Director of People Strategy

About Us Greenbrook Medical is building the new standard in primary care.

Die vollständige Stellenbeschreibung enthält alle damit verbundenen Fähigkeiten, Vorerfahrungen und Qualifikationen, die von den Bewerbern erwartet werden.

We deliver high-touch, relationship-based care through neighborhood clinics, grounded in a simple belief: every senior deserves the kind of care we would want for our own families.

Our model prioritizes time with patients, strong care coordination, and a personalized approach that improves outcomes while lowering total cost of care.

We take full accountability for patient outcomes and overall cost of care, aligning clinical excellence with disciplined execution.

That commitment shows up in our results, including a patient Net Promoter Score of 91, compared to 32 for typical healthcare organizations.

Rooted in Tampa Bay and partnered with Tampa General Hospital, we are entering an exciting phase of growth.

Backed by strong unit economics, experienced operators, and a proven playbook, we are looking for builders and operators who want to help scale a healthcare platform designed to deliver better care, better coordination, and better outcomes for seniors.

About the Role As our Director, People Strategy, you will own the analytical and infrastructure backbone of the People function: compensation, headcount planning, people analytics, and knowledge management.

You will report to the Chief People Officer and operate as their right hand on the work that requires rigor and follow-through.

When a question comes up about what a role should pay, whether our staffing plan still holds as panels grow, or what our data actually says about retention, you own the answer.

This is a builder role with one direct report.

You will do the analytical work yourself rather than direct a team that does it, and you will manage our People Operations & Credentialing Manager, who runs onboarding and offboarding logistics, technology provisioning, and physician credentialing.

You will be effective here if you are comfortable with ambiguity, move fluidly across unrelated problems in the same week, and consistently identify where you can add the most value rather than waiting to be assigned it.

We are open to remote for the right person, with regular travel to New York and to our Tampa Bay clinics.

• What You’ll Do Compensation Strategy & Execution
• Own our compensation philosophy, structure, and bands end to end, including refreshing bands at least annually as the market and our roles change
• Act as the steward of that philosophy across the organization.

You are the person who makes sure it is actually applied consistently, in every offer, promotion, adjustment, and new role, rather than living in a document nobody opens

• Run the market research behind every banding decision, working across our benchmarking sources for corporate and clinical roles
• Hold our commitment that total compensation for clinical roles sits above market.

This means benchmarking base and total cash separately, then designing the bonus structures that close the gap deliberately rather than by accident

• Design, implement, and oversee our metrics bonus programs, including which metrics we pay on, how payouts are calculated and timed, and how performance against them is tracked and communicated
• Build and maintain the compensation models: cost of proposed changes, merit and adjustment cycles, offer scenarios, and total compensation views
• Bring us new compensation strategies that drive business results, not just market parity.

An open question we want your point of view on: how do we make clinical roles progressively more attractive with tenure, so that our best clinicians have a reason to stay past year three?

• Serve as the review point on offers and internal adjustments, making sure decisions are defensible, internally equitable, and within band
• Run the annual compensation cycle end to end, working directly with the CPO on design and decisions, partnering with Finance on budget, and supporting managers through delivery
• Own our compensation documentation, including team and role-specific compensation design, role-level one-pagers, and leveling guidance, so managers can have clear conversations without needing to guess
• Headcount Planning & Workforce Modeling
• Own the headcount planning process end to end, from annual plan through monthly maintenance and reforecasting
• Maintain the headcount model as the single source of truth for approved, open, and forecasted roles, reconciled against Finance and our ATS
• Automate the ratio-based logic in the plan so that staffing triggers fire on their own.

We know what it takes to staff a clinic.

The unsolved problem is building a model where roles are generated automatically as panel size, visit volume, and site count cross defined thresholds, instead of being added by hand every cycle

