Head of People and Talent

Clarity Pediatrics•San Francisco, CA

5d•$170,000 - $220,000•Remote

About The Position

Clarity Pediatrics is a virtual pediatric specialty care company serving children with conditions like ADHD, anxiety and obesity across Medicaid and commercial populations. We serve patients in California and Texas and will enter new states in coming months. We believe great pediatric care is a force multiplier on a child's life trajectory. Now is a great time to join - we just closed a substantial Series A, which means we have runway, ambition and a growing team. Since inception, we’ve raised $25M from leading VCs who invested early in category winners like One Medical, Hims, Spring Health, Cityblock, Alto Pharmacy, Strava, and Tia. You will build Clarity's People and Talent function from a small, scrappy base into one that can support a Series B and the FTE growth that follows. This is a vital role - our people build our service and our business, represent our mission and our brand. Our talent is the engine of our innovation and our business growth. Our leadership team is excited to add a peer who can partner with us to marry the people strategy with our growth strategy. This is a player-coach position. For at least the first 12 months, you will personally run our most important searches (clinical leadership, senior functional hires) while standing up the systems, team, and playbooks to scale. This is a builder and driver role that requires high performance; we’ll expect you to regularly hit or exceed talent, people and culture targets.

Requirements

7–12 years in People/HR leadership, with hands-on scaling experience taking a company from roughly 30 to 150+ FTE
Direct experience hiring clinicians in a multi-state environment — ideally Medicaid/managed care or pediatrics, definitely with exposure to credentialing, state licensing, and various provider employment models
Demonstrated player-coach orientation. Comfortable owning a clinical leadership search yourself this quarter and managing a recruiting team
Deep multi-state employment law fluency (CA is table stakes; TX and at least one other state are a strong plus)
Data-driven, problem-solving operator instincts: you make decisions with data when available but embrace ambiguity when you need to. You measure your own function to unlock higher performance.
Clear leadership abilities: you can independently build strategy, identify priorities and risks, communicate at a senior level (including with our board and investors) and uplevel everyone around you

Nice To Haves

Experience standing up an in-house recruiting function with agency- or contractor- augmented models
Comfort with medical and behavioral health staffing markets
Direct experience preparing a company's People function for a Series B raise (comp banding, leveling, equity refresh strategy, board reporting)
You are excited about Series A - building, evolving, iterating, relentless work, rolling up your sleeves
You have a strong POV on what great looks like in the people function and want to lead a mission-driven company toward excellence
You're happy running a search and setting long term strategy
You have personally hired clinicians before
You are excited to build and resource this function as you go

Responsibilities

Clinical talent ramp. Hire new clinicians (MD, NP, behavioral) across many states on the operating plan timeline. Clinical FTE growth is a top-line company OKR — you own the People side of it end-to-end, including partnership with Provider Ops to ensure rapid credentialing and manage multi-state licensing logistics.
Recruiting engine. Hit time-to-hire targets of 2-4 weeks for clinical roles and quickly help close corporate roles. You’ll continue to deliver >90% candidate accept rates.
Multi-state expansion readiness. Build the "People playbook" for entering a new state: employment law, credentialing plans, payroll/benefits configuration, local talent market mapping.
Culture, retention and engagement. Evolved our employee pulse/eNPS program in the first 90 days. Drive regrettable clinical attrition below 10% by year-end. Stand up a manager enablement cadence — performance management, comp planning, leveling — so our managers are getting better, not just busier.
Org design and strategy. Be a thought partner to the leadership team on our clinical/ops/tech/growth dyad model: levels, spans, succession, comp framework. The org will evolve materially between now and Series B — you're a co-architect.
Talent acquisition, with a focus on clinical hiring (~50% of your time in year one). Own the full recruiting lifecycle: sourcing strategy, ATS optimization, screening rubrics, interview kits, offer construction. Personally close senior clinical and cross-functional hires. Manage outside recruiters and contractors as needed; hire your second in-house recruiter when the volume justifies it.
HRBP and leadership partnership. Coach and partner with the leadership team on org design, comp, performance, and difficult people decisions. Run quarterly performance calibration. Build the leveling and comp framework we'll use through Series B.
People operations and compliance. Own HRIS, payroll, benefits, and the policy stack. Ensure compliance with multi-state employment law, HIPAA, OIG exclusion checks, BAA management for vendors, and healthcare-specific requirements that come with clinical employment. Partner with our credentialing function on provider licensing across states.
Clinical employment strategy. Partner with the medical and behavioral clinical leads on employment model design (license types, W2 vs. 1099, FT vs. PT, panel size, on-call structure) as our scope of services expands.
Culture and employer brand. Help us hire ahead of the curve in a competitive clinical labor market. Partner with marketing on employer brand and overall provider engagement strategy. Be the steward of how we work — remote-first, high-trust, mission-driven, operator-grade — as we grow past the point where culture transmits by osmosis.