People Enablement Specialist
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
Thus we need to decide which sections to include. The posting includes many sections: About Dreem Health (intro), Your Opportunity (description), What You'll Do (responsibilities), What You Bring (requirements/qualifications), Why You'll Love Working Here (benefits/culture), Our Core Values (maybe not needed), What We Offer (benefits), Compensation (pay). Also maybe "About Dreem Health" could be considered "About the role"? But they said use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can map:
- About the role: could combine About Dreem Health + Your Opportunity? But they said do NOT repeat the job title as a heading. The "About Dreem Health" is company description; maybe we can put under "About the role" heading. Or we could have separate sections: About the role (company + opportunity), Responsibilities (What You'll Do), Requirements (What You Bring), Benefits (What We Offer + Why You'll Love Working Here + Core Values?), Pay (Compensation). Schedule not present, so omit.
We must not create sections with filler. Ensure each heading has substantive content.
We need to use
for each section heading. Inside, use
for prose,
- for lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can format them as paragraphs or list items.
We need to remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. At the end there is EEO statement: "Dreem Health / Sunrise is an Equal Opportunity Employer...". That should be removed. Also "We hire humans, not bullet points..." maybe that's part of the posting but not boilerplate? It's more like a motivational statement; we can keep as part of "What You Bring" or "Why You'll Love Working Here"? It's under "Compensation" maybe. It's not boilerplate; it's part of the posting. We'll keep.
Also "Compensation Range - Depending On Experience $90,000—$120,000 USD" appears twice; we should deduplicate.
We need to ensure we don't include duplicated lines.
Let's extract substantive content:
- About Dreem Health, by Sunrise Dreem Health is America's leading digital sleep clinic. Powered by Sunrise's technology, Dreem Health makes sleep care simple — replacing long waits and in-lab sleep studies with home-based testing, expert telehealth visits, and personalized treatment plans that are easy for patients to follow. We're fixing the broken sleep care journey and helping more people get the care they need — from home, on their schedule.
- Your Opportunity: Sunrise's HR function is being built from the ground up, in real time, while the company doubles in size. The foundations — job architecture, leveling, reward philosophy — are now taking shape. What's missing is the layer that keeps people *engaged, growing, and performing well* once they're hired: a consistent way to hear from employees, a real leadership development track for the wave of new managers this growth is creating, a performance management cycle that's more than a form, and an HR tooling landscape that supports the team & the managers instead of adding friction. This role exists to improve that — to become the person who makes sure engagement data, leadership growth, and performance conversations actually take place within the organisation; the ultimate goal being to enable all employees to thrive, bring their best selves to work and go the extra mile to deliver Sunrise' compelling yet ambitious strategy. You'll report to the HR Director and work alongside a small, senior HR team (US and EU HR Generalists, TA Principal, TA Specialist, and a Digital Workplace & AI Enablement specialist) split across Belgium and the US. You'll have real latitude to design these four programs largely from scratch, backed by leadership that already sees the gap and wants it closed — and real visibility, since engagement and leadership development outcomes will be reported at EXCOM level. This is a build role, not a maintain role. If you like inheriting a mature, fully-staffed L&D or engagement function with established vendors and playbooks, this isn't it. If you want to design the playbook for a ~200-to-300-person healthcare scale-up and see your fingerprints on leadership development, people engagement & performance improvement, this role is for you.
- What You'll Do: Own employee engagement measurement end-to-end — design and run the engagement/pulse survey cadence, benchmark results over time, and turn findings into concrete action plans with managers and EXCOM rather than a one-off report. Own Learning & Development, with two clearly flagged priorities. L&D is a broad bucket and this role owns all of it, but two things matter most from day one: (1) leadership development — co-create Sunrise's leadership ambition hand-in-hand with EXCOM and design/deliver a leadership & manager development curriculum for first-time and existing people managers, the clear cornerstone of employee engagement; (2) AI adoption — build the training, habits, and team-level AI champions network that turn Sunrise's AI adoption strategy (co-led by the HR Director and the CTO) into everyday employee fluency. Everything else L&D grows into comes after these two. Own performance management design and delivery — run the end-to-end review cycle (goal-setting, check-ins, calibration), factoring in continuous feedback & employees' empowerment. Own the HR tooling landscape and its automation — map the current stack (Lucca, Justworks, Payfit, Greenhouse, Deel IT, Spendesk, and others), identify redundancy or gaps, and drive decisions on what to consolidate, replace, or automate — with the help of the Digital Workplace & AI Enablement specialist where needed. Ship the automations and process fixes that remove manual HR admin work and friction for employees and managers. Track and report on the health of these four pillars — build the metrics (engagement scores, manager NPS, review completion, tool adoption) that let the HR Director and EXCOM see progress, not just activity.
