SVP, People

Pearl Health

About The Position

Pearl Health is seeking a senior, high-judgment People executive to shape and evolve the People function at Pearl Health. This role will operate as a core member of the management team, reporting into the CEO, and will be accountable for elevating how the company hires, develops, supports, and retains its team as it scales. The SVP, People will oversee recruiting, HR, employee experience, performance management, compensation, and professional development, ensuring these operate as a cohesive, high-performing system. This individual will be deeply embedded in company-wide decision-making, advising leadership on talent, org design, and sensitive people topics with discretion and sound judgment. The role requires a strategic thinker and pragmatic operator who can assess current processes, identify areas for improvement, and drive meaningful enhancements in quality, rigor, and efficiency. A strong tech-first mindset is critical, leveraging tools, automation, and data to modernize and scale the People function. This is a high-impact opportunity offering executive influence, platform elevation, board exposure, and cultural stewardship.

Requirements

10+ years of experience in People, Talent, or HR leadership roles, ideally within high-growth, venture-backed companies.
Proven track record of improving and scaling People functions over time.
Experience operating at or near the executive level, with exposure to leadership and board-level discussions.
Strong background across multiple areas of People, including recruiting, performance management, compensation, and org design.
Systems thinker with the ability to diagnose and improve existing processes and platforms.
High judgment and discretion, with the ability to navigate sensitive topics with care and clarity.
Analytical and data-driven, with a focus on using metrics to drive better outcomes.
Strong tech-first orientation, with experience implementing and leveraging People tools, automation, and AI.
Hands-on operator who is comfortable moving between strategy and execution.
Exceptional communicator who can engage effectively with executives and employees at all levels.
Collaborative and low ego, with a strong ability to build trust across the organization.
Adaptable and resilient, with the ability to thrive in a fast-moving environment.

Responsibilities

Lead a tech-first transformation of the People function by introducing, optimizing, and fully leveraging tools, automation, and AI where appropriate.
Evaluate and improve existing systems and processes, with a focus on scalability, efficiency, and quality.
Build a systematic, scalable approach to the People function, replacing ad-hoc processes with frameworks covering employee engagement, talent mapping, workforce planning, and people operations.
Build a highly data-driven function, using analytics to inform decisions across hiring, retention, engagement, and performance.
Own and continuously improve compensation strategy, ensuring fairness, competitiveness, and alignment with company goals.
Lead recruiting strategy and execution, ensuring we continue to raise the bar on talent and hiring outcomes.
Evolve performance and development frameworks, including reviews, calibration, promotion processes, and individual development planning.
Build proactive workforce planning capabilities to stay ahead of the business’ talent needs.
Strengthen employee experience, building on what works today while addressing gaps as we scale.
Serve as a trusted advisor to leadership, providing high-judgment input on org design, talent decisions, and sensitive employee matters.
Handle sensitive and complex situations with discretion, sound judgment, and a strong sense of ownership.
Partner cross-functionally to ensure People priorities are tightly aligned with company strategy and execution.
Maintain awareness of and ensure compliance with all relevant federal and state employment laws across our operating footprint.
Maintain and update company policies, handbooks, and HR practices as the regulatory environment and headcount evolve.