Senior HR Business Partner

Medallion; United Kingdom; Remote; GBP 113,000 - 145,000; Full time

Job summary

A healthcare technology company is seeking a Senior HR Business Partner to build high-performing teams and enhance employee engagement. This role involves managing performance cycles and developing manager enablement programs. The ideal candidate has over 5 years of HR experience in a startup and strong analytical skills. A competitive salary of $150,000-$190,000, along with equity and benefits, is offered.

Benefits

Equity

Comprehensive benefits

Qualifications

• 5+ years of progressive HR experience in a startup environment.
• Expertise in performance management and employee engagement.
• Strong judgment and empathy when handling sensitive issues.

Responsibilities

• Build high-performing, values-aligned teams.
• Manage performance management cycles and drive fairness.
• Design impactful manager enablement programs.

Skills

Progressive HR experience

Performance management

Employee engagement

Manager coaching

Skilled communicator

Analytical skills

Job description

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About the Job

About Medallion

At Medallion, we believe healthcare teams should focus on what truly matters—delivering exceptional patient care. That’s why we’ve built a leading provider operations platform to eliminate the administrative bottlenecks that slow healthcare organizations down. By automating licensing, credentialing, payer enrollment, and compliance monitoring, Medallion empowers healthcare operations teams to streamline their workflows, improve provider satisfaction, and accelerate revenue generation, all while ensuring superior patient outcomes.

As one of the fastest-growing healthcare technology companies—ranked No. 3 on Inc. Magazine’s 2024 Fastest‑Growing Private Companies in the Pacific Region, No. 5 on LinkedIn's 2024 Top Startups in the US, a Glassdoor Best Place to Work in 2024 & 2025, and featured on The Today Show—Medallion is revolutionizing provider network management. Our CEO, Derek Lo, has been named one of the Top 50 Healthcare Technology CEOs of 2024 by The Healthcare Technology Report. Backed by $130 M in funding from world‑class investors like Sequoia Capital, Google Ventures, Optum Ventures, Salesforce Ventures, Acrew Capital, Washington Harbour, and NFDG, we’re on a mission to transform healthcare at scale.

We prioritize candidate safety. Please be aware that official communication will only come from @medallion.co email addresses.

About The Role

As a Senior HR Business Partner, you’ll play a critical role in building the teams that power Medallion’s growth. HRBPs are the front line partners to both people leaders and individual contributors. As trusted advisors, HRBPs focus on providing coaching and data‑driven solutions to support the employee life cycle at Medallion. We’re looking for a Sr. HRBP that has a strong generalist foundation to support across performance management, engagement, organizational change, employee relations, and manager enablement. You’ll balance hands‑on business partnership with proactive program design, helping to scale our culture and organization as we grow.

This role reports to the Director of HR and base compensation may land between $150,000‑$190,000 depending on qualifications and experience. In addition to base salary, Medallion offers equity and benefits as part of the total compensation package. Many factors are considered when determining pay including: market data, geographic location, skills, qualifications, experience, and level.

Responsibilities

Communication

• Partner with managers and leaders to build high‑performing, values‑aligned teams. Challenge respectfully, push back when needed, and influence change that’s in the best interest of both people and the business.
• Effective communicator both live and asynchronously with managers and individual contributors; able to tailor messaging to audience effectively
• An expert in managing difficult conversations and facilitating productive solutions for the business and employees
• Able to design and execute thoughtful company‑wide communications around performance processes, engagement initiatives and organizational changes

Impact & Strategy

• Manage the day to day inbound needs and inquiries from managers and individual contributors; provide excellent service to our customers: our employees
• Own end to end performance management cycles: calibration, review quality and compensation adjustments. Drive rigor and fairness in how we assess and reward performance.
• Leverage people analytics to scope out and execute high impact initiatives that move the needle on performance and engagement
• Design & deliver impactful manager enablement programs that help our emerging people leaders become more capable managers
• Partner with business leaders to interpret engagement survey results, co‑create action plans, and measure impact; implement employee programs that enhance connection, feedback, and belonging.
• Be a proactive voice for improving employee experience: spot patterns, raise risks, and propose systemic solutions to drive positive change.

Execution

• Project Planning & Ownership: For each strategic HR initiative (e.g., redesigning the performance cycle, launching a new manager training series, fresh engagement program), you’ll develop a project plan with clear objectives, milestones, metrics, risks, and stakeholders.
• Change Management: Lead change initiatives using a structured approach (e.g., stakeholder mapping, communication plan, training).
• Cross‑functional Collaboration: Work closely with People Ops, Talent, Finance, and Business Ops to ensure HR programs are aligned with broader business goals, budgeting, and organizational capacity.
• Coaching: Serve as an on‑demand coach for people leaders; hold regular office hours, offer one‑on‑one coaching sessions, and facilitate peer learning forums.

Qualifications

• 5+ years of progressive HR experience, with solid experience as an HRBP in a startup environment.
• Demonstrated expertise in performance management, employee engagement and manager coaching.
• Skilled communicator and natural relationship‑builder — able to earn trust quickly and influence thoughtfully across multiple layers of the organization.
• Strong judgment, empathy, and discretion when handling sensitive issues.
• A bias toward action and moving fast, with comfort navigating ambiguity and scaling fast‑moving environments.
• Highly analytical, with the ability to interpret data and translate insights into strategic HR initiatives.

Location

United States (Remote)