Sr. Staff People Partner

OpenLoop Health

About The Position

OpenLoop's mission is to bring care anywhere by powering telehealth solutions at scale. We're looking for a Sr. Staff People Partner to support the teams that generate and service OpenLoop's revenue — Commercial, Marketing, Operations, and Patient Support. This is a business partner role for someone who understands what supporting a revenue organization requires. You'll partner with Sales and Customer Success leaders whose teams carry quotas and earn variable compensation, where performance is visible in a dashboard and turnover is expensive. You'll also support a high-volume Patient Support organization of contact center staff and certified medical assistants, where scheduling, adherence, non-exempt pay practices, and hourly-workforce dynamics drive the people's agenda. Those two populations need different playbooks, and you'll get to run both. This role reports to the Sr. Director, Talent Management, and will help shape OpenLoop’s evolving People Partner function. With minimal legacy structure to navigate, you will have significant autonomy and runway to define what strategic HR partnership looks like across the company. We are seeking a builder who sees a blank slate as an opportunity to influence our organizational trajectory.

Requirements

8+ years of HR experience, including significant time as an People Partner supporting a commercial, sales, or revenue-generating organization
Deep, practical fluency with variable compensation — you've supported commissioned populations and can hold a credible conversation about plan mechanics, disputes, and how comp shapes behavior
A trusted advisor on ER and performance management, not a process executor — managers come back to you because your guidance is specific and usable
Experience supporting or partnering on a restructure or org design change
Strong generalist foundation: you've touched compliance, People Ops, business partnership, and compensation
Credible with a CRO or VP of Sales — you can read a forecast or a capacity model well enough to be a partner rather than a service desk
Direct communicator who can hold their own with senior leaders, say the hard thing, and not go vague when pushed
Moves fast, prioritizes ruthlessly, closes loops, and asks for help early
Approaches problems from curiosity rather than judgment
Analytical and data-driven, using insights to guide decisions and shape people strategy.
Background at a scaling company where the People function was still being built — hands-on, not layered under a large centralized HR org
Comfortable with a blank page; builds systems light enough that people actually use them
Multi-state employment law knowledge across a nationwide workforce
Passionate about enabling high-performing teams and cultivating a culture of collaboration and innovation.

Nice To Haves

Experience in healthcare, digital health, or health-tech
Experience supporting a high-volume hourly or contact center workforce, or comparable exposure to non-exempt population management at scale
HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR)
Proven track record of serving as a trusted HR Business Partner to C-suite executives and senior executive leadership.

Responsibilities

Serve as the primary People Partner to leaders across Commercial, Marketing, Operations, and Patient Support — close enough to the business to know the pipeline, the ramp, and the pressure each team is under
Partner on org design and workforce planning for quota-carrying and capacity-driven teams, including span of control, territory and coverage changes, career pathing for sellers and Customer Success, and Patient Support staffing models
Advise leadership on where the org has gaps — structure, manager capability, missing programs — and bring recommendations, not just observations
Lead the people side of restructures, role eliminations, and team changes: planning, sequencing, run of show, and follow-through
Coach managers through performance conversations where the metric is unambiguous — missed quota, missed CSAT, adherence, ticket volume — and help them separate a capability problem from a coverage, territory, or ramp problem
Run and continuously improve performance review and calibration processes, including calibration across teams whose results are heavily influenced by book, territory, and season
Build performance documentation and PIP practices that hold up when the business wants to move fast on an exit
Partner with Compensation on job architecture, leveling, and Job Family Architectures (JFAs) across commissioned and non-exempt populations
Support leaders and employees through variable comp questions — plan mechanics, mid-cycle plan changes, disputed or contested commission — and know when to route to Comp, Finance, or Legal
Help design career paths that account for how sellers, CS, and contact center staff actually progress
Own ER matters end to end for the client groups: intake, investigation, documentation, resolution, and closure
Handle the ER patterns specific to commercial teams — conduct at sales events, conferences, client sites, and travel; complaints involving high performers or client personnel; alcohol-adjacent situations at company-sponsored events; boundary and power-dynamic issues
Apply consistent, scalable ER documentation and workflows the broader People team can rely on, and know when to escalate to Legal
Analyze turnover, ramp, engagement, and headcount data and translate it into recommendations leaders act on — including the metrics that matter most in a revenue org, such as regretted attrition among quota carriers, time to productivity, and Patient Support turnover
Build the documentation, workflows, and operational infrastructure that let the People function scale
Other duties as assigned.