- What You Bring: 5+ years in HR, People Development, or a closely related field, with real ownership of at least two of: employee engagement, leadership/manager development, performance management, or HR systems. Direct experience designing and facilitating leadership or manager development programs — not just administering someone else's curriculum. Genuine tech savviness: comfortable evaluating, selecting, and driving adoption of HR/engagement/performance platforms, and thinking in terms of automation and process efficiency, not just policy. Solid stakeholder management — equally credible in front of a first-time manager and an EXCOM member. Creativity and curiosity — energized by building something from a blank page rather than running an existing playbook. Comfortable operating in a multi-cultural, multi-entity environment (Belgium, France, US) with a profound understanding of the US working culture. Excellent written and spoken English; French fluency would be an advantage. Experience building or professionalizing an HR function during a high-growth phase (not just operating within a mature one) would be preferred. Experience driving AI or technology adoption / digital change management within an organization is preferred. Genuine interest in sleep, health, and helping people better understand and improve their well-being.
- Why You'll Love Working Here: Mission that matters: you're helping fix a healthcare blind spot that affects over a billion people worldwide who don't get the sleep care they need. Real ownership, fast: four meaningful programs, largely undefined today, that are yours to design — not a seat in an existing machine. A seat close to the decisions: you'll work directly with the HR Director and have visibility at EXCOM level, on a team that's small enough that your work is seen and used, not filed away. A team built for this stage: a lean, senior, international HR team that already agrees on the gaps you're being hired to close — you won't have to build the case for why this role matters. Growth of your own: joining a company scaling from ~150 to 300+ people over the next two years means the scope of this role will grow with it.
- Our Core Values: At Sunrise Group, we keep things clear and simple ✨, value trust and collaboration 🤝, and lead with optimism and compassion 🌞. These values guide everything we do.
- What We Offer: Meaningful work that directly improves peoples' lives. Be part of an international team across the US, France, Belgium. Annual team offsite. Comprehensive health benefits (medical, dental, vision). FREE One Medical membership. 401(k) with company match. 20 days PTO + 10 paid holidays + 80 hours paid sick leave. Monthly phone and internet stipend.
- Compensation: Compensation $90,000 - $120,000 depending on experience. Also later: Compensation Range - Depending On Experience $90,000—$120,000 USD. We'll include once.
We need to avoid duplication. Also remove EEO statement at end.
Now decide sections: We'll have:
About the role
(contains About Dreem Health + Your Opportunity)
Responsibilities
(What You'll Do)
Requirements
(What You Bring) maybe also Qualifications; but we can combine.
Benefits
(Why You'll Love Working Here + What We Offer + Core Values? Could be separate but we can combine into Benefits.)
Pay
(Compensation)
We should not create Schedule.
We need to ensure we don't include filler like "commensurate with experience". Not present.
Now format.
Inside About the role: we can have two paragraphs: one about Dreem Health, one about Opportunity.
We must not use markdown.
We'll output:
About the role
About Dreem Health, by Sunrise Dreem Health is America's leading digital sleep clinic. Powered by Sunrise's technology, Dreem Health makes sleep care simple — replacing long waits and in-lab sleep studies with home-based testing, expert telehealth visits, and personalized treatment plans that are easy for patients to follow. We're fixing the broken sleep care journey and helping more people get the care they need — from home, on their schedule.
