Director of People Strategy and Operations

Talent Acquisition

• Develop and execute workforce planning and talent pipeline strategies aligned with Reema’s scaling targets and evolving program needs.
• Build and maintain Reema’s employer brand strategy, positioning the company as a premier employer in the competitive health-tech and behavioral health ecosystem.
• Own the full talent acquisition lifecycle, from sourcing and screening through offer and pre-boarding, ensuring a consistent and equitable candidate experience.
• Standardize structured interviewing practices to reduce bias and ensure consistent, compliant hiring across distributed teams and 20+ states.
• Ensure hiring practices comply with applicable state and federal requirements, including salary transparency laws.
• Own and optimize the applicant tracking system (ATS) and recruitment marketing tools; track and report on talent acquisition metrics including time-to-hire, cost-per-hire, pipeline diversity, and offer acceptance rates.

Employee Experience and DEI

• Partner with the L&D team to ensure Reema's onboarding experience reflects a strong cultural integration from offer acceptance through Day-1, with clear handoffs and consistent messaging for remote and hybrid staff.
• Oversee Reema's DEI committee, driving a comprehensive strategy that fosters a culture of belonging and broadens representation across the organization.
• Develop and iterate employee-centric programs including remote engagement strategies, and culture-carrying touchpoints across the employee lifecycle.
• Drive company-wide engagement surveys (including eNPS) and translate data into structural improvements to the employee experience.

Performance Management and Employee Relations

• Own Reema’s performance management framework company-wide, including the annual review calendar, goal-setting systems, structured feedback processes, and ratings calibration; ensure consistent and equitable application of standards across all teams and geographies.
• Guide and coach people managers through performance management actions, including documentation, corrective action plans, and employee separations; serve as the organizational check on decisions that carry legal, cultural, or equity risk.
• Manage and resolve complex employee relations issues and misconduct in a timely manner; conduct effective, thorough, and objective investigations.
• Respond to employee questions with fair and consistent application of practices and policies.

HR Operations and Compliance

• Maintain legal compliance across 20+ states, managing state-specific labor laws, sick leave policies, and mandatory disclosures.
• Own and administer Reema’s HRIS, ensuring data integrity, system optimization, and alignment with payroll and finance operations.
• Oversee continuous updates to the Employee Handbook, multi-state policy rollouts, and data-driven HR procedures throughout the employee lifecycle.
• Champion compliance best practices across all HR disciplines, including hiring, health and safety, and leaves of absence.
• Own leave of absence administration end-to-end, including eligibility determinations, state-specific PFML compliance, manager guidance, and return-to-work coordination across FMLA, parental, medical, and other leave types; partner with Finance to ensure leave activity is accurately reflected in payroll and headcount models.
• Maintain external vendor relationships for employment law, HR technology, and related services.

Team Leadership and Cross-Functional Partnership

• Lead, develop, and set clear performance expectations for the People Operations team.
• Possess a player-coach leadership mentality with experience problem solving in ambiguous environments.
• Collaborate with Finance on headcount cost modeling, workforce planning inputs, and ensuring leave activity is accurately reflected in financial models.
• Collaborate with clinical and operations leadership to ensure people practices support Reema’s care delivery model and workforce needs.

Qualifications

• Bachelor’s Degree in human resources, psychology, business management or related field or equivalent experience.
• 5+ years of relevant HR Generalist experience in a fast-paced, innovative environment.
• 5+ years of experience in people leadership with a demonstrated history motivating and managing a team of HR professionals.
• 5+ years of experience inspiring and supporting field staff as an effective HR partner.
• 8+ years of experience recruiting and building high-performing teams.
• 8+ years of experience resolving complex employee relations issues.
• Excellent interpersonal, conflict resolution, and decision making skills.
• Working knowledge of multiple human resources disciplines including strategic workforce planning, talent management, and change management.
• Working knowledge of employment law including ADA, EEO, FLSA and FMLA.
• Demonstrated history building and iterating internal programs and practices that foster a high performing, mission-driven culture.
• Experience fostering a culture of belonging through diversity, equity and inclusion goals and initiatives.
• A reputation for high EQ with heightened self-awareness and executive presence.
• Data-driven approach to strategic workforce planning.

Skills

• Experience leading teams in Healthcare or Health Tech.
• Experience working in a high-growth startup.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP).

Benefits

• Competitive Salary and Equity Package
• Medical, Dental, and Vision Insurance
• HSA, FSA, and Life Insurance Options
• 401(k) Retirement Savings with Company Match
• Employee Assistance Program
• Flexible Schedules and Remote Work
• Technology Stipend
• Accrued Paid Time Off
• Paid Family and Medical Leave