Senior Director, People

📋 Description

• • Nest Health is seeking a visionary and strategic Senior Director, People to join its executive leadership team and champion its mission to make comprehensive, compassionate healthcare radically accessible to families in need. As a pivotal leader, you will be instrumental in shaping the future of our organization by owning and driving the entire People function, from high-level strategy and budget management to the intricate details of team structure and execution. This role is critical for building, retaining, and developing an exceptional, mission-aligned talent pool within a dynamic, services-based healthcare delivery environment where our people are the cornerstone of value creation.
• • You will be tasked with designing and implementing a scalable, high-performance People strategy that not only enables clinical excellence and operational rigor but also supports sustainable growth. A key focus will be fostering a culture deeply rooted in Nest Health's CHARJ values—Collaboration, Humility, Authenticity, Resourcefulness, and Joy. This involves ensuring that our People systems, organizational structure, and leadership capabilities evolve in lockstep with the company's expansion. By strategically aligning talent acquisition, organizational design, leadership development, total rewards, and People infrastructure with overarching company objectives, you will cultivate an environment where every team member can thrive and Nest Health can significantly expand its impact across diverse markets.
• • In the realm of Executive Leadership & Strategy, you will serve as a trusted strategic advisor to the CEO and executive team, offering expert counsel on critical areas such as organizational design, long-term workforce planning, succession strategy, enhancing leadership effectiveness, and cultivating a robust organizational culture. You will take full ownership of the enterprise-wide People strategy, including its budget and annual operating plan, ensuring meticulous execution. A significant part of your role will involve designing and leading the structure of the People function itself, which includes the strategic hiring, development, and ongoing optimization of the People team. You will be responsible for building and scaling a modern HR operating model, encompassing sophisticated business partnering capabilities, efficient shared services, and a resilient, scalable People Operations infrastructure. Your executive-level presence and ability to influence will be crucial in engaging with both clinical and operational leadership teams.
• • Regarding Talent Acquisition & Workforce Planning, you will spearhead the enterprise recruiting strategy, a vital function in a healthcare services setting where clinicians and care teams are fundamental to service delivery and organizational growth. Your mandate will be to ensure the implementation of scalable, data-driven hiring processes designed to attract high-performing, diverse, and mission-aligned talent across both clinical and non-clinical roles. You will lead proactive workforce planning initiatives to effectively support new market launches, model clinical capacity, and facilitate operational expansion. Furthermore, you will develop compelling employer branding and retention strategies to firmly establish Nest Health as an employer of choice within the competitive value-based care landscape.
• • For Organizational Effectiveness & Performance, you will design and oversee comprehensive enterprise-wide performance management systems, robust leadership development programs, strategic succession planning, and clear career architecture frameworks. You will actively coach executives and senior leaders, empowering them to enhance accountability, elevate team performance, and foster seamless cross-functional collaboration. A key initiative will be building manager capability at scale through structured enablement programs, targeted leadership development initiatives, and effective feedback systems. You will also lead organization-wide change management efforts, expertly guiding the company through transitions related to growth, restructuring, technology implementation, and market expansion.
• • In Total Rewards & Compensation Strategy, you will design and manage a comprehensive total rewards strategy, encompassing salary structures, performance-based incentive programs, equity design, and benefits packages. You will ensure that the compensation philosophy is meticulously aligned with market competitiveness, long-term financial sustainability, and desired performance outcomes. Establishing clear governance and review processes for compensation decisions and effective workforce cost management will be essential. Continuous evaluation of benefits offerings will be undertaken to enhance employee well-being, engagement, and retention.
• • Focusing on Employee Experience & Culture, you will architect a best-in-class employee experience that spans the entire employee lifecycle, from onboarding to offboarding, catering to both distributed and clinical teams. You will lead employee engagement and retention strategies, ensuring they are informed by robust data analysis and workforce insights. Championing inclusive and equitable people practices will be paramount, embedding measurable Diversity, Equity, and Inclusion (DEI) goals into talent systems and leadership expectations. Ensuring strong internal communication alignment, particularly during periods of significant change and growth, will be a key responsibility.
• • Overseeing People Operations & Infrastructure, you will manage all aspects of People Operations, HR systems, compliance, benefits administration, employee relations, and workforce analytics. The goal is to build scalable processes and systems that effectively support multi-market growth and navigate complex regulatory environments. You will leverage HRIS, ATS, and reporting tools to drive informed executive decision-making and establish key performance indicators (KPIs) and dashboards to meticulously track engagement, retention, performance, hiring efficiency, and workforce costs.
• • Finally, in Risk Management & Governance, you will own enterprise risk management as it pertains to people practices, compliance, and overall organizational health. You will lead or oversee investigations, employee relations matters, performance interventions, and terminations in close partnership with the Legal department. Ensuring strict compliance with all federal, state, and healthcare-specific employment regulations is non-negotiable. Proactively identifying organizational risks and implementing effective mitigation strategies will be crucial. Establishing robust governance frameworks that guarantee consistency, fairness, and legal integrity across all markets will be a core function of this role.