Senior People Operations Manager

Chamber Cardio•Washington, DC

1d•Remote

About The Position

Chamber is rebuilding the system for cardiology, creating a world where outcomes, not volume, define success. They partner with independent cardiologists to help them lead population health efforts in their communities, equipping them with technology, data, and operational tools that turn complex insights into better care for patients. Their model blends clinical expertise, thoughtful design, and a modern operating platform that supports physicians, patients, and payers alike. They believe innovation and empathy go hand in hand, and by combining cutting-edge AI tools with a relentless focus on human care, they can transform heart health at scale. The Senior People Operations Manager will report to the VP of People Operations. This individual contributor will serve as an HR partner to leaders across their clinical operations, technology, and G&A teams as they scale. The role combines hands-on HR execution with high-judgment counsel, coaching managers, shaping talent strategy, and building people programs that help physicians and their care teams do their best work. This is a high-visibility, high-ownership role for someone who thrives in ambiguity and wants to build the HR function at Chamber, not just run it.

Requirements

6+ years of progressive HR business partner experience, including at least 2 years supporting senior leaders directly.
Experience partnering with technology, product, or clinical operations teams within healthcare, health-tech, or another regulated, mission-driven industry strongly preferred.
Demonstrated experience designing and operationalizing people processes — performance management, org design, workforce planning — in a fast-growing environment.
Sound judgment handling confidential and sensitive employee relations matters.
Strong data fluency — comfortable pulling insight from HR data to inform recommendations.
Excellent written and verbal communication skills, with the ability to build trust quickly with executives and individual contributors alike.
Comfortable with ambiguity and the pace of an early- to growth-stage company.
Must be authorized to work in the US without sponsorship.

Responsibilities

Lead end-to-end onboarding for new hires across supported client groups, including logistics, systems access, and role-specific ramp plans to help employees contribute quickly.
Design and continuously improve onboarding experiences that reflect Chamber’s culture and values, partnering with hiring managers to clarify expectations and priorities early.
Manage off-boarding with care and compliance, including exit interviews, confidential information handling, systems access removal, and leadership reporting on exit trends.
Ensure onboarding and off-boarding processes meet applicable healthcare compliance standards, including credentialing and HIPAA-related access controls.
Lead performance management cycles end-to-end, including goal-setting, mid-year check-ins, and annual reviews across supported client groups.
Facilitate calibration sessions that ensure fair, consistent performance ratings and promotion decisions across teams.
Partner with leadership on succession planning to identify and develop high-potential talent, building bench strength for key roles.
Serve as the primary point of contact for complex employee relations matters, conducting thorough investigations and recommending resolutions grounded in sound judgment and empathy.
Ensure consistent, fair application of policies across the organization while balancing individual circumstances.
Coach managers through difficult conversations and performance issues, equipping them to handle ER matters with confidence.
Coach managers on leadership fundamentals — feedback delivery, team health, and accountability — to strengthen management capability across the org.
Identify skill gaps at the individual and team level and recommend targeted development opportunities or training.
Act as a trusted thought partner to leaders navigating team dynamics, org changes, or growth challenges.
Analyze people data — engagement scores, attrition trends, hiring velocity — to identify risks and opportunities within client groups.
Translate data findings into clear, actionable recommendations for leadership.
Build and maintain reporting dashboards or summaries that keep leaders informed on key people metrics.
Help design and execute compensation cycles, including merit increases, promotions, and equity refreshes.
Own the rollout and analysis of engagement surveys, turning results into concrete action plans.
Develop and update HR policies that fit the needs of a fast-growing, distributed healthcare organization, ensuring compliance and clarity for employees.