Director of People Strategy

TGH Senior Center Powered by Greenbrook Medical•New York, NY

3d•$170,000 - $180,000•Hybrid

About The Position

Greenbrook Medical is seeking a Director, People Strategy to own the analytical and infrastructure backbone of the People function, including compensation, headcount planning, people analytics, and knowledge management. This role reports to the Chief People Officer and acts as their right hand on rigorous and follow-through work. The position is a builder role with one direct report, the People Operations & Credentialing Manager. The ideal candidate is comfortable with ambiguity, can move fluidly across unrelated problems, and proactively identifies areas of value. The preferred location is the New York City area, with openness to remote for the right candidate 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 the cost of compensation decisions.
Strong quantitative and analytical skills, advanced in spreadsheets, comfortable building models, and able to work with messy data.
Excellent project management skills; ability to hold multiple workstreams, sequence them, 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 platform.
Comfort in ambiguity; ability to move across unrelated problems, define work, and proactively identify value.
Clear, direct communication skills, capable of writing concise recommendations.
Based in the New York City area, or willing to travel regularly to both 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 meaningful parts of a manual process 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, and comfortable being an internal expert.
Experience as the person a People leader trusted with critical projects.

Responsibilities

Own our compensation philosophy, structure, and bands end to end, including refreshing bands at least annually.
Act as the steward of the compensation philosophy across the organization, ensuring consistent application in offers, promotions, adjustments, and new roles.
Run market research for banding decisions, utilizing benchmarking sources for corporate and clinical roles.
Hold the commitment that total compensation for clinical roles sits above market, designing bonus structures to close the gap.
Design, implement, and oversee metrics bonus programs, including defining metrics, payout calculations, timing, and performance tracking.
Build and maintain compensation models for cost of changes, merit cycles, offer scenarios, and total compensation views.
Propose new compensation strategies that drive business results, focusing on making clinical roles progressively more attractive with tenure.
Serve as the review point for offers and internal adjustments, ensuring decisions are defensible, equitable, and within band.
Run the annual compensation cycle end to end, collaborating with the CPO on design, Finance on budget, and supporting managers.
Own compensation documentation, including team/role design, one-pagers, and leveling guidance.
Own the headcount planning process end to end, from annual plan 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 based on defined thresholds.
Run the intake and approval process for new and backfill role requests, adhering to turnaround standards.
Build scenario capability for leadership to assess the impact of growth pace changes on hiring and cost.
Own people analytics and reporting for the company, including metrics for the Leadership Team and Board.
Own the dashboard suite across headcount, growth, hiring funnel, time to fill, turnover, retention, engagement, compensation distribution, and manager effectiveness.
Take ownership of recruiting dashboards and drive their evolution, optimization, and maintenance.
Turn analysis into actionable recommendations.
Establish definitions, data hygiene standards, and reporting cadence for trustworthy and consistent numbers.
Own knowledge management for the company, including structuring and governing Notion.
Set clear standards for documentation creation, organization, naming, and maintenance, and drive adoption.
Ensure people can find information easily and that it is 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 as needs evolve.
Manage the People Operations & Credentialing Manager, setting standards and holding outcomes for onboarding, provisioning, and credentialing.