About Us

Foundation is developing the future of general purpose robotics with the goal to address the labor shortage.

Our mission is to create advanced robots that can operate in complex environments, reducing human risk in conflict zones and enhancing efficiency in labor-intensive industries.

We are on the lookout for extraordinary engineers and scientists to join our team. Your previous experience in robotics isn't a prerequisite — it's your talent and determination that truly count.

We expect that many of our team members will bring diverse perspectives from various industries and fields. We are looking for individuals with a proven record of exceptional ability and a history of creating things that work.

Our Culture

We like to be frank and honest about who we are, so that people can decide for themselves if this is a culture they resonate with. Please read more about our culture here https://foundation.bot/culture.

Who should join:

You like working in person with a team in San Francisco.
You deeply believe that this is the most important mission for humanity and needs to happen yesterday.
You are highly technical - regardless of the role you are in. We are building technology; you need to understand technology well.
You care about aesthetics and design inside out. If it's not the best product ever, it bothers you, and you need to “fix” it.
You don't need someone to motivate you; you get things done.

Why are we Hiring for this role

Be the trusted first point of contact for employee questions, concerns, and feedback. Treat every conversation with discretion.
Run intake on concerns, document carefully, and partner with managers and founders on resolution. Loop in outside employment counsel when escalation is warranted.
Coach first-time managers through tough conversations: performance feedback, PIPs, separations, comp conversations.
Run stay and exit interviews; surface patterns to leadership before they become attrition problems.
Help shape culture in small, practical ways — clear expectations, a working feedback rhythm, fair processes that scale as we grow.
Be the in-house Rippling expert. Own configuration, workflows, approvals, custom fields, reporting, and downstream integrations (payroll, benefits, IT provisioning, identity providers).
Own data integrity: clean records, accurate org chart, timely role and comp changes.
Be the help desk: when managers or employees have a Rippling question, they come to you and it gets resolved fast.
Administer the full benefits program in Rippling: medical, dental, vision, life/AD&D, disability, 401(k), HSA/FSA, commuter, and any voluntary lines.
Run open enrollment end-to-end — broker coordination, communications, system setup, employee 1:1s, and post-enrollment audits.
Manage qualifying life events, new-hire enrollments, and terminations across carriers without anything falling through the cracks.
Own the 401(k) program: participant questions, contributions, the annual audit, and Form 5500 filing.
Administer every leave type end-to-end: FMLA, state-specific leaves (CFRA, NY/MA/CO/WA PFL, etc.), ADA accommodations, parental leave, military leave, jury duty, and bereavement.
Coordinate with employees, managers, payroll, and (if applicable) a third-party leave administrator. Translate the legalese into plain English.
Prepare leave letters, calculate eligibility and benefit continuation, and track return-to-work plans.
Run the interactive process for ADA accommodations; document decisions and partner with counsel on complex cases.
Keep leave policies clear and current in the handbook; train managers on what to do the moment an employee mentions leave.
Own multi-state employment law compliance: wage and hour, leave entitlements, posting requirements, meal/rest breaks, classification (exempt vs. non-exempt, employee vs. contractor), and pay transparency.
Maintain and update the employee handbook annually and as laws change; publish state-specific addenda.
Complete all required filings and reporting: EEO-1 (once we hit the threshold), OSHA, ACA 1094/1095, state new-hire reporting, state unemployment registrations, and workers comp.
Run I-9 and E-Verify; keep audit-ready files.
Manage HR records retention per federal and state requirements.

What Kind of Person are we looking for

5 plus years of HR experience with real ownership of HRIS administration, benefits, leaves, and employee relations — ideally at a startup or other fast-moving environment.
Hands-on experience with Rippling. You can build workflows, configure approvals, run reports, and troubleshoot integrations without needing implementation support.
Working command of US employment law
Comfortable handling sensitive employee situations with discretion, empathy, and good judgment.
Strong bias for action and comfort with ambiguity. You spot the gap, propose the fix, and ship it. You don’t wait to be told.
Clear writing. Your policies, communications, and documentation hold up to scrutiny.
A scrappy, resourceful mindset — you know when to build a process, when to use a vendor, and when to do something manually one more time before it’s worth automating.
PHR, SHRM-CP, or equivalent certification (or willingness to obtain within your first year).
Familiarity with leave management vendors (e.g., AbsenceSoft, Larkin, Tilt) and/or a past PEO-to-Rippling transition.
Working knowledge of CA wage-and-hour intricacies and pay transparency rules.

Foundation

Vacatures

Human Resources Generalist