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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. This is a builder role with one direct report, focused on performing the analytical work yourself.

Responsibilities

Own compensation philosophy, structure, and bands end to end, including refreshing bands at least annually.
Act as the steward of the compensation philosophy across the organization, ensuring consistent application.
Run market research for compensation banding decisions, benchmarking corporate and clinical roles.
Hold the commitment that total compensation for clinical roles sits above market.
Design, implement, and oversee metrics bonus programs.
Build and maintain compensation models for cost of changes, merit cycles, offer scenarios, and total compensation views.
Bring new compensation strategies that drive business results.
Serve as the review point on offers and internal adjustments, ensuring defensibility, equity, and adherence to band.
Run the annual compensation cycle end to end.
Own compensation documentation, including team and role-specific design, role-level one-pagers, and leveling guidance.
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.
Automate ratio-based logic in the headcount plan for staffing triggers.
Run the intake and approval process for new and backfill role requests.
Build scenario capability for leadership to assess growth pace impacts on hiring and cost.
Own people analytics and reporting for the company.
Own dashboard suite across headcount, growth, hiring funnel, time to fill, turnover, retention, engagement, compensation distribution, and manager effectiveness.
Take ownership of recruiting dashboards and drive their evolution, optimization, and maintenance.
Turn analysis into recommendations with a clear point of view on actions.
Establish definitions, data hygiene standards, and reporting cadence for trustworthy numbers.
Own knowledge management for the company, including structuring and governing Notion.
Set clear standards for documentation creation, organization, naming, and maintenance, and drive adoption.
Ensure people can find information without asking a person, and that information is current.
Partner with L&D on the intersection of documentation and training.
Take ownership of high-value People projects that need a senior operator.
Scope, plan, and drive strategic projects to completion with minimal direction.
Evaluate, select, and implement People technology as needs evolve.
Manage the People Operations & Credentialing Manager, setting standards and holding outcomes for onboarding, provisioning, and credentialing.

Requirements

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.
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, advanced in spreadsheets, comfortable building models, and able to work with messy data.
Excellent project management skills; ability to hold multiple workstreams and sequence them sensibly.
Fluency with People technology, including HRIS, ATS, and performance platforms.
Track record of implementing or meaningfully improving at least one People technology.
Comfort in ambiguity; ability to move across unrelated problems, define work, and proactively identify value-add opportunities.
Clear, direct communication skills, capable of writing concise recommendations.
Bachelor's degree required.

Skills

Compensation strategy
Compensation philosophy
Compensation bands
Market benchmarking
Total compensation design
Metrics bonus programs
Compensation modeling
Headcount planning
Workforce modeling
People analytics
Reporting
Dashboard creation
Knowledge management
Notion governance
Project management
Spreadsheet proficiency
HRIS
ATS
Performance platforms
Lattice
Greenhouse
Notion

Location

New York City area preferred
Remote possible
Regular travel to New York and Tampa Bay clinics

Work Type

Full-time

Experience Level

Senior
Director

Education Level

Bachelor's degree

Salary/Compensations

$170,000 - $180,000 base salary + generous performance bonus

Benefits

Health, dental, and vision insurance
Paid time off
401(k) with company match

About the Company

Greenbrook Medical is building the new standard in primary care, delivering high-touch, relationship-based care through neighborhood clinics.
The model prioritizes time with patients, strong care coordination, and a personalized approach to improve outcomes and lower total cost of care.
The company takes full accountability for patient outcomes and overall cost of care.
Rooted in Tampa Bay and partnered with Tampa General Hospital, Greenbrook Medical is entering an exciting phase of growth.
The company is backed by strong unit economics, experienced operators, and a proven playbook.

Equal Opportunity

Greenbrook Medical believes the only way to accomplish its mission is by building the best team in healthcare through a culture of respect and belonging.
Equal employment opportunity will be extended 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.
Encourages all who share the mission to apply.
Will provide reasonable accommodations during the recruitment process.