Sr. Manger, People Operations

Title: Senior Manager, People Operations

Reports to: Chief Operating Officer

Direct Reports: People Operations Specialist | Recruiter (Future)

Indirect Reports: None

About Us:

myLaurel is the leader in home-based acute care tailored to the needs of frail, elderly, and complex patients. Our innovative Recovery at Home, Rapid Advanced Care, and Acute Care at Home models provide unmatched utilization reduction and readmission prevention for high-risk populations. Utilizing an interdisciplinary team of telehealth physicians, in-home paramedics, and RN care managers, myLaurel ensures patients avoid the conventional acute care journey from ER to admission to post-acute care. The innovative care model creates dramatic cost savings, helps patients avoid hospital-acquired conditions, and radically improves the patient and caregiver experience.

myLaurel Health has three clinical service programs:

• Rapid Advanced Care: on-demand in-home acute care
• Acute Care at Home: hospital patients are discharged home, and advanced care is continued in the home while simultaneously providing transition care, reducing time in the hospital and significantly reducing readmissions
• Recovery at Home: post-hospital discharge program
  
  

Summary Description

The Senior Manager, People Operations will lead the development and execution of strategic HR initiatives that foster a scalable, people-first organization. This role will oversee areas of People Operations - including employee experience, performance management, compliance, onboarding, and HR process optimization - while ensuring alignment with organizational values and growth goals. As a strategic partner to leadership, this individual will help shape a positive, inclusive workplace culture and drive continuous improvement across the employee lifecycle.

While the primary focus is on strengthening core HR operations, this role will also support recruitment efforts by developing efficient, scalable hiring processes in collaboration with the department leaders. The Senior Manager will play a key role in refining the talent acquisition function to ensure it meets evolving workforce needs without compromising on candidate quality or experience. The ideal candidate brings strong process development expertise, including project management, a collaborative customer-focused mindset, and a passion for building empowered high-performing teams.

Key Responsibilities:

• Lead and enhance the day-to-day operations of the People function, ensuring excellence in execution across the employee lifecycle
• Design and implement scalable processes in performance management, onboarding, compliance, PEO partnership, and employee engagement
• Develop and implement organizational policies and standard operating procedures (SOPs) to ensure compliance and foster a positive work environment
• Develop and execute a comprehensive talent acquisition strategy aligned with organizational goals
• Stay current on the most innovative recruiting trends and tools to build and manage a high-quality talent pipeline for both clinical and non-clinical positions
• Build a close collaborative partnership with your hiring teams, to run an efficient, objective, and inclusive recruiting process and onboarding process
• Own the candidate experience, keeping it top of mind throughout the recruitment process and training the myLaurel team to do, as well
• Provide strategic guidance to senior leadership on talent management and People Operations matters
• Develop recruiting reports and dashboards to track and communicate metrics to the business, while simultaneously using metrics to drive performance across the team
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training
• Payroll processing in support and partnership with the Finance Department
• Maintain employee personnel files
• Conducts or acquires background checks and employee verifications
• Other duties as assigned
  
  

Key Competencies

• Strategic thinking: Ability to align People Operations strategy with business objectives, anticipate future talent needs, and implement scalable solutions that support long-term organization success
• Mentorship & Coaching: Demonstrated experience developing, mentoring, and empowering team members and leaders to enhance individual performance and support career growth
• Change Management: Skilled in guiding teams through organizational transformation, process improvements, and cultural evolution while minimizing disruption and maintaining employee engagement
• Operational Management: Strong focus on process optimization, systems implementation, and People Operations compliance to ensure consistent and efficient delivery of People services
• Influence & Partnership: Proven ability to build trust and credibility with senior leaders, cross-functional teams, and employees at all levels through thoughtful communication and strategic partnership
• Employee-Centric Mindset: Deep commitment to employee experience, engagement, and well-being; uses feedback and data to create inclusive, high-performance workplace environments
• Analytical Thinking: Leverages data and insights to inform people strategies, assess risks, and support organizational decision-making
• Communication Skills: Articulates ideas clearly and persuasively in both written and verbal formats; skilled in adapting messaging for different audiences and driving alignment
• Emotional Intelligence: Navigate complex interpersonal situations with empathy, discretion, and professionalism - especially when managing employee relations or organizational change
• AI Proficiency: Demonstrates understanding and practical application of AI tools, such as Gemini, to enhance People Operations processes, data analysis, and strategic planning
  
  

Key Performance Indicators (KPIs)

• Time-to-fill open positions
• Overall talent acquisition cost-effectiveness
• 90-day retention rate
• Impact of People Operations initiatives on organizational performance
• Employee engagement and retention
• Compliance with onboarding requirements
  
  

Requirements

Essential

• 7+ years of progressive HR and Talent Management
• A Bachelor’s degree or equivalent in Human Resources, business administration, or other discipline is required. HR certification, e.g., PHR/SHRM-CP or SPHR/SHRM- SCP, is a plus
• The ability to thrive, and provide structure, in an ambiguous environment.Ability to work in an autonomous environment
• Ability to manage up with cross functional leaders
• Experienced working with a dispersed workforce
  
  

Preferred

• Experience with Justworks and talent management system (i.e. JazzHR)
• Experience with LMS, preferably Healthstream
• Experience recruiting for clinical roles (Nurses, NP/PA, MD’s, Specialists, etc)
• Experience recruiting at a startup and/or within the healthcare industry
  
  

Special Considerations

• Prolonged periods of sitting at a desk and working on a computer
  
  

Location:

• Permanent full-time remote schedule (Eastern and Central Time Zones preferred)
• Some evening work may be required to ensure candidates are closed
  
  

Employee Classification: Exempt

Salary: $105,000 to $120,000

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