Sunrise's HR function is being built from the ground up, in real time, while the company doubles in size. The foundations — job architecture, leveling, reward philosophy — are now taking shape. What's missing is the layer that keeps people
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. Thus we need to decide which sections to include. The posting includes many sections: About Dreem Health (intro), Your Opportunity (description), What You'll Do (responsibilities), What You Bring (requirements/qualifications), Why You'll Love Working Here (benefits/culture), Our Core Values (maybe not needed), What We Offer (benefits), Compensation (pay). Also maybe "About Dreem Health" could be considered "About the role"? But they said use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can map: - About the role: could combine About Dreem Health + Your Opportunity? But they said do NOT repeat the job title as a heading. The "About Dreem Health" is company description; maybe we can put under "About the role" heading. Or we could have separate sections: About the role (company + opportunity), Responsibilities (What You'll Do), Requirements (What You Bring), Benefits (What We Offer + Why You'll Love Working Here + Core Values?), Pay (Compensation). Schedule not present, so omit. We must not create sections with filler. Ensure each heading has substantive content. We need to use
for each section heading. Inside, use
for prose,
- for lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can format them as paragraphs or list items.
We need to remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. At the end there is EEO statement: "Dreem Health / Sunrise is an Equal Opportunity Employer...". That should be removed. Also "We hire humans, not bullet points..." maybe that's part of the posting but not boilerplate? It's more like a motivational statement; we can keep as part of "What You Bring" or "Why You'll Love Working Here"? It's under "Compensation" maybe. It's not boilerplate; it's part of the posting. We'll keep.
Also "Compensation Range - Depending On Experience $90,000—$120,000 USD" appears twice; we should deduplicate.
We need to ensure we don't include duplicated lines.
Let's extract substantive content:
- About Dreem Health, by Sunrise Dreem Health is America's leading digital sleep clinic. Powered by Sunrise's technology, Dreem Health makes sleep care simple — replacing long waits and in-lab sleep studies with home-based testing, expert telehealth visits, and personalized treatment plans that are easy for patients to follow. We're fixing the broken sleep care journey and helping more people get the care they need — from home, on their schedule.
- Your Opportunity: Sunrise's HR function is being built from the ground up, in real time, while the company doubles in size. The foundations — job architecture, leveling, reward philosophy — are now taking shape. What's missing is the layer that keeps people *engaged, growing, and performing well* once they're hired: a consistent way to hear from employees, a real leadership development track for the wave of new managers this growth is creating, a performance management cycle that's more than a form, and an HR tooling landscape that supports the team & the managers instead of adding friction. This role exists to improve that — to become the person who makes sure engagement data, leadership growth, and performance conversations actually take place within the organisation; the ultimate goal being to enable all employees to thrive, bring their best selves to work and go the extra mile to deliver Sunrise' compelling yet ambitious strategy. You'll report to the HR Director and work alongside a small, senior HR team (US and EU HR Generalists, TA Principal, TA Specialist, and a Digital Workplace & AI Enablement specialist) split across Belgium and the US. You'll have real latitude to design these four programs largely from scratch, backed by leadership that already sees the gap and wants it closed — and real visibility, since engagement and leadership development outcomes will be reported at EXCOM level. This is a build role, not a maintain role. If you like inheriting a mature, fully-staffed L&D or engagement function with established vendors and playbooks, this isn't it. If you want to design the playbook for a ~200-to-300-person healthcare scale-up and see your fingerprints on leadership development, people engagement & performance improvement, this role is for you.
- What You'll Do: Own employee engagement measurement end-to-end — design and run the engagement/pulse survey cadence, benchmark results over time, and turn findings into concrete action plans with managers and EXCOM rather than a one-off report. Own Learning & Development, with two clearly flagged priorities. L&D is a broad bucket and this role owns all of it, but two things matter most from day one: (1) leadership development — co-create Sunrise's leadership ambition hand-in-hand with EXCOM and design/deliver a leadership & manager development curriculum for first-time and existing people managers, the clear cornerstone of employee engagement; (2) AI adoption — build the training, habits, and team-level AI champions network that turn Sunrise's AI adoption strategy (co-led by the HR Director and the CTO) into everyday employee fluency. Everything else L&D grows into comes after these two. Own performance management design and delivery — run the end-to-end review cycle (goal-setting, check-ins, calibration), factoring in continuous feedback & employees' empowerment. Own the HR tooling landscape and its automation — map the current stack (Lucca, Justworks, Payfit, Greenhouse, Deel IT, Spendesk, and others), identify redundancy or gaps, and drive decisions on what to consolidate, replace, or automate — with the help of the Digital Workplace & AI Enablement specialist where needed. Ship the automations and process fixes that remove manual HR admin work and friction for employees and managers. Track and report on the health of these four pillars — build the metrics (engagement scores, manager NPS, review completion, tool adoption) that let the HR Director and EXCOM see progress, not just activity.
