Director of People Operations

Sixty million adults experience mental health challenges in the United States, yet one-third lack access to proper care. Opioid overdose is the number one cause of death for people under 50 in the United States. 

We are a clinician-led, tech-enabled provider group that exists to provide culturally competent behavioral health care addiction care, medication management, crisis intervention, and care coordination for people working towards taking back control of their lives, while expanding access to care.

Our vision at ReKlame Health is to create a future where individuals who have historically been unable to access the care they deserve can readily obtain high-quality behavioral health and addiction care. 

At ReKlame Health, it goes beyond mere employment; it's about becoming a part of a formidable movement transcending individuality. Let's unite and forge a world where health equity and effortless access to exceptional mental healthcare can co-exist.

ReKlame Health is seeking a Director of People Operations to own the employee lifecycle for a workforce spanning clinical providers (psychiatric NPs, therapists) and corporate teams across three states. Today this work is distributed across leadership; this role consolidates it into a single accountable function.

The job is four buckets, deliberately weighted toward the first three: talent, performance, and culture. The fourth, the operational engine, is real but supported: a PEO handles payroll, benefits, and multi-state compliance mechanics, and a People Operations Manager reports to you to run day-to-day administration. Much of the foundation already exists: a PEO, a title-and-leveling framework, an onboarding buildout, and a first performance review cycle behind us, but it needs an owner who can systematize, scale, and run it.

We mean that structurally, not as a compliment. Four things come with the seat:

The bar is the point. We are not looking for someone who fills seats; we are looking for someone who consistently lands excellent, mission-aligned candidates who are better than our current average. You own recruiting strategy and pipeline across all three channels — clinical hires (psychiatric NPs, MDs, therapists), non-clinical and corporate hires, and our special programs: internships and early-career pipelines that let us build talent rather than merely source/acquire it. A clinical recruiter drives sourcing and screening on provider roles; you set the strategy, own the bar, and answer for the outcome across all three.

• Define the hiring bar and hold it — scorecards, structured interviews, and calibrated hiring managers, so “great” means the same thing across every team.

• Drive role definition, comp benchmarking, and offer construction, and close the candidates we most want, including the discretion and compliance considerations unique to clinical offers, where licensure and credentialing timelines shape what we can offer and when.

• Build and run our internship and early-career programs as a genuine pipeline — sourcing, structure, mentorship, and conversion into full-time roles.

• Make hiring predictable, measurable, and fast without trading down on quality: pipeline health, time-to-fill, and offer acceptance, as well as quality of hire, 90-day retention, and hiring manager confidence in the slate.

• Maintain the pay band and leveling architecture offers are built from, so parallel clinical and non-clinical careers are compensated coherently by state — and so we can pay for excellence without breaking internal equity.

Performance management here is not a paperwork exercise. It is how we grow people and how our culture gets reinforced or eroded.

• Build review cadence, templates, and calibration so ratings and promotions are consistent across teams.

• Set goal-setting frameworks that connect individual goals to company priorities.

• Development and career pathing: growth plans and clear paths for both clinical and non-clinical tracks, so strong people can see a reason to stay.

• Talent review identifies our high performers and future leaders, deliberately invests in them, and knows where our succession risk lies.

• Manager enablement: coaching a leadership layer to set expectations, give feedback, develop their people, and address underperformance early.

As a growing team finds its rhythm, you will be a stabilizing force.

• Handle the sequencing of sensitive internal communications so change lands well.

• Manage employee relations issues with discretion and fairness.

• Serve as a trusted point of contact for employees, separate from the direct reporting line.

• Protect retention where it costs us most — provider attrition directly affects patient continuity and revenue.

This function should run quietly. With a People Operations Manager reporting to you and a PEO carrying the mechanics, the standard is not that you handled it — it is that it stopped needing to be handled.

You have 7+ years of progressive people operations experience and have built people functions, not just administered them, including hands-on ownership of a PEO or HRIS without a big team behind you. You have likely done this at a scaling healthcare company where the workforce is mixed licensed clinicians and corporate staff.

• A track record of raising the talent bar: you can point to specific hires you landed, how you found them, and how you closed them.

• Full-cycle recruiting experience for both licensed clinical roles and corporate roles, including comp benchmarking and offer construction.

• Experience designing performance review processes, development or career frameworks, leveling, or pay bands from scratch, not inheriting and maintaining them.

• Experience owning a budget and operating at the leadership-team level, advising a founder or CEO directly.

• Demonstrated discretion handling sensitive employee relations matters, and experience managing at least one direct report.

• 4 days a week in person at our beautiful New York City Grand Central Office

• Digital health, Behavioral health, substance use/addiction care, or a similar care-delivery model.

• Clinical hiring compliance: licensure verification, credentialing timelines, and provider onboarding.

• Building internship, residency, or other early-career pipeline programs, including university or training-program partnerships.

• SHRM-CP/SCP or PHR/SPHR certification; onboarding infrastructure in tools like Notion and Trainual.

ReKlame Health provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability status, protected veteran status, or any other characteristic protected by federal, state, or local law. ReKlame Health considers several factors to ensure a fair and competitive offer when evaluating compensation packages. These include the role’s scope and responsibilities, the candidate’s work experience, education, and training, and their essential skills. Internal peer equity is also examined to maintain balance within the organization. Additionally, current market conditions and overall organizational needs are crucial in shaping the final offer. Each aspect is thoughtfully reviewed before an offer is extended, ensuring a comprehensive and equitable approach.

Please be aware of fraudulent recruiting activity carried out by individuals or organizations claiming to represent ReKlame Health. ReKlame Health does not make job offers without an interview process and will never request payment, gift cards, cryptocurrency, or personal banking information from candidates. Official recruiting communications will be sent by authorized representatives through official company email addresses. Candidates should exercise caution and report suspicious activity.

Learn more about us at www.ReKlamehealth.com

*We never ask for money or sensitive personal information during the job application process. If you receive an email or message claiming to be from us that requests such information, please do not respond and report it as a scam.

ReKlame Health uses an automated tool to help screen and score applications for this role. The tool evaluates skills, experience, and qualifications described in your application against the requirements for this position. This tool assists our hiring team but does not make final hiring decisions. All hiring decisions are made by ReKlame Health employees. If you would like to request an alternative selection process, or have questions about how this tool is used, contact hello@reklamehealth.com.