[Hiring] Director of People Strategy @TGH Senior Center Powered by Greenbrook Medical

Role Description

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. When a question comes up about what a role should pay, whether our staffing plan still holds as panels grow, or what our data actually says about retention, you own the answer.

This is a builder role with one direct report. You will do the analytical work yourself rather than direct a team that does it, and you will manage our People Operations & Credentialing Manager, who runs onboarding and offboarding logistics, technology provisioning, and physician credentialing.

You will be effective here if you are comfortable with ambiguity, move fluidly across unrelated problems in the same week, and consistently identify where you can add the most value rather than waiting to be assigned it.

Location: New York City area preferred. We are open to remote for the right person, with regular travel to New York and to our Tampa Bay clinics.

What You'll Do

• Compensation Strategy & Execution
  • Own our compensation philosophy, structure, and bands end to end, including refreshing bands at least annually as the market and our roles change.
  • Act as the steward of that philosophy across the organization.
  • Run the market research behind every banding decision.
  • Hold our commitment that total compensation for clinical roles sits above market.
  • Design, implement, and oversee our metrics bonus programs.
  • Build and maintain the compensation models.
  • Bring us new compensation strategies that drive business results.
  • Serve as the review point on offers and internal adjustments.
  • Run the annual compensation cycle end to end.
  • Own our compensation documentation.
• Headcount Planning & Workforce Modeling
  • Own the headcount planning process end to end.
  • Maintain the headcount model as the single source of truth.
  • Automate the ratio-based logic in the plan.
  • Run the intake and approval process for new and backfill role requests.
  • Build the scenario capability that lets leadership ask what a change in growth pace means for hiring and cost.
• People Analytics & Reporting
  • Own people analytics and reporting for the company.
  • Own our dashboard suite across various metrics.
  • Take ownership of the recruiting dashboards currently in build.
  • Turn analysis into recommendations.
  • Establish the definitions, data hygiene standards, and reporting cadence.
• Knowledge Management
  • Own knowledge management for the company.
  • Set clear standards for how documentation is created, organized, named, and maintained.
  • Make sure people can find what they need without asking a person.
  • Partner with L&D on the intersection of documentation and training.
• Strategic Projects
  • Take ownership of high-value People projects.
  • Scope, plan, and drive these projects to completion.
  • Evaluate, select, and implement People technology.
  • Manage the People Operations & Credentialing Manager.

What Success Looks Like

• Compensation bands are current, externally benchmarked, and internally equitable.
• Clinical total compensation is verifiably competitive.
• Metrics bonus programs run on a predictable cycle.
• The headcount model is trusted as the single source of truth.
• Ratio-based staffing triggers run automatically.
• A standing set of People dashboards is live, accurate, and reviewed monthly.
• Notion standards are documented, adopted, and maintained.
• The CPO's time is measurably redirected toward the highest-value work.

Qualifications

• 10+ years of experience across compensation, people analytics, HR strategy, or people operations.
• Experience at a company that had already built strong People fundamentals.
• Deep compensation expertise.
• Strong quantitative and analytical skills.
• Excellent project management skills.
• Fluency with People technology.
• Comfort in ambiguity.
• Clear, direct communication.
• Based in the New York City area, or willing to travel regularly.
• Bachelor's degree required.

You'll Stand Out If You:

• Have compensation experience spanning both corporate and clinical roles.
• Have built workforce planning models driven by operational ratios.
• Have automated meaningful parts of a manual process.
• Bring a blend of management consulting and in-house experience.
• Have worked in healthcare or another distributed frontline workforce environment.
• Have administered Lattice.
• Have been trusted with critical projects.

Benefits

• $170,000 - $180,000 base salary + generous performance bonus.
• Health, dental, and vision insurance.
• Paid time off.
• 401(k) with company match.

Our Selection Process

• Application
• Initial interview
• Skills/experience interview
• Peer interviews
• Values interview
• Case study interview
• References

Equal Employment Opportunity and Commitment to Diversity

At Greenbrook Medical, we believe the only way we accomplish our mission is by building the best team in healthcare. We do this through a culture of respect and belonging, ensuring our teammates feel cared for first and foremost.

We will extend equal employment opportunity 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. We encourage all who share our mission to apply.

Greenbrook Medical will provide reasonable accommodations during the recruitment process. If you need additional accommodations or assistance, do not hesitate to contact our People team at [email protected] .