- What You Bring: 5+ years in HR, People Development, or a closely related field, with real ownership of at least two of: employee engagement, leadership/manager development, performance management, or HR systems. Direct experience designing and facilitating leadership or manager development programs — not just administering someone else's curriculum. Genuine tech savviness: comfortable evaluating, selecting, and driving adoption of HR/engagement/performance platforms, and thinking in terms of automation and process efficiency, not just policy. Solid stakeholder management — equally credible in front of a first-time manager and an EXCOM member. Creativity and curiosity — energized by building something from a blank page rather than running an existing playbook. Comfortable operating in a multi-cultural, multi-entity environment (Belgium, France, US) with a profound understanding of the US working culture. Excellent written and spoken English; French fluency would be an advantage. Experience building or professionalizing an HR function during a high-growth phase (not just operating within a mature one) would be preferred. Experience driving AI or technology adoption / digital change management within an organization is preferred. Genuine interest in sleep, health, and helping people better understand and improve their well-being.
- Why You'll Love Working Here: Mission that matters: you're helping fix a healthcare blind spot that affects over a billion people worldwide who don't get the sleep care they need. Real ownership, fast: four meaningful programs, largely undefined today, that are yours to design — not a seat in an existing machine. A seat close to the decisions: you'll work directly with the HR Director and have visibility at EXCOM level, on a team that's small enough that your work is seen and used, not filed away. A team built for this stage: a lean, senior, international HR team that already agrees on the gaps you're being hired to close — you won't have to build the case for why this role matters. Growth of your own: joining a company scaling from ~150 to 300+ people over the next two years means the scope of this role will grow with it.
- Our Core Values: At Sunrise Group, we keep things clear and simple ✨, value trust and collaboration 🤝, and lead with optimism and compassion 🌞. These values guide everything we do.
- What We Offer: Meaningful work that directly improves peoples' lives. Be part of an international team across the US, France, Belgium. Annual team offsite. Comprehensive health benefits (medical, dental, vision). FREE One Medical membership. 401(k) with company match. 20 days PTO + 10 paid holidays + 80 hours paid sick leave. Monthly phone and internet stipend.
- Compensation: Compensation $90,000 - $120,000 depending on experience. Also later: Compensation Range - Depending On Experience $90,000—$120,000 USD. We'll include once.
We need to avoid duplication. Also remove EEO statement at end.
Now decide sections: We'll have:
About the role
(contains About Dreem Health + Your Opportunity)Responsibilities
(What You'll Do)Requirements
(What You Bring) maybe also Qualifications; but we can combine.Benefits
(Why You'll Love Working Here + What We Offer + Core Values? Could be separate but we can combine into Benefits.)Pay
(Compensation) We should not create Schedule. We need to ensure we don't include filler like "commensurate with experience". Not present. Now format. Inside About the role: we can have two paragraphs: one about Dreem Health, one about Opportunity. We must not use markdown. We'll output:About the role
About Dreem Health, by Sunrise Dreem Health is America's leading digital sleep clinic. Powered by Sunrise's technology, Dreem Health makes sleep care simple — replacing long waits and in-lab sleep studies with home-based testing, expert telehealth visits, and personalized treatment plans that are easy for patients to follow. We're fixing the broken sleep care journey and helping more people get the care they need — from home, on their schedule.
Sunrise's HR function is being built from the ground up, in real time, while the company doubles in size. The foundations — job architecture, leveling, reward philosophy — are now taking shape. What's missing is the layer that keeps people