Director of People Strategy and Operations in Minneapolis, Minnesota at Reema Health

Director of People Strategy

Location: Minneapolis, MN

FLSA Status: Exempt

Job Status: Full Time

Work Model: Hybrid

Work Schedule: Monday–Friday with occasional evenings and/or weekends

Vehicle Required: No

Amount of Travel Required: Rare domestic travel

Positions Supervised: Talent Acquisition

Reports To: VP of Finance

At Reema Health, we believe that a personalized, community-based approach to care makes it easier for anyone to access the things they need to make their lives better. We know that life’s challenges often exist because the systems built to help are a burden to navigate. We believe building a relationship with a real person — someone who listens, meets members where they are, and understands the community’s resources — can ease those burdens and effectively connect members to health care. Our mission-driven and member-focused company is seeking an experienced and self-motivated Director of People Strategy & Operations.

Reporting to the VP of Finance, the Director of People Strategy & Operations leads the talent and people strategy that enables Reema to attract, develop, and retain a high-performing, mission-aligned workforce across a multi-state footprint.

This role owns the full talent lifecycle, from employer brand and sourcing through hiring and performance, as well as the HR operations, compliance, and employee relations infrastructure that supports Reema’s growth. The Director of People Strategy & Operations regularly shifts between strategic leadership and hands-on execution, partnering closely with the Finance team on workforce cost modeling and financial planning inputs.

Talent Acquisition and Employer Brand

Develop and execute workforce planning and talent pipeline strategies aligned with Reema’s scaling targets and evolving program needs.Build and maintain Reema’s employer brand strategy, positioning the company as a premier employer in the competitive health-tech and behavioral health ecosystem.Own the full talent acquisition lifecycle, from sourcing and screening through offer and pre-boarding, ensuring a consistent and equitable candidate experience.Standardize structured interviewing practices to reduce bias and ensure consistent, compliant hiring across distributed teams and 20+ states.Ensure hiring practices comply with applicable state and federal requirements, including salary transparency laws.Own and optimize the applicant tracking system (ATS) and recruitment marketing tools; track and report on talent acquisition metrics including time-to-hire, cost-per-hire, pipeline diversity, and offer acceptance rates.

Employee Experience and DEI

Partner with the L&D team to ensure Reema's onboarding experience reflects a strong cultural integration from offer acceptance through Day-1, with clear handoffs and consistent messaging for remote and hybrid staff.Oversee Reema's DEI committee, driving a comprehensive strategy that fosters a culture of belonging and broadens representation across the organization.Develop and iterate employee-centric programs including remote engagement strategies, and culture-carrying touchpoints across the employee lifecycle.Drive company-wide engagement surveys (including eNPS) and translate data into structural improvements to the employee experience.

Performance Management and Employee Relations

Own Reema’s performance management framework company-wide, including the annual review calendar, goal-setting systems, structured feedback processes, and ratings calibration; ensure consistent and equitable application of standards across all teams and geographies.Guide and coach people managers through performance management actions, including documentation, corrective action plans, and employee separations; serve as the organizational check on decisions that carry legal, cultural, or equity risk.Manage and resolve complex employee relations issues and misconduct in a timely manner; conduct effective, thorough, and objective investigations.Respond to employee questions with fair and consistent application of practices and policies.

HR Operations and Compliance

Maintain legal compliance across 20+ states, managing state-specific labor laws, sick leave policies, and mandatory disclosures.Own and administer Reema’s HRIS, ensuring data integrity, system optimization, and alignment with payroll and finance operations.Oversee continuous updates to the Employee Handbook, multi-state policy rollouts, and data-driven HR procedures throughout the employee lifecycle.Champion compliance best practices across all HR disciplines, including hiring, health and safety, and leaves of absence.Own leave of absence administration end-to-end, including eligibility determinations, state-specific PFML compliance, manager guidance, and return-to-work coordination across FMLA, parental, medical, and other leave types; partner with Finance to ensure leave activity is accurately reflected in payroll and headcount models.Maintain external vendor relationships for employment law, HR technology, and related services.

Team Leadership and Cross-Functional Partnership

Lead, develop, and set clear performance expectations for the People Operations team.Partner with Finance on headcount cost modeling, workforce planning inputs, and ensuring leave activity is accurately reflected in financial models.Collaborate with clinical and operations leadership to ensure people practices support Reema’s care delivery model and workforce needs.

Requirements:

Bachelor’s Degree in human resources, psychology, business management or related field or equivalent experience.5+ years of relevant HR Generalist experience in a fast-paced, innovative environment.5+ years of experience in people leadership with a demonstrated history motivating and managing a team of HR professionals. 5+ years of experience inspiring and supporting field staff as an effective HR partner.8+ years of experience recruiting and building high-performing teams.8+ years of experience resolving complex employee relations issues.Excellent interpersonal, conflict resolution, and decision making skills.Working knowledge of multiple human resources disciplines including strategic workforce planning, talent management, and change management.Working knowledge of employment law including ADA, EEO, FLSA and FMLA.Demonstrated history building and iterating internal programs and practices that foster a high performing, mission-driven culture.Experience fostering a culture of belonging through diversity, equity and inclusion goals and initiatives.A reputation for high EQ with heightened self-awareness and executive presence.Data-driven approach to strategic workforce planningA player-coach leadership mentality with experience problem solving in ambiguous environments.

Preferred Skills and Experiences:

Experience leading teams in Healthcare or Health Tech.Experience working in a high-growth startup.SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP).

Benefits:

Competitive Salary and Equity PackageMedical, Dental, and Vision InsuranceHSA, FSA, and Life Insurance Options401(k) Retirement Savings with Company MatchEmployee Assistance ProgramFlexible Schedules and Remote WorkTechnology StipendAccrued Paid Time OffPaid Family and Medical Leave

As an equal opportunity employer, Reema Health is committed to a diverse workforce. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, gender, age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status, or other non-job-related characteristics or other prohibited grounds specified in applicable federal, state and local laws.

Reema Health has reviewed this job description to ensure that essential functions and basic responsibilities have been included. It is intended to provide guidelines for job expectations and assess the prospective employee and/or current employees ability to perform the position described. It is not intended to be interpreted as an exhaustive list of all functions, responsibilities, skills, and abilities for this role. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

The pay range for this role is:140,000 - 160,000 USD per year(Minneapolis, MN)