At Commure, we're building the AI Operating System for healthcare, the foundation that defines how care is delivered, documented, and financed. Our platform spans the full care journey: Ambient AI and Dictation eliminating documentation burden at the point of care, intelligent Agents automating patient and revenue workflows, and autonomous RCM processing billions in claims, all on a single AI-native platform integrated with 60+ EHRs.
Healthcare carries a $1 trillion administrative burden and we're at the center of transforming it. Today, 500,000+ clinicians across 500+ healthcare organizations nationwide trust Commure to handle $25B+ in annual claims and support over 200 million patient interactions. Our latest $70M raise at a $7B valuation reflects the confidence the market has placed in this mission.
Our team works directly alongside clinicians, not through layers of process, which means the gap between what you build and its impact on patient care is immediate. We move fast, deploy daily, and take full ownership from early thinking to production. If you're energized by hard problems, high stakes, and a team that holds itself to a high bar, you'll find your people here.
The future of healthcare is being built right now. Come deliver this transformation.
About the Role
We are looking for an HR Compliance professional who will build and manage Commure's employee data compliance and immigration program. This role sits at the intersection of People, Legal, and Operations and ensures we meet regulatory requirements while supporting a great employee experience. You will own sensitive, high-impact work across policies, audits, benefits, and immigration with precision and discretion. The role is focused on building scalable processes, reducing risk, preparing Commure for success and enabling faster, better decision-making.
This position is full-time and requires 3 days on-site in our Mountain View, CA headquarters.
What You’ll Do
People Policy and Compliance
Own the I-9 program, including reverifications, document retention, and internal audits.
Partner with Security on SOC 2 audit readiness for People processes, data, reporting, and documentation.
Maintain an annual People compliance calendar covering required training, policy reviews, and handbook updates.
Lead job classification reviews and FLSA exemption evaluations in partnership with Legal and Payroll.
Monitor federal and state regulatory changes and recommend updates to policies, practices, and onboarding materials.
Manage handbook audits, policy publishing, and signature tracking to ensure 100 percent completion.
Facilitate internal workshops and refreshers on compliance topics such as I-9, handbook, and code of conduct.
Partner with Immigration counsel on H-1B, O-1, L-1, STEM OPT, green card, and dependent filings.
Support employee relations partners with policy enforcement documentation and escalations.
Work with Facilities to ensure offices meet all People compliance requirements.
Compliance Reporting and Audits
Prepare and file required documents such as 1095-Cs (ACA), Form 5500s, Summary Annual Reports, COBRA notices, and other federally mandated disclosures.
Partner with internal and external stakeholders to monitor benefit program compliance with ERISA, HIPAA, ACA, COBRA, and related laws.
Support internal and external audits by preparing reports, gathering documentation, and responding to audit inquiries.
Configure and maintain job families, tracks, and classification systems, ensuring accurate job descriptions and compensation alignment in Pave.
Track and report on required trainings, ensuring all employees complete mandatory compliance modules.
Benefits Compliance
Partner with brokers to manage benefits audits, required filings, and reporting accuracy.
Support COBRA compliance and required notices.
Collaborate with Payroll during open enrollment to validate codes and ensure accurate reporting.
Partner with brokers to analyze benefits data and trends to support budgeting, forecasting, and program evaluation.
Handle compliance logistics including unemployment claims, workers’ compensation claims, and related documentation.
Wage and Hour
Partner with Payroll to enforce time and attendance policies and ensure compliance with wage and hour laws.
Conduct wage and hour audits and provide recommendations to mitigate risk.
Collaboration and Support
Partner with the Director of People Operations and leadership team on compensation and incentive program implementation.
Act as a point of contact for Talent Acquisition, Payroll, and other teams on policy and compliance questions.
Drive continuous improvements in People data integrity and file management, including People drive organization and system hygiene.
Own the Rippling compliance dashboard and resolve related tasks in partnership with People Ops.
What You Have
5 to 7 years of experience in People Operations, Compliance, or a related field, ideally in a fast-growing or global company.
Deep knowledge of U.S. employment regulations, including FLSA, wage and hour, I-9, immigration processes, ERISA, ACA, HIPAA, and COBRA.
Experience supporting immigration filings in partnership with external counsel.
Background managing compliance reporting and audits, including SOC 2, benefit audits, and federally mandated filings.
Strong analytical skills with advanced proficiency in Excel and Google Sheets.
Demonstrated ability to manage complex policy and compliance projects with precision and discretion.
High attention to detail, organizational skills, and comfort working with sensitive information.
Proven track record of building scalable processes that improve readiness and reduce risk exposure.
Excellent communication and collaboration skills with the ability to influence cross-functional partners and leaders
Please be aware that all official communication from us will come exclusively from email addresses ending in @ getathelas.com, @ commure.com or @ augmedix.com. Any emails from other domains are not affiliated with our organization.
Employees will act in accordance with the organization’s information security policies, to include but not limited to protecting assets from unauthorized access, disclosure, modification, destruction or interference nor execute particular security processes or activities. Employees will report to the information security office any confirmed or potential events or other risks to the organization. Employees will be required to attest to these requirements upon hire and on an annual basis.