Sr. Director of People

Marvin Behavioral Health•Los Angeles, CA

7d•Hybrid

About The Position

Marvin Behavioral Health is hiring an experienced people leader to bring its People function in-house and build it from the ground up. Reporting to the Head of Operations, the Sr. Director of People will own the employee lifecycle and develop programs for hiring, onboarding, employee development, compensation, performance, and retention. The role will lead in-house recruiting, establish compensation and leveling frameworks, and build systems that support employee growth while ensuring the company’s values are reflected in how employees are hired, rewarded, and recognized. The role will also own people policies and compliance, engagement surveys and related action plans, people-program metrics, internal communications, and company rituals. It combines strategic leadership with hands-on execution in an early-stage, high-growth environment. The position is based in Los Angeles, California, with the ability to work onsite two days per week. The base salary range is $180,000–$200,000, plus equity and benefits.

Requirements

10+ years of experience in progressive leadership roles in HR or People, including at least 3 years leading the People function at an early-stage or high-growth startup.
Prior experience at an early-stage startup with fewer than 40 employees.
Experience building and launching compensation and leveling frameworks.
Experience owning full-cycle recruiting for technical and non-technical roles, or managing recruiters or external agencies to deliver hiring goals.
Experience designing onboarding programs with demonstrable success.
Strong knowledge of multi-state employment law and compliance, preferably in California and Colorado.
Experience managing HRIS and payroll systems.
Demonstrated experience using AI to enable HR workflows.
Exceptional written and verbal communication skills.
Ability to build trusting relationships across stakeholder departments.
Ability to thrive in ambiguity and move between strategy and hands-on execution.
Sound judgment and discretion in handling sensitive employee and company information, including compensation, performance, and employee relations matters.

Nice To Haves

Experience with Gusto and Lattice.
Healthcare, digital health, or clinical workforce experience.
Experience managing contractor or 1099 workforces alongside W-2 employees.
Passion for mental healthcare and/or employer benefits programs.

Responsibilities

Design a thoughtful, scalable onboarding program that helps employees become successful quickly and aligns them with Marvin’s mission.
Build training for managers and individual contributors to support employee success and career growth.
Develop a scalable performance management program that holds employees accountable and rewards those who exceed expectations.
Design a compensation philosophy and leveling framework that supports employee reward and retention and clarifies pay and roles across the organization.
Own in-house recruiting for technical and non-technical teams and reduce reliance on external recruiters.
Write and maintain the employee handbook and policies, and ensure compliance in all states where Marvin operates.
Own the engagement survey and partner with cross-functional leaders to turn results into retention-focused action plans.
Keep the leadership team informed about measurable results from People and Talent programs.
Embed company values in hiring, performance, and recognition programs.
Own internal communications and rituals, including all-hands meetings and team offsites.