Senior Director, People

Nest Health

18h•Remote

About The Position

As the first value-based care provider built for families, Nest is on a mission to make comprehensive medical, behavioral, and social care radically accessible to America’s highest risk families. Founded in 2022 by Former Secretary of Health of Louisiana and practicing OB-GYN, Dr. Rebekah Gee, and Rebecca Kavoussi, Nest is the first-of-its-kind family-based, in-home, and virtual care model; this includes primary adult and pediatric care, mental health and nutrition support, vaccinations and labs, same-and-next-day acute visits, chronic condition and transitions of care management, social services and navigation, and more. Nest’s innovative model has resulted in partnerships, unlocking care for thousands of families across our markets. Nest’s early success has led to national traction across states and payers, laying the groundwork for future expansion to families across the United States. Working at a healthcare startup can be a unique experience with a fast-paced, ever-changing environment that can involve varied workloads, quick changes, and high expectations. Taking a position at a Healthcare startup allows for the opportunity to be high impact in disrupting the US healthcare system. You will have the chance to be creative, solution oriented, and have your voice heard! You will need to be flexible, accountable, and self-sufficient, and you might take on multiple roles. Here are some things you can expect: Role Breadth- Your role may be less defined than in other settings, with the need to wear multiple hats & juggle various responsibilities Learning opportunities- you will have the opportunity, at times, to function outside of your standard position and learn about new roles & areas Fast Paced- Startups often must move faster than traditional large companies. This means you may be asked to cope with or advise on quick changes regarding systems or processes Autonomy- You will need to be highly autonomous, as there is less structure and learning and development than at large orgs. This requires you to be able to learn asynchronously, as well as raise your hand when help is needed, or gaps are identified Collaboration- With so many opportunities to build processes and improve how we deliver care to our patients, we rely heavily on one-another to communicate changes effectively to ensure seamless support across functions. This often requires this individual to give and receive feedback frequently and communicate challenges or opportunities effectively. The Senior Director, People is a key member of the executive leadership team and a steward of Nest Health’s mission to make comprehensive, compassionate healthcare radically accessible to families who need it most. This role exists to fully own and lead Nest’s People function — including strategy, budget, operating plan, team structure, and execution — ensuring the organization builds, retains, and develops exceptional, mission-aligned talent in a services-based healthcare delivery environment where people are central to value creation. The Senior Director, People designs and leads a scalable, high-performance People strategy that enables clinical excellence, operational rigor, and sustainable growth. This leader fosters a culture rooted in our CHARJ values—Collaboration, Humility, Authenticity, Resourcefulness, and Joy—while ensuring People systems, structure, and leadership capabilities scale with the business. By aligning talent strategy, organizational design, leadership development, total rewards, and People infrastructure to company objectives, this individual creates the conditions for every team member to thrive and for Nest to expand its impact across markets.

Requirements

Bachelor’s degree required; advanced degree (MBA, MHA, or related field) preferred.
10+ years of progressive People leadership experience, including senior-level or executive experience.
Significant experience in a services-based environment (e.g., healthcare delivery, multi-site operations, or people-driven service organizations) where workforce strategy is central to operational success.
Demonstrated success building and scaling People functions in high-growth, multi-market environments.
Deep expertise across talent acquisition, organizational design, total rewards, employee relations, compliance, performance management, and workforce analytics.
Proven ability to design and implement a scalable HR operating model, including business partnering structures.
Experience leading complex change management initiatives.
Strong executive presence with demonstrated ability to influence and advise C-level leaders.
High emotional intelligence and sound judgment in navigating sensitive organizational matters.
Demonstrated commitment to cultural diversity, equity, and Nest Health’s mission of advancing equitable healthcare outcomes.

Responsibilities

Serve as a strategic advisor to the CEO and executive team on organizational design, workforce planning, succession strategy, leadership effectiveness, and culture.
Own and execute the enterprise People strategy, budget, and annual operating plan.
Design and lead the structure of the People function, including hiring, developing, and optimizing the People team.
Build and scale a modern HR operating model, including business partnering capabilities, shared services, and scalable People Operations infrastructure.
Provide executive-level counsel with strong presence and the ability to influence across clinical and operational leadership teams.
Own enterprise recruiting strategy in a healthcare services environment where clinicians and care teams are core to delivery and growth.
Ensure scalable, data-driven hiring processes that attract high-performing, diverse, mission-aligned talent across clinical and non-clinical roles.
Lead workforce planning to support new market launches, clinical capacity modeling, and operational expansion.
Develop employer branding and retention strategies positioning Nest as an employer of choice in value-based care.
Design and oversee enterprise-wide performance management, leadership development, succession planning, and career architecture.
Coach executives and senior leaders to strengthen accountability, team performance, and cross-functional collaboration.
Build manager capability at scale through structured enablement, leadership development programs, and feedback systems.
Lead organization-wide change management initiatives tied to growth, restructuring, technology implementation, and market expansion.
Design and oversee a comprehensive total rewards strategy, including salary structures, incentive programs, equity design, and benefits.
Ensure compensation philosophy aligns with market competitiveness, financial sustainability, and performance outcomes.
Establish governance and review processes for compensation decisions and workforce cost management.
Continuously evaluate benefits offerings to support employee well-being, engagement, and retention.
Architect a best-in-class employee experience from onboarding through offboarding across distributed and clinical teams.
Lead employee engagement and retention strategies informed by data and workforce analytics.
Champion inclusive and equitable people practices, embedding measurable DEI goals into talent systems and leadership expectations.
Ensure strong internal communications alignment during periods of change and growth.
Oversee People Operations, HR systems, compliance, benefits administration, employee relations, and workforce analytics.
Build scalable processes and systems that support multi-market growth and regulatory complexity.
Leverage HRIS, ATS, and reporting tools to drive informed executive decision-making.
Establish KPIs and dashboards to measure engagement, retention, performance, hiring efficiency, and workforce costs.
Own enterprise risk management related to people practices, compliance, and organizational health.
Lead or oversee investigations, employee relations matters, performance interventions, and terminations in partnership with Legal.
Ensure compliance with federal, state, and healthcare-specific employment regulations.
Proactively identify organizational risks and implement mitigation strategies.
Establish governance frameworks that ensure consistency, fairness, and legal integrity across markets.