[Hiring] Senior Manager, People Operations @9amHealth

Role Description

The Sr. Manager of People Operations is responsible for building and operationalizing the company’s core people systems, translating strategic direction into scalable programs that drive performance, consistency, and growth. This is a builder role, owning the design, rollout, and ongoing management of People programs (performance, onboarding, leveling, and systems), while partnering closely with the VP of People and cross-functional leaders to ensure adoption across the organization.

What you’ll do

• Performance & Talent Infrastructure
  • Own the build, rollout, and ongoing management of performance management programs (review cycles, calibrations, feedback frameworks), in partnership with the VP of People.
  • Operationalize leveling frameworks through clear documentation, tools, and manager guidance.
  • Build and maintain role-based competency frameworks aligned to organizational levels.
  • Own execution of performance cycles, ensuring consistency, quality, and timeliness.
  • Identify skill gaps through data and translate insights into actionable programs.
  • Support succession planning and internal mobility by maintaining accurate talent data and visibility.
  • Partner with VP of People and external partners to build and document compensation structures aligned to leveling.
  • Standardize and maintain job descriptions across the organization, ensuring alignment to leveling, scope, and role clarity, in partnership with managers and HRBP.
• Onboarding & Employee Lifecycle Programs
  • Own and continuously improve a scalable, structured onboarding experience across corporate and clinical teams.
  • Define and implement 30/60/90-day frameworks in partnership with hiring managers.
  • Ensure onboarding programs translate effectively across distributed and agency-based workforces.
  • Build and standardize offboarding processes, including knowledge transfer and exit insights.
• Manager Enablement & Program Adoption
  • Develop manager toolkits, playbooks, and training to support performance, feedback, and team leadership.
  • Partner with HRBP to ensure consistent adoption of People programs.
  • Establish clear guidance for documentation, feedback, and escalation pathways.
  • Ensure managers are equipped to apply leveling, performance, and compensation frameworks effectively.
• People Infrastructure & Systems
  • Own People systems (HRIS and related tools), including implementation, optimization, and ongoing management.
  • Drive cross-functional alignment across People, Recruiting, Finance, and business teams to ensure successful rollout of programs.
  • Lead change management and communication for new People initiatives to drive adoption across the organization.
  • Build and maintain process documentation, workflows, and operational playbooks.
  • Ensure data integrity, reporting accuracy, and audit readiness.
  • Provide payroll oversight support, building redundancy into existing processes.
  • Evaluate and recommend tools and system enhancements based on business needs.
• Workforce Data & Planning Support
  • Leverage workforce data and reporting to identify trends, gaps, and opportunities (capacity, attrition, skill gaps) and inform decision-making.
  • Provide insights and recommendations to inform workforce planning, org design, and hiring decisions in partnership with the VP of People and Finance.
  • Partner with Talent Ops to ensure accuracy, integrity, and usability of workforce data and dashboards.
  • Support employee classification audits (W2, contractor, exempt/non-exempt) in partnership with legal counsel and VP of People.
• Interim HRBP Coverage (if needed)
  • This scope is temporary until a dedicated HRBP is hired.
  • Provide day-to-day manager support on performance, team health, and organizational challenges.
  • Support employee relations and leave processes, escalating as needed.

What success looks like

• People systems (performance, onboarding, leveling) are clear, consistent, and scalable.
• Managers are enabled and confident in how they lead and manage performance.
• People programs evolve from ad hoc → structured → repeatable.
• Workforce data is accurate and actively used to inform decisions.
• The People function operates as a cohesive system, not reactive work.

Qualifications

• Experience building and scaling People programs and operations in a high-growth (Series A–C) environment.
• Proven ability to translate strategy into execution and drive cross-functional adoption.
• Deep expertise in performance management, leveling, and employee lifecycle programs (onboarding through offboarding).
• Strong experience owning and optimizing People systems (HRIS), data integrity, and compliance processes.
• Ability to operate effectively in ambiguity and build from scratch in a fast-paced environment.
• High ownership mindset with strong attention to detail and operational rigor.
• Strong communication and collaboration skills across functions and distributed teams.

Preferred Qualifications

• Bachelor’s degree or equivalent experience in HR, Business, or a related field.
• Minimum of 6–8 years of experience in People Operations, HR, or HRBP roles.
• Experience building People systems and programs from early-stage through growth-stage companies.
• Strong analytical and systems-thinking skills with the ability to translate data into action.
• Experience supporting workforce planning, org design, and headcount modeling.
• Experience partnering with clinical or regulated workforces is a plus.
• Demonstrated ability to operate in ambiguity and lead through change.

Benefits

• Comprehensive benefits package, including health, dental, and vision insurance.
• Flexible PTO and work from home options.
• Professional development budget and support for continuing education.
• Opportunity to make a meaningful impact on chronic disease management and patient outcomes.
• Collaborative, mission-driven culture focused on improving healthcare accessibility and affordability.

Our commitment to diversity and inclusion

Diabetes disproportionately impacts BIPOC (black, indigenous, and people of color) communities. We are committed to creating a workforce that reflects our patients and creating a positive healthcare experience for them. We welcome applications from people of color, LGBTQ+ individuals, people with disabilities, members of ethnic minorities, and foreign born residents.