• Partner with leaders to translate delivery demand into actionable hiring plans • Refine skills-based profiles and activate to hire top talent • Build and manage talent pools to support ongoing and future hiring • Design and manage programs to accelerate onboarding and assimilation • Apply and evolve competency frameworks to evaluate talent across the lifecycle • Align development efforts to role-based competencies and career pathways • Create structured feedback and coaching loops that drive measurable improvement • Manage key metrics across hiring, development, and performance; use insights to guide improvements and drive outcomes • Contribute across the People function building foundations and frameworks to support growth as we scale • Operate with a team-first mindset doing what’s needed to move the business forward • Manage programs end-to-end from concept through execution and iteration, continuously improving to enable business outcomes

• Handle Payroll/Personnel routines, such as hiring/onboarding, vacation management, occupational health exams (ASOs), and employee documentation management; • Organize and maintain employee documents, ensuring they are up to date and compliant; • Send and follow up on client-required documentation, ensuring deadlines are met and deliveries are of high quality; • Support the organization and smooth operation of Payroll/Personnel processes.

• Lead employee relations end-to-end: Manage investigations, terminations, accommodations, and documentation in a way that is fast, calm, and legally defensible, containing issues before they escalate • Build clinician performance management systems: Design and run playbooks, decision trees, and templates so most performance issues are resolved without CEO or Head of Clinical Ops involvement • Operate company-wide people systems: Own PEO administration, payroll coordination, benefits administration, and policy documentation, ensuring clean execution across all employee lifecycle events • Scale clinician lifecycle operations: Streamline onboarding, leaves of absence, exits, and role/status changes; partner with Clinical Ops and Provider Growth to support rapid scaling to **1,000+ clinicians** • Support compensation planning: Conduct competitive market reviews, help create pay bands and raise frameworks, and ensure compensation changes are executed cleanly • Build corporate people systems: Work directly with the CEO to establish consistent processes for the corporate team, including onboarding/offboarding, performance management, and structured feedback

Role Description The company is hiring a Sr. Manager-level People Operations Lead to own the day-to-day immediately: - Payroll - Benefits administration - Employee relations - Accommodations - Terminations Beyond execution, they are looking for someone with the potential to grow into a strategic advisor — thinking through: - Compensation strategy - New people systems - Scaling the HR function as they grow As the first people ops hire, this person will establish the function from the ground up, owning: - Employee relations - Performance management - Lifecycle operations - Compliance - Compensation systems This role requires high ownership and sound judgment, including: - Managing investigations - Coordinating with the PEO - Administering pay and benefits - Working with providers on accommodations requests If you're excited by first-principles thinking, high-stakes problem-solving, and building durable systems from scratch in a fast-moving environment, this role is designed for you. Qualifications - 6–10 years of experience in people operations or human resources within a startup, consulting, or high-growth operational roles - Direct exposure to employee relations and pay/benefits administration - First-principles thinker - Ability to design processes that can handle 1,000+ clinicians - Sound judgment in high-stakes situations - Extremely organized and reliable - Bias for action - Hands-on with systems Requirements - Employee relations experience is non-negotiable - Strong ownership mentality - NYC-based preferred, but open to remote for the right candidate Benefits - Unique culture of thoughtfulness, kindness, and high-performance - Daily lunch together in NYC - Integration of perspectives from experts, including clinicians and autistic self-advocates - Diverse team backgrounds from prestigious firms and schools Company Description The culture is a unique mix of thoughtfulness, kindness, and high-performance. They take time to eat lunch together every single day in NYC, while also setting ambitious goals and holding themselves accountable to them. - Clients first: Solve real problems for clients - Find a Way: Use ingenuity and determination to accomplish goals - Raise the Bar: Grow deliberately and seek feedback - Be a Good Person: Be kind, honest, and respectful