Obsidian Security is a global leader in cyber security protecting the SaaS and non-human identity layer modern enterprises run on — from Salesforce and Snowflake to the AI agents now deployed inside them. The Obsidian Security platform gives unified visibility into every human and machine identity, app, and integration across their SaaS estate, detects identity-based and supply chain attacks in real time, and enforces least-privilege access before it's exploited. Trusted by major Fortune 500 companies T-Mobile, Workday, Snowflake, and S&P Global, Obsidian ranked No. 95 on the 2025 Deloitte Technology Fast 500™, growing nearly 1000% from 2021–2024 — helping CISOs turn an unmonitored attack surface into one they can govern with confidence. Obsidian has also been recognized by Forbes as America's Best Startup Employers in 2026.
In August 2026, Obsidian raised $85 million in Series D financing led by Crescent Cove Advisors, with participation from existing investors including Greylock Partners, Menlo Ventures, Norwest Venture Partners, IVP, Wing Ventures, and GV — pushing Obsidian's valuation to $1.1 billion, crossing into unicorn status. Obsidian is using the funding to deepen its R&D in agentic AI security and extend its platform as the standard for governing what AI agents can access and do inside third-party applications.
With global momentum, a growing partner ecosystem including SentinelOne, Databricks, and Google Cloud, and fresh capital from its Series D behind it, Obsidian is scaling rapidly toward long-term growth and IPO readiness.
The HR Manager (HRM) is a hands-on people partner who can flex across the full employee lifecycle while operating as a trusted business partner to a select client group. Reporting to the Sr. Director of HR, this role works alongside the HR Operations Manager supporting ~250 employees globally. This position is a hybrid role located in Palo Alto, CA.
The HRM is an owner/operator with range. This role runs employee relations cases end to end, partners with managers on performance and coaching, own lifecycle programs from orientation through offboarding, and co-leads people programs like engagement and performance cycles. The right person is comfortable moving between tactical execution and advisory work on the same day.
What You'll Do
Employee Lifecycle
- Own new hire Day One orientation and the onboarding experience across global time zones, partnering with Talent Acquisition, IT, and hiring managers; continuously improve content to reflect company strategy and culture.
- Manage offboarding and terminations case by case: exit logistics, severance tracking, exit interviews, etc. Partner with IT and legal holds to ensure a smooth, compliant and complete transition.
- Ensure lifecycle events (transfers, promotions, manager changes) are handled consistently and documented accurately.
Employee Relations & Business Partnership
- Serve as the primary HR partner for a select client group: coach on performance conversations, team dynamics, and difficult situations.
- Own employee relations cases end to end (intake, investigation, documentation, resolution), escalating to the Sr. Director of HR and Legal as appropriate.
- Own leave management: coordinate leaves of absence (via Tilt), accommodations, and return-to-work plans.
- Act as a trusted, approachable first point of contact for employee questions on policies, time off, and workplace concerns.
Payroll (Domestic & Global)
- Own payroll execution by managing external Payroll Consultant across the US and international geos.
- Partner with Finance and the HR Operations Manager for accurate, timely processing.
People Programs
- Co-lead culture and engagement programs with the HR Operations Manager: All-Hands logistics, recognition, employer branding, and the engagement calendar/roadmap.
- Manage engagement and benefits surveys; analyze trends and bring recommendations to the People team.
- Support performance review cycles alongside the Sr. Director of HR, including manager enablement and communications.
- Recommend and lead new initiatives to enhance culture and communication across the organization.
Compliance & Operations Flex
- Support accurate employee records in Rippling HRIS and support audits, documentation, and compliance reporting.
- Support multi-state and global employment compliance in partnership with the HR Operations Manager and Legal.
- Flex into HR operations projects (systems, workflows, vendor coordination) as needed.
What You'll Bring
- 5–8+ years of progressive HR experience, including time as an HR Generalist or HRBP in a high-growth tech or startup environment.
- 2+ years demonstrated experience as a HR business partner to select client groups, preferably with technical teams (manager coaching, performance management, organizational guidance, etc)
- Hands-on experience managing employee relations cases and leaves of absence with sound judgment, discretion, and clean documentation.
- Working knowledge of US multi-state employment practices and exposure to supporting employees internationally (UK, AU, CA, or via EOR).
- Experience with payroll coordination and HRIS administration; Rippling experience strongly preferred.
- Program management experience: able to run engagement, survey, and performance-cycle programs end to end.
- Comfort with ambiguity and context-switching on a lean team: equally effective owning a sensitive ER case and setting up a new hire's Day One.
- Ability to handle confidential information with integrity and build trust at every level of the organization.
Nice to Have
- SHRM-CP/SCP or PHR/SPHR certification.
- Experience in cybersecurity or B2B SaaS.
- Experience supporting manager training or L&D programming.
- Familiarity with tools in our stack: Rippling, Tilt, AllVoices, Envoy, Pave.
Employee Benefits
Our competitive benefits packages are designed to support our employees' well-being, both at work and at home. Our US based employees enjoy:
- Competitive compensation with equity and 401k
- Comprehensive healthcare with dental and vision coverage
- Flexible paid time off and paid holiday time off
- 12 weeks of new parent or family leave
- Personal and professional development resources
For more details on our US benefits, or for information on our international benefits, please see here.
Pay Transparancy
Please note that the base pay range is a guideline and for candidates who receive an offer, the base pay will vary based on factors such as work location, as well as the knowledge, skills and experience of the candidate. In addition to a competitive base salary, this position is eligible for equity awards and may be eligible for sales commission or incentive compensation based on the role or function within the company.
At Obsidian, we are proud to be an equal-opportunity employer. We value diversity and hire for talent, passion, and compassion. In compliance with federal law, all persons hired will be required to submit satisfactory proof of identity and legal authorization. If you have a need that requires accommodation, please contact accommodations@obsidiansecurity.com
Information collected and processed as part of any job applications you choose to submit is subject to Obsidian’s Applicant Privacy Policy.
Base Salary Range$164,913—$185,231 USDEmployee Benefits:
Our competitive benefits packages are designed to support our employees' well-being, both at work and at home. Our US based employees enjoy:
- Competitive compensation with equity and 401k
- Comprehensive healthcare with dental and vision coverage
- Flexible paid time off and paid holiday time off
- 12 weeks of new parent or family leave
- Personal and professional development resources
For more details on our US benefits, or for information on our international benefits, please see here.