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.