Director of People Strategy

Greenbrook Medical•New York City, NY

2d•Hybrid

About The Position

Greenbrook Medical is seeking a Director of People Strategy to lead the analytical and infrastructure backbone of the People function, focusing on compensation, headcount planning, people analytics, and knowledge management. This role reports to the Chief People Officer and acts as their key partner for rigorous and follow-through work. The Director will be responsible for answering questions related to compensation, staffing plans, and retention data. This is a builder role with one direct report, the People Operations & Credentialing Manager, who handles onboarding, offboarding, technology provisioning, and physician credentialing. The ideal candidate is comfortable with ambiguity, can manage diverse problems, and proactively identifies areas to add value. The preferred location is the New York City area, with flexibility for remote candidates who can travel regularly to New York and Tampa Bay clinics.

Requirements

10+ years of experience across compensation, people analytics, HR strategy, or people operations.
Experience in a senior role on a high-performing, mature People team.
Experience at a company that had already built strong People fundamentals, ideally Series C or later.
Deep compensation expertise, including building and refreshing bands, running market benchmarking, leveling roles, and modeling compensation costs.
Strong quantitative and analytical skills, advanced spreadsheet proficiency, and ability to build reliable models.
Excellent project management skills; ability to manage multiple workstreams and meet deadlines.
Fluency with People technology, including HRIS, ATS, and performance platforms.
Track record of implementing or meaningfully improving at least one People technology.
Comfort in ambiguity; ability to move across unrelated problems and define work proactively.
Clear, direct communication skills, capable of writing concise recommendations.
Based in the New York City area, or willing to travel regularly to New York and Tampa Bay.
Bachelor's degree required.

Nice To Haves

Compensation experience spanning both corporate and clinical or licensed roles, including familiarity with clinical benchmarking sources.
Experience building workforce planning models driven by operational ratios rather than static headcount lists.
Experience automating manual processes through scripting, BI tooling, or systems integration.
Blend of management consulting and in-house experience.
Experience in healthcare, multi-site, or another distributed frontline workforce environment.
Administered Lattice, including compensation, performance, and engagement modules.
Experience as the trusted individual for critical People projects.

Responsibilities

Own compensation philosophy, structure, and bands end-to-end, including annual refreshes and market research.
Ensure consistent application of compensation philosophy across all offers, promotions, adjustments, and new roles.
Design, implement, and oversee metrics bonus programs.
Build and maintain compensation models for cost analysis, merit cycles, offer scenarios, and total compensation.
Develop new compensation strategies to drive business results and clinical role attractiveness.
Serve as the review point for offers and internal adjustments to ensure defensibility, equity, and adherence to bands.
Run the annual compensation cycle end-to-end, collaborating with CPO, Finance, and managers.
Own compensation documentation, including team/role design, one-pagers, and leveling guidance.
Own the headcount planning process end-to-end, from annual plans to monthly maintenance and reforecasting.
Maintain the headcount model as the single source of truth, reconciled against Finance and ATS.
Automate ratio-based logic in the headcount plan for automatic staffing triggers.
Run the intake and approval process for new and backfill role requests.
Build scenario capabilities for leadership to assess the impact of growth pace changes on hiring and cost.
Own people analytics and reporting, including metrics for the Leadership Team and Board.
Manage the dashboard suite for headcount, growth, hiring funnel, time to fill, turnover, retention, engagement, compensation distribution, and manager effectiveness.
Take ownership of recruiting dashboards, driving their evolution, optimization, and maintenance.
Turn analysis into actionable recommendations.
Establish definitions, data hygiene standards, and reporting cadences for trustworthy data.
Own knowledge management for the company, including structuring and governing Notion.
Set and drive adoption of standards for documentation creation, organization, naming, and maintenance.
Ensure documentation is easily findable and current.
Partner with L&D on the intersection of documentation and training.
Take ownership of high-value People projects requiring a senior operator.
Scope, plan, and drive strategic projects to completion with minimal direction.
Evaluate, select, and implement People technology.
Manage the People Operations & Credentialing Manager, setting standards and holding outcomes for onboarding, provisioning, and credentialing.