Brook Health is a digital health company. Brook offers a set of products and services extending health-care-management beyond the walls of doctors’ offices and into people’s homes and their day-to-day lives. Brook provides people who are living with chronic conditions a highly personalized high-touch support via a smartphone app offering AI tools, data collection through connected devices, and real-time access to health coaches to make smart, daily decisions and to build healthy habits to achieve their long-term health goals. Brook also offers a CDC-approved preventative program for people who are at high risk for diabetes. For primary care providers, Brook offers SaaS tools for continuous remote monitoring, providing insights into their patient’s health needs, enabling a new model of care, and early preventative interventions with our own care delivery team resulting in better health outcomes.

Brook offers a dynamic work experience with team members in multiple time zones. We have a fast-paced, user-centric, high-expectation, constantly-improving-ourselves type of culture. Our goal is to change the approach to pre-condition and chronic condition care management, to use technology to support health-care providers in improving patients’ health outcomes.

Job Overview

The Human Resources (HR) Director will be responsible for expanding the HR function to drive strategic initiatives and partner with the senior leadership team of the business. Reporting directly to the VP of Finance and indirectly to the CEO, this role will work collaboratively with senior leadership and employees across the organization.

This is the first full-time position in the HR department, so the ideal candidate has a passion for owning and building a department within a growing organization. This role will initially be owning all facets of HR, but will be hiring additional HR resources. Brook currently works with multiple recruiting consultants and an executive level HR consultant. The executive HR consultant will remain involved during a transition period and as a resource for special projects going forward.

Key Responsibilities

Workforce Strategy:

• Translate Brook’s strategic objectives into a workforce strategy which ensures the right talent is in the right roles at the right time.
• Create a strategic compensation program with a heavy focus on the strategy and execution of variable compensation and equity compensation.

Organizational Effectiveness

• Advise colleagues on how to optimize the business through alignment of talent within the organizational structure.
• Establish and implement human resource efforts that effectively communicate and support the company’s business objectives.
• Serve as a collaborative member of the extended leadership team and provide consultative coaching to colleagues to make key talent and workforce decisions in support of the workforce strategy.
• Manage complex employee relations matters, driving favorable resolutions as quickly as possible.

Talent & Performance Management

• Design a best-in-class employee lifecycle management process to attract and retain the best possible talent. Key focus areas include recruitment strategy and selection, onboarding and career planning and development.
• Craft human resource planning models to identify competency, knowledge and talent groups and create specific development programs for filling the gaps.
• Design training, career progression paths and talent strategies targeting high potential talent to create a pipeline of leadership for key roles.
• Develop rewards and recognition solutions to create high alignment between performance and total compensation.

Compensation & Benefits

• Maintain a best-in-class total compensation structure

Employee engagement

• Construct a comprehensive employee engagement plan that motivates, incentivizes and rewards employees for effective performance.

Day to day operations:

• Act as first point of contact for employee requests
• Drive all facets of the employee lifecycle - onboarding, offboarding, changes
• A seamless onboarding process for all new hires
• Complete all employee-related compliance tasks
• Execute all employee rewards and recognition programs.
• Facilitate the HR-side of payroll and partner with Finance team to process payroll on a weekly basis
• Act as System Administrator for the HRIS system and resolve all employee issues related to the system
• Perform data entry for all new hires, terminations, organizational changes, electronic documentation and other daily changes as needed.
• Ensure a seamless offboarding process from resignation to exit
• Provide data and company wide audit and compliance requests
• Partner with other team members on internal employee communications activities including but not limited to all hands administration and surveys
• Plan, organize and and provide support for company-wide activities and events.