Sr. Director of People

Marvin Behavioral Health•Los Angeles, CA

9d•$180,000 - $200,000•Hybrid

About The Position

Marvin Behavioral Health is hiring a Sr. Director of People to bring the People function in-house and build it from the ground up. Reporting to the Head of Operations, Anna Millhiser, this leader will own the employee lifecycle and develop programs for hiring, onboarding, employee development, compensation, and retention. The role combines strategic program design with hands-on execution and supports Marvin’s mission to improve mental health outcomes for healthcare workers. The Sr. Director of People will lead in-house recruiting, establish a compensation philosophy and leveling frameworks, build learning and performance programs, and ensure company values are reflected in hiring, rewards, and recognition. The role will also oversee employee policies and compliance across the states where Marvin operates, use people data to guide action and report measurable results to leadership, and own internal communications and company rituals. The position is based in Los Angeles, California, with the ability to work onsite two days per week. Base salary is $180,000–$200,000, plus equity and benefits.

Requirements

10+ years of experience in progressive HR or People leadership roles, 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 meet hiring goals.
Experience designing onboarding programs with demonstrable success.
Strong knowledge of multi-state employment law and compliance; California and Colorado experience preferred.
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 establishes accountability and rewards employees who exceed expectations.
Create a compensation philosophy and leveling framework that support employee rewards and retention and provide clarity on pay and roles.
Own in-house recruiting for technical and non-technical teams, reducing reliance on external recruiters.
Write and maintain the employee handbook and policies, and ensure compliance in the states where Marvin operates.
Own engagement surveys and work with cross-functional leaders to turn results into retention action plans.
Keep the leadership team informed of measurable results from People and Talent programs.
Embed company values in hiring, performance, and recognition programs.
Own internal communications and company rituals, including all-hands meetings and team offsites.