About Noto

Noto is an AI-enabled platform transforming speciality therapy to end the mental health crisis. Powering NOCD, Rebound, and future specialty therapy brands, Noto works across each specialty to streamline payer partnerships, enrollment, and care delivery operations to treat complex mental and behavioral health conditions.

Our Brands

NOCD is an award-winning digital health company focused on identifying people with obsessive-compulsive disorder (OCD) and managing them using evidence-based treatment. OCD affects over 181 million people globally and is ranked by the World Health Organization as one of the top 10 most disabling conditions. Today, NOCD manages the largest community of OCD patients in the world—and we’re just getting started.

At Rebound, we’re building the future of trauma care. Over 140 million Americans have experienced trauma, yet effective care remains hard to access. Our mission is to make recovery from trauma the norm, not the exception.

Rebound delivers virtual, gold-standard trauma therapy, covered by most major insurance plans, alongside evidence-based tools and deeply supportive guidance. Our work is grounded in psychological science and survivor-centered design, helping people process traumatic experiences, break intergenerational cycles, and reclaim their lives.

About The Role

Noto is seeking a high-velocity, strategic Senior Human Resource Manager to lead our People Operations function. As we scale from a single-focus platform into a multi-brand powerhouse for specialty therapy, you will be the architect of the people systems that support our diverse clinical and corporate teams.

You will own the "engine room" of HR—from benefits and compliance to large-scale system migrations—ensuring our infrastructure stays ahead of our growth while maintaining a "One Team" culture across our expanding brands.

What You'll Do

HR Operations & Process Design

• Design, implement, and continuously improve scalable HR processes across the employee lifecycle (onboarding, employee changes, performance management, offboarding).
• Develop operational workflows to support a distributed workforce across 50 states, including multi-state employment requirements.
• Create and maintain HR standard operating procedures, documentation, and internal playbooks, including close coordination with other business partners including payroll and talent acquisition.
• Identify opportunities to improve efficiency through automation, system enhancements, and process redesign.

HR Systems Ownership

• Own implementation, administration, and optimization of HRIS and related HR technology platforms.
• Lead system implementations, upgrades, integrations, and vendor coordination. Ensure the systems meet the needs of the clinical operations and therapist teams, as well as corporate teams.
• Maintain data accuracy, reporting integrity, and secure management of employee data.
• Build HR reporting and dashboards to provide leadership with insight into workforce trends and operational metrics.

Employee Relations

• Serve as a primary HR partner to managers for corporate employee relations matters.
• Partner with leadership to ensure consistent application of policies and fair treatment of employees.
• Identify trends in employee relations issues and recommend process or policy improvements to mitigate risk and strengthen the employee experience.

Compliance & Risk Management

• Ensure HR operations remain compliant with federal, state, and local employment laws across multiple jurisdictions.
• Maintain HR policies, employee handbook updates, and compliance documentation.
• Ensure HR processes and documentation support audit readiness and regulatory compliance.

Employee Lifecycle Operations

• In coordination with other business partners, oversee operational execution of:
• • Onboarding and new hire setup
  • Job and compensation changes
  • Leave administration coordination

• • Offboarding processes
• Ensure a consistent, high-quality employee experience across all HR touchpoints.

Cross-Functional Partnership

• Partner closely with Talent Acquisition, Finance, Legal, and Operations to ensure HR processes align with company needs.
• Provide HR operational support for initiatives such as rapid hiring and potential acquisitions.

Requirements

The ideal candidate doesn't just manage HR; they embody the way we work:

• Member First: You approach HR through the lens of our mission, ensuring that a supported internal team is the foundation for world-class member care.
• Egoless Questioning: You are empowered to challenge the status quo and remain deeply curious about why we do what we do. You proactively ask the hard questions needed to scale our multi-brand strategy and are equally comfortable providing transparent answers to anyone in the organization, regardless of their level or title.
• One Team: You are a master of collaboration. You break down silos between clinical and corporate teams to ensure we scale as a unified organization.
• Consistent Urgency: You thrive in a scaling startup environment. You understand that as we expand into new clinical areas, HR must move at the speed of the business to secure talent and implement systems.
• Extreme Ownership: You own the outcomes of our HRIS implementation, data accuracy, and legal compliance. When a challenge arises, you don't wait for instructions—you lead the solution.

Experience Highlights

• 5-7 years in HR leadership roles, specifically within a high-growth startup.
• Proven track record with large-scale HRIS implementations.
• Experience scaling HR operations to support multiple departments or distinct sub-brands.
• Deep expertise in benefits administration, disability, and multi-state labor law.

What We Offer

• Comprehensive benefits package, including medical, dental, vision coverage, and 401(k) match
• 11 observed company holidays a year
• PTO based on an accrual system
• Engaging startup environment with an outstanding mission-driven team atmosphere
• Downtown Chicago office with an on-site gym
• NOCD provides 12 weeks of fully paid parental leave for the primary caregiver, and 6 weeks of fully paid leave for the secondary caregiver, for qualifying full-time employees.