People Operations Business Partner

Rezilient Health; St. Louis (MO); Hybrid; USD 90,000 - 130,000; Full time

Benefits offered by this job

Stock options

Competitive base pay

Medical, dental, and vision coverage

Clinical program access

401(k) plan

Flexible PTO

Paid sick leave

11 paid company holidays

Paid family leave

Optional ancillary benefits

Job summary

Rezilient Health seeks a People Operations Business Partner to scale our people programs, support managers, and elevate the employee experience as we grow in healthcare delivery. You’ll partner with leaders across the business to address employee relations, performance management, learning and development, and day-to-day People Ops operations.

You’ll own leave administration, onboarding enhancements, and the design of scalable HR processes, while aligning People Ops with Rezilient's growth

Qualifications

• 7+ years in People Operations, HR Business Partnering, employee relations, or a closely related role.
• Experience in a high-growth startup, healthcare, digital health, or multi-site operations environment.
• Strong working knowledge of core HR: employee relations, performance management, onboarding, offboarding, policy creation, and manager coaching.
• Ability to handle sensitive matters with discretion, empathy, fairness, and sound judgment, and to document them properly.
• Experience designing or significantly improving People Ops programs rather than just running existing ones.
• Strong communication and relationship-building skills across employees, managers, and senior leaders.
• Highly organized, execution-oriented, and comfortable managing multiple priorities in a fast-moving environment.
• Comfortable working in HR systems, people platforms, documentation tools, and AI-enabled tools.
• Strong problem-solving skills and the ability to translate ambiguous situations into clear, actionable next steps.
• Familiarity with Notion or similar knowledge management tools used as an operational backbone.
• Thrives working alongside a small team where you are both building and executing at the same time.

Responsibilities

• Oversee employee relations conversations and investigations with discretion, empathy, and consistency, documenting properly and ensuring every step reflects Rezilient's standards.
• Serve as a trusted resource for employees across all levels, bringing sound judgment, a steady presence, and a genuine commitment to getting it right.
• Apply working knowledge of federal and state labor law to employee relations matters, leave administration, and policy interpretation, with particular depth in ADA and FMLA, and actively grow that knowledge as Rezilient expands into new states and markets.
• Stay current on state-by-state HR practices and requirements, researching proactively as we hire in new geographies and flagging compliance considerations.
• Set and model the documentation standard for People Ops, building the habits and templates that make thorough, clear ER documentation the default.
• Lead employee separations and offboarding processes in partnership with the Head of People Operations and alongside hiring managers, ensuring every exit is handled fairly, in line with Rezilient's processes, and with respect for everyone involved.
• Partner on the launch and execution of company-wide performance management through bi-annual reviews, helping drive the program end to end: design, communication, tooling, timelines, and follow-through.
• Work with hiring managers to build function- and role-level KPIs that connect directly to the company-wide performance program, translating team-specific needs into consistent, measurable outcomes.
• Help identify and build out People Ops KPIs that reflect what the team is actually delivering, surfacing gaps, trends, and opportunities before they become blockers.
• Use data and feedback to spot risks early and bring grounded recommendations forward, acting on what the numbers and the conversations are both saying.
• Build trusted, working relationships across every level of the organization, from new managers navigating their first performance conversation to senior leaders and executives thinking through team design and organizational health.
• Meet managers where they are, knowing a new manager may need different support than a seasoned director or a senior leader.
• Coach managers on the fundamentals: giving feedback, handling performance conversations, building accountability, and creating the conditions where people do their best work.
• Proactively reduce uncertainty for managers, functions, and employees, making sure people have clarity on where things stand, what to expect, and how to move through it.
• Help embed Rezilient's culture into how managers lead every day, not just in big moments or formal programs, but in the small, consistent choices that actually shape team experience.
• Design and continuously improve manager enablement resources, frameworks, templates, and guides that make strong leadership more accessible and more repeatable across every level.
• Grow into a subject matter expert on Rezilient's business model, including our clinical care delivery, operational structure, and growth strategy, so that your People Ops guidance is always grounded in how our business actually works, not just general HR best practice.

Skills

People Ops

HR Business Partnering

Employee relations

Performance management

Manager coaching

Tools

Notion

HRIS

AI-enabled tools

Job description

About the Company

At Rezilient, we’re redefining what primary care looks like, making it more accessible, seamless, and patient-centered than ever before. Through our innovative CloudClinic model, we combine virtual provider visits with smart, tech-enabled infrastructure to deliver timely, personalized care. By removing traditional barriers to access and continuously expanding our specialty offerings, we’re building a healthcare experience that’s as convenient as it is comprehensive.

About the Role

Rezilient is seeking a People Operations Business Partner to help build and scale the people programs, manager support, and employee experience practices that enable our teams to do their best work. This role will partner closely with leaders across the business to support employee relations, performance management, learning and development, organizational effectiveness, employee engagement, and day-to-day people operations.

Key Responsibilities

Employee Relations and Support

• Oversee employee relations conversations and investigations with discretion, empathy, and consistency, documenting properly and ensuring every step reflects Rezilient's standards.

