At Dietitian Live, we are transforming healthcare by delivering accessible, human-centered, and outcomes-driven nutrition care through a nationwide network of registered dietitians. As we scale rapidly, our People Operations team plays a critical role in building the infrastructure, culture, and talent strategy needed to support a high-performing, mission-driven workforce.

We are seeking a strategic and operationally strong Senior Manager of People Operations to lead and scale the company’s people infrastructure during a period of rapid growth. This individual will drive initiatives across employee experience, retention, HR operations, manager accountability, and scalable people systems that support a high-performing and mission-driven workforce.

The Senior Manager, People Operations will partner closely with executive leadership — including the COO, CCO, Talent Acquisition, clinical leadership, and department leaders — to create a more consistent, supportive, and accountable employee lifecycle. The ideal candidate is a proactive and people-centered leader who thrives in fast-paced environments, brings strong operational rigor, and is passionate about building systems and culture that enable teams to perform at their highest level.

Our clinical outcomes reflect the impact of our model. In an internal cohort study (n=113), Dietitian Live’s intervention significantly reduced A1C levels across both pre-diabetes and Type 2 diabetes populations. Reversal to normal A1C levels reached 81% in pre-diabetes and 28% in Type 2 diabetes without GLP-1s, and 92% in pre-diabetes and 19% in Type 2 diabetes with GLP-1s, with all findings statistically significant at p<0.001. Results were independently verified by Dr. Kamil Borkowski, Research Scientist at University of California, Davis.

Key Responsibilities

• Lead day-to-day People Operations, HR processes, and employee lifecycle support.
• Partner with the COO to build and maintain a consistent retention and employee experience strategy.
• Oversee employee relations, documentation, compliance support, and people-related workflows.
• Support managers with coaching, performance conversations, employee concerns, and accountability practices.
• Partner with Talent Acquisition to improve hiring quality, role clarity, and new-hire retention.
• Build and manage retention tracking, stay interviews, exit interview themes, and employee risk indicators.
• Ensure consistent 30/60/90-day check-ins and first-year employee touchpoints.
• Partner with the CCO and clinical leaders to connect people trends with training, leadership development, and performance readiness.
• Develop people dashboards and reporting that highlight attrition trends by role, team, tenure, and manager.
• Help create scalable HR policies, manager tools, and employee communication processes.

Success Measures

• Improved first-year retention and reduced avoidable attrition.
• Consistent completion of employee check-ins and stay interviews.
• Stronger manager accountability, documentation, and follow-through.
• Better visibility into people trends and employee experience.
• Faster identification of retention risks.
• Stronger partnership across People Ops, Talent Acquisition, Onboarding, and Clinical Leadership.

Benefits

• 401(k)  
• Medical, Dental, and Vision insurance  
• Short-Term Disability insurance  
• Life Insurance  
• Employee Assistance Program  
• Flexible Time Off  
• Paid Parental Leave  
• MacBook laptop, monitor, and peripherals provided  
• Remote-First Environment   

Qualifications

• 5+ years of progressive HR, People Operations, or HRBP experience.
• Experience supporting a remote, distributed, clinical, healthcare, service-based, or high-growth workforce preferred.
• Strong employee relations and manager coaching experience.
• Comfortable building processes from the ground up.
• Strong communication, judgment, confidentiality, and follow-through.
• Experience with HR systems, reporting, onboarding workflows, and retention initiatives.
• Ability to balance empathy with accountability.
• SHRM-CP, SHRM-SCP, PHR, or SPHR preferred but not required.

Ideal Candidate ProfileThe ideal candidate is not only an HR policy expert, but a true people operations partner. They understand that retention is influenced by hiring, onboarding, training, communication, manager consistency, and culture. They can work comfortably with executives while also supporting frontline leaders and employees.

Working StyleThis role requires strong follow-through, clear communication, thoughtful prioritization, and the ability to work in a mission-driven, people-centered organization that is scaling quickly.