Director of People Operations

ReKlame Health•New York, NY

1d•$145,000 - $165,000•Hybrid

About The Position

ReKlame Health is seeking a Director of People Operations to own the employee lifecycle for a workforce spanning clinical providers (psychiatric NPs, therapists) and corporate teams across three states. This role consolidates distributed work into a single accountable function. The job focuses on talent, performance, and culture, with operational support from a PEO for payroll, benefits, and compliance, and a People Operations Manager reporting to this role. The foundation includes an existing PEO, a title-and-leveling framework, an onboarding process, and a completed performance review cycle, but requires an owner to systematize and scale these elements. This is a leadership role with a seat at the leadership table, budget ownership, responsibility for org design and workforce planning, and serving as a trusted advisor to leadership. The company culture is mission-driven, emphasizing radical ownership, accountability, collaboration without ego, speed with order, and a focus on outcomes. The role requires a candidate with 7+ years of progressive people operations experience, ideally in a scaling healthcare company with a mixed workforce of clinicians and corporate staff. Key traits include discretion, a talent-closing ability, the capacity to be a counterweight to peers, and commercial fluency.

Requirements

7+ years of progressive people operations experience.
Experience building people functions, not just administering them.
Hands-on ownership of a PEO or HRIS without a large team.
Experience in a scaling healthcare company with a mixed workforce of licensed clinicians and corporate staff.
Track record of raising the talent bar, with specific examples of hires and closing strategies.
Full-cycle recruiting experience for both licensed clinical roles and corporate roles.
Experience with compensation benchmarking and offer construction.
Experience designing performance review processes, development or career frameworks, leveling, or pay bands from scratch.
Experience owning a budget and operating at the leadership-team level, advising a founder or CEO directly.
Demonstrated discretion handling sensitive employee relations matters.
Experience managing at least one direct report.
Ability to work 4 days a week in person at the New York City Grand Central Office.

Nice To Haves

Experience in digital health, behavioral health, substance use/addiction care, or a similar care-delivery model.
Experience with clinical hiring compliance, including licensure verification, credentialing timelines, and provider onboarding.
Experience building internship, residency, or other early-career pipeline programs, including university or training-program partnerships.
SHRM-CP/SCP or PHR/SPHR certification.
Experience with onboarding infrastructure in tools like Notion and Trainual.

Responsibilities

Own the employee lifecycle for clinical providers and corporate teams across three states.
Consolidate distributed people operations work into a single accountable function.
Manage talent acquisition, including recruiting strategy and pipeline for clinical, non-clinical, and special programs (internships, early-career pipelines).
Define and maintain the hiring bar through scorecards, structured interviews, and calibrated hiring managers.
Drive role definition, compensation benchmarking, and offer construction, considering clinical offer specifics.
Build and run internship and early-career programs.
Ensure hiring is predictable, measurable, and fast, tracking metrics like pipeline health, time-to-fill, offer acceptance, quality of hire, and retention.
Maintain the pay band and leveling architecture for compensation.
Develop and implement performance management processes, including review cadences, templates, calibration, and goal-setting frameworks.
Create development and career pathing frameworks for clinical and non-clinical tracks.
Conduct talent reviews to identify high performers and future leaders, and assess succession risk.
Enable the leadership layer in setting expectations, giving feedback, developing people, and addressing underperformance.
Steward culture and manage employee relations issues with discretion and fairness.
Protect retention, particularly for providers, as it impacts patient continuity and revenue.
Oversee onboarding and offboarding processes, including credentialing handoffs and multi-state compliance.
Administer PEO and compliance functions, including multi-state payroll, benefits, I-9/E-Verify, and state-specific employment law.
Maintain the employee handbook across all three states and manage people data for reporting and forecasting.
Participate in quarterly and annual planning, owning the people section and reporting people metrics to the CEO and board.
Own and manage the people budget, including compensation, recruiting, PEO contract, HR tooling, and learning and development.
Own the workforce plan and partner on org structure, spans of control, and hiring sequencing.
Coach and challenge leadership peers, providing honest feedback.