Director of People Operations

This role partners closely with the executive team (COO, CEO, Finance, Compliance, Clinical Operations), all hiring managers, People Operations, Payroll, and cross-functional business leaders. Frequent collaboration with legal counsel, IT (for HRIS/payroll), and external vendors (recruiting, benefits, labor law advisors) is required.

Responsibilities

• Lead the full spectrum of People Operations for a remote/hybrid, multi-state workforce in a highly regulated, startup environment.
• Design and implement strategic HR initiatives supporting HHN’s mission, growth, and operational goals.
• Own talent acquisition, onboarding, employee engagement, and retention strategies for clinical and non-clinical staff.
• Own payroll operations, labor cost reporting, compensation, benefits, and compliance with state/federal wage & hour law.
• Build, update, and enforce HR/People Ops policies and procedures; ensure HR documentation is always audit-ready.
• Ensure continuous compliance with all federal, state, and local employment laws—especially California, DOL, and healthcare-specific requirements.
• Lead employee relations, investigations, conflict resolution, and performance management.
• Build scalable learning, training, onboarding, and leadership development programs—sometimes from scratch.
• Drive HR technology adoption (ADP Workforce now, HRIS, Google Suite, etc.), process automation, and analytics.
• Champion DEIB (diversity, equity, inclusion, belonging), culture-building, and employee wellness within a start-up culture.
• Support organizational design, workforce planning, and future-state operating models as HHN grows.
• Mentor and develop a high-performing HR/People Ops team.
• Foster a culture of feedback, accountability, adaptability, and innovation.
• Serve as a key project leader for cross-functional initiatives impacting employee experience and compliance.

Skills Required

• Advanced proficiency in HRIS/payroll platforms (ADP Workforce, Workday, or similar), Google Suite, and Microsoft Office.
• Strong operational/process improvement skills; able to build new systems where needed.
• Experience with data analytics, labor cost tracking, and audit preparation.
• Demonstrated ability to manage HR projects, prioritize, and execute in a fast-paced environment.
• Excellent written and verbal communication; able to lead, coach, and influence at all levels.
• High level of discretion and judgment in handling sensitive and confidential issues.
• Proactive problem-solving with the ability to adapt to ambiguity, shifting priorities, and rapid growth.
• Strong systems orientation—familiarity with HR/People Ops tools and platforms, including ADP, WorkDay, Google Suite and similar payroll systems.

Competencies

• Leadership: Inspires, motivates, and develops others. Provides clear vision and direction for the People Operations function, earning the trust of staff, peers, and executives. Demonstrates resilience and confidence in the face of ambiguity and rapid change.
• Management: Plans, organizes, and manages multiple priorities, projects, and deadlines in a fast-paced environment. Holds self and others accountable for high-quality results.
• Problem Solving: Anticipates and identifies problems quickly; analyzes root causes; and develops pragmatic, compliant, and sustainable solutions, even in situations with limited resources or information.
• Collaboration: Works cross-functionally, building effective partnerships with clinical, operations, finance, and external stakeholders. Fosters an inclusive and positive work environment, valuing diverse perspectives and teamwork.
• Operational Effectiveness: Streamlines, builds, and refines HR processes and programs to maximize efficiency, accuracy, and compliance. Balances strategic priorities with hands-on, tactical execution.
• Interpersonal Effectiveness: Communicates clearly and empathetically, both in writing and verbally, with employees at all levels. Navigates difficult conversations with tact and integrity. Demonstrates emotional intelligence and a people-first approach.
• Strategic Agility: Looks beyond day-to-day tasks to anticipate future HR and organizational needs. Adjusts HR strategies and tactics to support evolving business goals, regulatory requirements, and growth opportunities.
• Startup/Builder Mentality: Thrives in an early-stage, fast-growth, and sometimes ambiguous environment. Resourceful, creative, and willing to “roll up sleeves” to build new systems and processes from scratch. Embraces change, continuous improvement, and a spirit of experimentation.

Job Requirements

• Education:
• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
• Experience:
• 5 years of progressive HR leadership, with at least 2 years in a senior leadership role (preferably in healthcare, healthtech, or a highly regulated industry).Startup experience preferred.
• Proven experience leading payroll, HR compliance, and labor cost functionality. Ability to travel as needed (10-20%).