental leave
VirtuSense isn’t just building tech—we’re rewriting healthcare. Imagine where AI and sensors don’t just react, they predict; where clinicians move from playing catch-up to staying three steps ahead. That’s us. We’re where innovation meets impact, delivering solutions that prevent falls, cut costs, and save lives. Join VirtuSense, and you’re not just coding, designing, or selling—you’re part of a fast-paced team determined to make healthcare smarter, faster, and fairer.
WHAT YOU’LL OWN (SCOPE & OUTCOMES)
1) Employee Relations (primary confidant & resolver)
Be a trusted, confidential partner to employees and managers; triage concerns early, document well, close the loop. Run fair, timely employee relations investigations and action plans; coach managers on feedback, documentation, and conflict de‑escalation. Maintain our single source of truth for policies and employee relations cases.
2) Career Paths & Retention Strategy (clarity → growth)
Stand up a simple career architecture (levels, competencies, example titles) and role scorecards. Launch growth conversations and a lightweight IDP (individual development plan) template. Track early‑warning retention signals and partner with managers on targeted keep‑plans for critical talent.
3) Performance Reviews (90‑day & annual)
Build and run the review calendar (prep → self/manager reviews → calibration → letters). Provide a Manager Toolkit (rubrics, sample phrases, fairness checks) and run training sessions.
4) Recruiting & New‑Hire Onboarding (from hello to productive)
Coordinate end‑to‑end recruiting ops (requisition → interview loops → offers) with an ATS; enforce structured interviews. Lead onboarding: day‑0 logistics, security & compliance training, 30‑60‑90 plans, and new‑hire check‑ins. Measure time‑to‑productivity and 90‑day retention; fix bottlenecks fast.
5) Payroll & Benefits (accuracy, timeliness, compliance)
Own monthly payroll processing. Manage benefits admin (enrollment, QLEs, renewals, open enrollment) and broker/carrier relationships.
6) Immigration (H‑1B point person)
Coordinate with outside counsel on H‑1B cap/transfer filings; track prevailing wage, LCA postings, PAF maintenance, and RFEs. Build a transparent timeline and status tracker for employees and managers; maintain I‑9/E‑Verify compliance.
7) SOC 2 – HR Controls (audit‑ready always)
Own HR‑related SOC 2 controls: background checks, confidentiality agreements, AUP/security training, joiner/mover/leaver offboarding timeliness, access attestations. Prepare evidence packets (HRIS extracts, training completions, policy versions); drive zero exceptions for HR control areas. Partner with Security/IT on identity governance and with Compliance on auditor requests and walkthroughs.
8) Internal Events & External Conferences (connection & presence)
Plan meaningful internal moments (all‑hands logistics, offsites, team‑builders). Lead external event coordination (budgets, registrations, booths, collateral, swag, travel) and post‑event ROI recaps.
Your first 90 days (success looks like)
Day 30:
Payroll & benefits running smoothly; employee relations intake and case log live; review and onboarding calendars published. Day 60:
Career architecture v1 + IDP template launched; manager performance‑review training delivered; SOC 2 HR evidence library 75% complete. Day 90:
H‑1B and immigration tracker operational; 90‑day and annual review cycle completed on time; complete open enrollment by mid-Dec; zero payroll errors last two cycles; next two quarters of events calendared with budgets approved.
WHAT YOU BRING
Must‑haves
3 to 6+ years in HR operations/people programs (coordinator, generalist, or manager level) owning payroll/benefits and review cycles end‑to‑end. Hands‑on experience with H‑1B filings in partnership with counsel (LCA, PAF, timelines, RFEs). Familiarity with SOC 2 or similar audits (you’ve gathered HR evidence and understand joiner/mover/leaver controls). Employee Relations fundamentals: intake, documentation, policy application, and manager coaching. Systems chops: HRIS + payroll (e.g., Paycor/Rippling/ADP/Gusto), ATS, and retirement platforms (e.g. Empower Retirement) Communication that’s clear, timely, and written down—decisions in a log, status in the tracker.
Nice‑to‑haves
Multi‑state payroll exposure; leave administration (FMLA/ADA/paid leave) experience. Healthcare or regulated‑industry background; SOC 2 Type II cycles. Event planning for 50–300 person gatherings and national conferences.
COMPENSATION & BENEFITS Competitive overall compensation includes:
Salary Discretionary bonus Health insurance 401(k) matching Incentive stock options (ISOs) Dental insurance Vision insurance Paid time off Parental leave