People Enablement Specialist

Dreem Health

4d•$90,000 - $120,000•Hybrid

About The Position

Sunrise's HR function is being built from the ground up, in real time, while the company doubles in size. The foundations — job architecture, leveling, reward philosophy — are now taking shape. What's missing is the layer that keeps people engaged, growing, and performing well once they're hired: a consistent way to hear from employees, a real leadership development track for the wave of new managers this growth is creating, a performance management cycle that's more than a form, and an HR tooling landscape that supports the team & the managers instead of adding friction. This role exists to improve that — to become the person who makes sure engagement data, leadership growth, and performance conversations actually take place within the organisation; the ultimate goal being to enable all employees to thrive, bring their best selves to work and go the extra mile to deliver Sunrise' compelling yet ambitious strategy. You'll report to the HR Director and work alongside a small, senior HR team (US and EU HR Generalists, TA Principal, TA Specialist, and a Digital Workplace & AI Enablement specialist) split across Belgium and the US. You'll have real latitude to design these four programs largely from scratch, backed by leadership that already sees the gap and wants it closed — and real visibility, since engagement and leadership development outcomes will be reported at EXCOM level. This is a build role, not a maintain role. If you like inheriting a mature, fully-staffed L&D or engagement function with established vendors and playbooks, this isn't it. If you want to design the playbook for a ~200-to-300-person healthcare scale-up and see your fingerprints on leadership development, people engagement & performance improvement, this role is for you.

Requirements

5+ years in HR, People Development, or a closely related field, with real ownership of at least two of: employee engagement, leadership/manager development, performance management, or HR systems
Direct experience designing and facilitating leadership or manager development programs — not just administering someone else's curriculum
Genuine tech savviness: comfortable evaluating, selecting, and driving adoption of HR/engagement/performance platforms, and thinking in terms of automation and process efficiency, not just policy
Solid stakeholder management — equally credible in front of a first-time manager and an EXCOM member
Creativity and curiosity — energized by building something from a blank page rather than running an existing playbook
Comfortable operating in a multi-cultural, multi-entity environment (Belgium, France, US) with a profound understanding of the US working culture
Excellent written and spoken English; French fluency would be an advantage

Nice To Haves

Experience building or professionalizing an HR function during a high-growth phase (not just operating within a mature one) would be preferred
Experience driving AI or technology adoption / digital change management within an organization is preferred
Genuine interest in sleep, health, and helping people better understand and improve their well-being

Responsibilities

Own employee engagement measurement end-to-end — design and run the engagement/pulse survey cadence, benchmark results over time, and turn findings into concrete action plans with managers and EXCOM rather than a one-off report.
Own Learning & Development, with two clearly flagged priorities. L&D is a broad bucket and this role owns all of it, but two things matter most from day one: (1) leadership development — co-create Sunrise's leadership ambition hand-in-hand with EXCOM and design/deliver a leadership & manager development curriculum for first-time and existing people managers, the clear cornerstone of employee engagement; (2) AI adoption — build the training, habits, and team-level AI champions network that turn Sunrise's AI adoption strategy (co-led by the HR Director and the CTO) into everyday employee fluency. Everything else L&D grows into comes after these two.
Own performance management design and delivery — run the end-to-end review cycle (goal-setting, check-ins, calibration), factoring in continuous feedback & employees' empowerment.
Own the HR tooling landscape and its automation — map the current stack (Lucca, Justworks, Payfit, Greenhouse, Deel IT, Spendesk, and others), identify redundancy or gaps, and drive decisions on what to consolidate, replace, or automate — with the help of the Digital Workplace & AI Enablement specialist where needed. Ship the automations and process fixes that remove manual HR admin work and friction for employees and managers.
Track and report on the health of these four pillars — build the metrics (engagement scores, manager NPS, review completion, tool adoption) that let the HR Director and EXCOM see progress, not just activity.