Director of People & Culture

People are the most important part of Surgo Health. All of our work and the impact our company makes is because of our creative, dynamic, and collaborative team. As our Director, People & Culture, you will have the unique opportunity to shape the organization's culture, talent management strategies, and employee experience. This role requires a passionate and dynamic contributor who will report directly to the CEO, collaborate closely with the CFO and Senior Leadership team, will have the Talent Acquisition Manager report into them, and work with employees across the organization to foster an engaging work environment that supports professional growth, inspiration, and fun.

The Director, People & Culture will be responsible for managing various People and HR operations, including employee recruitment, retention, and engagement, performance management, HR policies and procedures, resource planning, and risk management. You will be a leader internally and externally - as you bring innovative, best practices into the company as well as showcase Surgo Health as one of the ‘best companies to work for’. This is the right role for you if you are passionate about the start-up space and are proactive, results-orientated, and enthusiastic to work with our team. The ideal candidate is a community builder who exhibits drive and initiative, possesses a team mindset, and has a desire to positively impact others.

What you’ll achieve:
Employee Engagement and Culture:

• Lead the direction, goals, and initiatives for fostering a collaborative and engaging workforce culture
• Build relationships with employees to understand their challenges and celebrate their successes and in doing so, promote a positive and inclusive workplace culture
• Lead externally in promoting Surgo Health as a Great Place to Work, at various forums, events, investor meetings, etc.

Talent Recruitment & Retention:

• Work with senior leaders to identify hiring needs and manage recruitment processes
• Innovate around talent identification and recruitment strategies - design recruiting strategies (tested and novel) and work with talent manager and leadership team to implement them
• Capitalize on existing external relationships and bring in new relationships in various spaces (pharma, academia, healthcare technology) to identify resources for the present and the future needs
• Manage the onboarding and offboarding of employees
• Provide coaching and mentorship to employees; promote high quality work
• Oversee the development and training needs of employees
• Design and implement an annual performance review process and strategy
• Manage the internship program from end to end.

Benefits & Compensation:

• Develop and implement HR compensation and benefit policies and processes
• Administer compensation, insurance benefits, and other benefit programs
• Collaborate with vendors and brokers on benefits design
• Manage the annual benefits enrollment process in Fall

Resource Strategy, Planning & Management:

• Collaborate with senior leadership to align resource plans and HR initiatives with organizational goals
• Develop and analyze key HR metrics to inform strategic decisions
• Stay informed on HR trends and recommend policy and/or process changes; liaise with your counterparts in other companies in the healthcare technology space to identify opportunities
• Lead employee engagement, performance management, and benefit programs
• Ensure the company is compliant with current employment laws and regulations; ensure that the Employee Handbook is updated
• Set and monitor the HR budget and expenditures
• Maintain all required employee records in the payroll and other systems
• Create and build institutional knowledge - the way we work, our philosophy around People & Culture.

About you:

• Bachelor’s degree required; Master’s degree a plus
• 10+ years of experience in people and human resources industry
• Experience in an innovative start-up like environment
• Knowledgeable of HR policies and procedures
• Knowledgeable of global, federal, state, and local employment laws.
• Experience with HR software systems and/or performance management systems
• Strong communication and interpersonal skills; skilled at building relationships with all levels of the organization and with external stakeholders
• Work experience that required both strategic thinking and quick thinking problem-resolution
• Excellent written and verbal communication skills
• Proven ability to influence cross-functional teams without formal authority