• Serve as a trusted resource for employees across all levels, bringing sound judgment, a steady presence, and a genuine commitment to getting it right.
• Apply working knowledge of federal and state labor law to employee relations matters, leave administration, and policy interpretation, with particular depth in ADA and FMLA, and actively grow that knowledge as Rezilient expands into new states and markets.
• Stay current on state-by-state HR practices and requirements, researching proactively as we hire in new geographies and flagging compliance considerations.
• Set and model the documentation standard for People Ops, building the habits and templates that make thorough, clear ER documentation the default.
• Lead employee separations and offboarding processes in partnership with the Head of People Operations and alongside hiring managers, ensuring every exit is handled fairly, in line with Rezilient's processes, and with respect for everyone involved.

Performance Management

• Partner on the launch and execution of company-wide performance management through bi-annual reviews, helping drive the program end to end: design, communication, tooling, timelines, and follow-through.
• Work with hiring managers to build function- and role-level KPIs that connect directly to the company-wide performance program, translating team-specific needs into consistent, measurable outcomes.
• Help identify and build out People Ops KPIs that reflect what the team is actually delivering, surfacing gaps, trends, and opportunities before they become blockers.
• Use data and feedback to spot risks early and bring grounded recommendations forward, acting on what the numbers and the conversations are both saying.

Manager Coaching and Enablement

• Build trusted, working relationships across every level of the organization, from new managers navigating their first performance conversation to senior leaders and executives thinking through team design and organizational health.
• Meet managers where they are, knowing a new manager may need different support than a seasoned director or a senior leader. This role requires the range to show up effectively for all of them.
• Coach managers on the fundamentals: giving feedback, handling performance conversations, building accountability, and creating the conditions where people do their best work.
• Proactively reduce uncertainty for managers, functions, and employees, making sure people have clarity on where things stand, what to expect, and how to move through it.
• Help embed Rezilient's culture into how managers lead every day, not just in big moments or formal programs, but in the small, consistent choices that actually shape team experience.
• Design and continuously improve manager enablement resources, frameworks, templates, and guides that make strong leadership more accessible and more repeatable across every level.
• Grow into a subject matter expert on Rezilient's business model, including our clinical care delivery, operational structure, and growth strategy, so that your People Ops guidance is always grounded in how our business actually works, not just general HR best practice.

People Ops Programs and Infrastructure

• Own leave policy administration end to end, fielding requests, tracking usage, staying current on federal and state requirements, and ensuring managers and employees have clear guidance when they need it.
• Partner on onboarding program design and execution, ensuring company-wide consistency while allowing for function- and team-level customization that makes the experience feel relevant from day one.
• Identify L&D needs, tools, and content that match where Rezilient is right now, connecting learning back to mission, values, performance outcomes, and where the business is headed.
• Help design, document, and improve scalable People Ops processes, policies, and templates that hold up as the company grows, and flag proactively when something needs a rebuild rather than a patch.

Knowledge Management and Cross-Functional Work

• Co-own the Notion knowledge base with the Operations function, keeping content clear, current, and organized so employees, managers, and leaders can find what they need and trust what they find.

• Take ownership of the knowledge base's scalability, proactively identifying where content is outdated, missing, or not holding up as the team and company grow.
• Collaborate across Finance, Legal, Operations, Clinical, Growth, Business Services, and TA on People work that touches other functions, showing up as a reliable and informed partner.
• Support change management as Rezilient scales, helping the organization absorb and move through change without losing momentum or cultural grounding.

• 7+ years in People Operations, HR Business Partnering, employee relations, or a closely related role.
• Experience in a high-growth startup, healthcare, digital health, or multi-site operations environment.
• Strong working knowledge of core HR: employee relations, performance management, onboarding, offboarding, policy creation, and manager coaching.
• Ability to handle sensitive matters with discretion, empathy, fairness, and sound judgment, and to document them properly.
• Experience designing or significantly improving People Ops programs rather than just running existing ones.
• Strong communication and relationship-building skills across employees, managers, and senior leaders.
• Highly organized, execution-oriented, and comfortable managing multiple priorities in a fast-moving environment.
• Comfortable working in HR systems, people platforms, documentation tools, and AI-enabled tools.
• Strong problem-solving skills and the ability to translate ambiguous situations into clear, actionable next steps.
• Familiarity with Notion or similar knowledge management tools used as an operational backbone.
• Thrives working alongside a small team where you are both building and executing at the same time.

At Rezilient Health, we're on a mission to make humane healthcare truly abundant, and we invest in the people who make that possible. This is a high-impact role where your ideas directly shape how care is delivered, within a supportive, collaborative, and diverse team that believes healthcare is fundamentally a human experience. We back that commitment with a robust total rewards package:

• Meaningful ownership through stock options, allowing you to share directly in the value you help create as we grow
• Competitive base compensation
• Comprehensive medical, dental, and vision coverage options, with Rezilient contributing toward your premiums
• Complimentary access to Rezilient's clinical programs for you and your household members, the same connected care we deliver to our patients
• 401(k) retirement plan to support your long-term financial well-being
• Flexible Paid Time Off, so you can recharge without counting days
• Dedicated Paid Sick Leave, separate from your FTO, for when health needs come first
• 11 paid company holidays each year
• Paid family leave to support you through life's biggest moments
• Optional ancillary benefits, including life insurance, disability coverage, and a Health Savings Account (HSA)