• Run the intake and approval process for new and backfill role requests, holding the turnaround standards we have committed to
• Build the scenario capability that lets leadership ask what a change in growth pace means for hiring and cost, and get an answer the same day
• People Analytics & Reporting
• Own people analytics and reporting for the company, including the metrics we report to the Leadership Team and Board
• Own our dashboard suite across headcount and growth, hiring funnel and time to fill, turnover and retention, engagement, compensation distribution, and manager effectiveness, drawing on Lattice, Greenhouse, and our HRIS
• Take ownership of the recruiting dashboards currently in build and drive their ongoing evolution, optimization, and maintenance, partnering with our Director of Talent, who owns pipeline execution
• Turn analysis into recommendations. The bar is not a clean chart, it is a clear point of view on what we should do differently
• Establish the definitions, data hygiene standards, and reporting cadence that make our numbers trustworthy and consistent across sources
• Knowledge Management
• Own knowledge management for the company, including how we structure and govern Notion
• Set clear standards for how documentation is created, organized, named, and maintained, then drive adoption of those standards across teams
• Make sure people can find what they need without asking a person, and that what they find is current
• Partner with L&D on the intersection of documentation and training
• Strategic Projects
• Take ownership of high-value People projects that need a senior operator, including work that would otherwise sit with the CPO
• Scope, plan, and drive these projects to completion with minimal direction, bringing back a recommendation rather than a set of options with no view
• Evaluate, select, and implement People technology as our needs outgrow current tools
• Manage the People Operations & Credentialing Manager, setting the standards for onboarding logistics, provisioning, and credentialing, and holding the outcomes
• What Success Looks Like
• Compensation bands are current, externally benchmarked, and internally equitable, with a documented refresh cadence and no offers made outside of band without explicit exception
• Clinical total compensation is verifiably competitive, with a documented calculation to boot
• Metrics bonus programs run on a predictable cycle, with payouts calculated correctly and on time, and participants who understand what they are being paid for
• The headcount model is trusted as the single source of truth by the Leadership Team and reconciles to Finance every month
• Ratio-based staffing triggers run automatically off volume and site assumptions, with no manual role-by-role maintenance, and a new growth scenario can be produced in hours rather than days
• A standing set of People dashboards is live, accurate, and reviewed on a monthly cadence, with the Leadership Team pulling from them directly
• Notion standards are documented, adopted, and maintained, measured by findability and currency of core content
• The CPO’s time is measurably redirected toward the highest-value work because this role owns what it should own

Note: Metrics will evolve with the business needs, these are where we are focused right now
About You You bring:

• 10+ years of experience across compensation, people analytics, HR strategy, or people operations, including time in a senior role on a high-performing, mature People team
• Experience at a company that had already built strong People fundamentals, ideally Series C or later, and the ability to bring those best practices with you rather than invent them from scratch
• Deep compensation expertise, including building and refreshing bands, running market benchmarking, leveling roles, and modeling the cost of compensation decisions
• Strong quantitative and analytical skills.

You are genuinely advanced in spreadsheets, comfortable building models others rely on, and able to work with messy data without losing the thread

• Excellent project management skills. You can hold multiple workstreams at once, sequence them sensibly, and land them on the dates you committed to
• Fluency with People technology, including HRIS, ATS, and performance platforms, and a track record of implementing or meaningfully improving at least one of them.
• We run on Lattice, Greenhouse, and Notion
• Comfort in ambiguity.

You move across unrelated problems, define the work yourself, and proactively identify where you can add the most value instead of asking for direction alone

• Clear, direct communication. You can write a recommendation a CEO will read in two minutes and act on
• Based in the New York City area, or willing to travel regularly to both New York and Tampa Bay
• Bachelor’s degree required

You’ll stand out if you

• Have compensation experience spanning both corporate and clinical or licensed roles, including familiarity with clinical benchmarking sources
• Have built workforce planning models driven by operational ratios rather than static headcount lists
• Have automated meaningful parts of a manual process, whether through scripting, BI tooling, or systems integration
• Bring a blend of management consulting and in-house experience.

The consulting background gives you the structuring and problem-solving toolkit; the in-house years mean you know how to land a recommendation inside a real organization rather than hand it off

• Have worked in healthcare, multi-site, or another distributed frontline workforce environment
• Have administered Lattice, including compensation, performance, and engagement modules, and are comfortable being our internal expert on it
• Have been the person a People leader trusted with the projects that could not slip
• Strong, Transparent Compensation & Benefits
• $170,000 - $180,000 base salary + generous performance bonus
• Health, dental, and vision insurance
• Paid time off
• 401(k) with company match

We believe in fair, equitable pay that reflects your experience and impact.

Our Selection Process Application → Initial interview → Skills/experience interview → Peer interviews → Values interview → Case study interview → References
Equal Employment Opportunity and Commitment to Diversity At Greenbrook Medical, we believe the only way we accomplish our mission is by building the best team in healthcare.

We do this through a culture of respect and belonging, ensuring our teammates feel cared for first and foremost.

We will extend equal employment opportunity to all applicants without regard to age, race, ethnicity, sex, religion, sexual orientation, gender identity, socioeconomic background, disability status, military affiliation, pregnancy or any other status protected under federal, state and local laws.

We encourage all who share our mission to apply. xayajpt Greenbrook Medical will provide reasonable accommodations during the recruitment process.

If you need additional accommodations or assistance, do not hesitate to contact our People team at