Head of People

The Role

The Head of People will partner with Co-Founder and Chief Product and Operating Officer, to bring to life a truly innovative and differentiated talent management organization. We’re looking for someone who is obsessive about building culture — one that is uniquely inline with the brand and product values as well as harnesses a highly effective team. We’re looking for a HR professional who has experience navigating the challenging course of people issues that arise in an organization with brick and mortar sites, where people and their delivery are the product. We are selectively seeking people with strong backgrounds in diversity, equity and inclusion programs that go way beyond “check the box” — our ideal candidate will be a thought leader in creating and developing truly diverse teams. We are looking for someone who is able to grasp and easily translate across an organization of interdisciplinary thinkers, who can speak as inspirationally to clinic managers as to software engineers and brand marketers. Lastly, we are looking for someone who is eager to partner with our CPOO to design and evolve a truly unique way to hiring, recruiting and managing talent through the talent lifecycle that depends not only on cultural cornerstone development, but also on analytical and metrics driven approach to understanding and evaluating performance.

You’re the perfect fit if you have previously found yourself pondering:

• How can I stretch my organization to really question their unconscious biases, and help them evolve drastically along day-to-day decisions?
• What roles do institutional players like healthcare organizations play in systemic racism, and how might infiltrate one of these antiquated systems at large to change it from the inside out?
• How can I systematically measure and quantify the “culture add” dimension of a hire?
• What are the ways to bring the MOST important benefits to my team, while balancing costs and time (particularly in a startup environment)?
• How do I cultivate an organization where the culture feels equitable and shared across a “corp” and “field” team company? What are the unifying elements of culture? • What is a truly efficient people operations structure? How do I design the MOST beautiful onboarding process that nearly guarantees employee retention for years to come? Core Focuses
• Recruitment, Onboarding, Training and Retention: You will develop 360-degree plans for identifying top talent, onboarding and training of Tia employees, and retaining A-players across all functions. In addition to formulating and owning Tia’s multi-disciplinary recruiting strategy, you will continue to evolve the company-wide performance management programs that are inline with Tia’s management principles and that support feedback loops, competency development, goal setting and career pathing.

Core Focuses

• Recruitment, Onboarding, Training and Retention: You will develop 360-degree plans for identifying top talent, onboarding and training of Tia employees, and retaining A-players across all functions. In addition to formulating and owning Tia’s multi-disciplinary recruiting strategy, you will continue to evolve the company-wide performance management programs that are inline with Tia’s management principles and that support feedback loops, competency development, goal setting and career pathing.
• Strategic and Organizational Planning: You will lead the efforts in long term people planning through efficient and thoughtful staff resourcing. Working directly with the leadership team to understand business goals, you will partner with Department Heads to develop and meet organizational objectives and KPIs.
• Engagement and Culture: You will be a driving force behind Tia’s culture and develop creative solutions to amplify employee engagement, diversity and overall company morale with the goal of making the Tia an employer of choice. You will measure your success through engagement surveys, employee satisfaction, retention, ENPS, etc.
• Process Implementation, Foundation Building and Compliance: You will design and implement core talent and HR systems and processes for Tia’s People Department while communicating, delivering, and refining all initiatives as they relate to people and culture. You will own employee relations, compliance and ensure Tia is up to date on best practices and employment law.You will coach other people operations associates across corporate and clinic to practice HR compliance excellently, ensuring that all tendrils of Tia operations are compliant and supportive. You will ensure Tia leverages the best technology across the HR spectrum to drive efficiency throughout the function.

EXPERIENCE & COMPETENCIES

EXPERIENCE

• Proven success rising through the ranks of high-growth, early and mid-stage organizations known for their focus on exceptional employee experience, diversity, talent, trust and customer loyalty.
• 8+ years of experience with at least 2 years managing all functional areas of the talent and people departments.
• Proven ability to create and execute programs that attract, develop and retain outstanding talent with data to support success.
• Demonstrated commitment to diversity, equity, and inclusion in human resources.
• Proven ability to translate organizational and business priorities into people initiatives with metrics to support and track success.
• Experience creating and implementing pragmatic and business-focused HR related programs and initiatives.
• Experience building and implementing HR systems from the ground up.
• Demonstrated success with driving employee engagement and culture.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.
• Demonstrated experience in change management best practices.
• Ability to bring immediate credibility to the people function through professional qualifications, experience, leadership, and the highest levels of integrity.
• Experience with leading and managing remote teams and with businesses that have both corporate and field-based workforces.
• Bachelor’s degree required – Master’s degree preferred.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.
• Experience in a clinical business is a plus.

KEY COMPETENCIES

• Ownership and Mastery of Craft: Focused on positive outcomes. Able to deliver on commitments while installing the right amount of process to enable steady performance. Flexible in approach to deliver quality and brand excellence, in the face of high growth and unexpected twists and turns. A relentless execution expert with confidence in her/his expertise in core areas. Always learning, optimizing and improving.
• Team Leadership: Passionate, high integrity leader who can grasp and drive the DNA in the field. Has a bias for the importance of talent and training, and possesses the energy, sincerity and drive to engage and build meaningful relationships grounded in trust with a diverse and distributed team. Genuinely excited to spend time in the field, with the team and customers, and always know the “pulse” of each. Balances inspiration and accountability.
• Strategic Orientation and Growth/Scale Mindset: Has an ability to both develop a strategy and lead the organization in its execution. Eager to take on new challenges with open-mindedness, respecting team, peers, and leaders. Can think high and low. Possesses the intellectual horsepower/problem solving ability to lead the charge on tackling complex problems.
• Collaboration and Influencing: Will have the gravitas, willingness, and ability to work effectively at all levels of the organization. Facilitates connection and collaboration across the business. Brings the “playbook” to the table but has the flexibility and humbleness to adapt to business and stakeholder needs. Will contribute skill and experience with generosity, willing to work with anyone to drive real business impact. Balances strong quantitative and analytical skills with the emotional intelligence needed to influence organizational outcomes.
• Effective Communication Skills: High integrity, no-nonsense approach. Knows how to communicate through the brand voice and at all levels of the organization. Understands how to communicate through a decentralized organization. Quick and to the point. Welcomes radical candor from above and below. An active listener.
• Innovation and Entrepreneurialism: Ability to thrive in a dynamic, fast-paced environment. Relentless focus on improvement and raising the bar. Leans in harder when times are good. Balances scrappiness and execution with business maturity, prioritization and thoughtfulness. Is curious, agile, a self-starter and welcomes challenge as a conduit to improvement. Can be creative with resources and has a history of getting things done in complex environments and flat hierarchies.