Director of People Strategy and Operations

Reema Health•Minneapolis, MN

5d•$150,000 - $160,000•Remote

About The Position

The Director of People Strategy and Operations will be responsible for developing and executing workforce planning and talent pipeline strategies aligned with the company's scaling targets and evolving program needs. This role will also build and maintain the company's employer brand, positioning it as a premier employer in the health-tech and behavioral health ecosystem. The position owns the full talent acquisition lifecycle, standardizes interviewing practices, and ensures compliance with hiring laws. Additionally, the role oversees employee experience and DEI initiatives, drives engagement surveys, and manages performance management and employee relations. HR operations, compliance across multiple states, HRIS administration, and vendor management are also key responsibilities. The Director will lead the People Operations team and partner with Finance and clinical/operations leadership.

Requirements

Bachelor’s Degree in human resources, psychology, business management or related field or equivalent experience.
5+ years of relevant HR Generalist experience in a fast-paced, innovative environment.
5+ years of experience in people leadership with a demonstrated history motivating and managing a team of HR professionals.
5+ years of experience inspiring and supporting field staff as an effective HR partner.
8+ years of experience recruiting and building high-performing teams.
8+ years of experience resolving complex employee relations issues.
Excellent interpersonal, conflict resolution, and decision making skills.
Working knowledge of multiple human resources disciplines including strategic workforce planning, talent management, and change management.
Working knowledge of employment law including ADA, EEO, FLSA and FMLA.
Demonstrated history building and iterating internal programs and practices that foster a high performing, mission-driven culture.
Experience fostering a culture of belonging through diversity, equity and inclusion goals and initiatives.
A reputation for high EQ with heightened self-awareness and executive presence.
Data-driven approach to strategic workforce planning
A player-coach leadership mentality with experience problem solving in ambiguous environments.

Nice To Haves

Experience leading teams in Healthcare or Health Tech.
Experience working in a high-growth startup.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP).

Responsibilities

Develop and execute workforce planning and talent pipeline strategies aligned with Reema’s scaling targets and evolving program needs.
Build and maintain Reema’s employer brand strategy, positioning the company as a premier employer in the competitive health-tech and behavioral health ecosystem.
Own the full talent acquisition lifecycle, from sourcing and screening through offer and pre-boarding, ensuring a consistent and equitable candidate experience.
Standardize structured interviewing practices to reduce bias and ensure consistent, compliant hiring across distributed teams and 20+ states.
Ensure hiring practices comply with applicable state and federal requirements, including salary transparency laws.
Own and optimize the applicant tracking system (ATS) and recruitment marketing tools; track and report on talent acquisition metrics including time-to-hire, cost-to-hire, pipeline diversity, and offer acceptance rates.
Partner with the L&D team to ensure Reema's onboarding experience reflects a strong cultural integration from offer acceptance through Day-1, with clear handoffs and consistent messaging for remote and hybrid staff.
Oversee Reema's DEI committee, driving a comprehensive strategy that fosters a culture of belonging and broadens representation across the organization.
Develop and iterate employee-centric programs including remote engagement strategies, and culture-carrying touchpoints across the employee lifecycle.
Drive company-wide engagement surveys (including eNPS) and translate data into structural improvements to the employee experience.
Own Reema’s performance management framework company-wide, including the annual review calendar, goal-setting systems, structured feedback processes, and ratings calibration; ensure consistent and equitable application of standards across all teams and geographies.
Guide and coach people managers through performance management actions, including documentation, corrective action plans, and employee separations; serve as the organizational check on decisions that carry legal, cultural, or equity risk.
Manage and resolve complex employee relations issues and misconduct in a timely manner; conduct effective, thorough, and objective investigations.
Respond to employee questions with fair and consistent application of practices and policies.
Maintain legal compliance across 20+ states, managing state-specific labor laws, sick leave policies, and mandatory disclosures.
Own and administer Reema’s HRIS, ensuring data integrity, system optimization, and alignment with payroll and finance operations.
Oversee continuous updates to the Employee Handbook, multi-state policy rollouts, and data-driven HR procedures throughout the employee lifecycle.
Champion compliance best practices across all HR disciplines, including hiring, health and safety, and leaves of absence.
Own leave of absence administration end-to-end, including eligibility determinations, state-specific PFML compliance, manager guidance, and return-to-work coordination across FMLA, parental, medical, and other leave types; partner with Finance to ensure leave activity is accurately reflected in payroll and headcount models.
Maintain external vendor relationships for employment law, HR technology, and related services.
Lead, develop, and set clear performance expectations for the People Operations team.
Partner with Finance on headcount cost modeling, workforce planning inputs, and ensuring leave activity is accurately reflected in financial models.
Collaborate with clinical and operations leadership to ensure people practices support Reema’s care delivery model and workforce needs.