People Operations Lead

Medonix; United States; Remote; USD 140,000 - 210,000; Full time

Job summary

Medonix is seeking a senior People Operations leader to build and scale the people systems for a fully U.S.-remote company. You will own the hiring system end-to-end, lead performance and compensation cycles, and develop a comprehensive total-rewards framework.

You will partner with founders and leadership to design compliant, scalable solutions and handle difficult conversations, such as PIPs and terminations, while guiding multi-state employment law considerations.

Qualifications

• 7+ years in people operations or HR at a high-growth tech or healthcare-tech company.
• Track record building people systems from the ground up.
• Comfort with employment law in a fully U.S.-remote context (multi-state).

Responsibilities

• Own the hiring system end-to-end: ATS, interview rubrics, hiring committee, and the data that says whether the system is working.
• Run the performance and compensation cycles twice a year, with transparent banding.
• Build the total-rewards framework: benefits, equity, parental leave, mental-health benefits.
• Lead the harder conversations: PIPs, terminations, comp adjustments, structural changes.

Skills

People operations

HR systems design

Policy & compliance

Stakeholder management

Tools

HRIS

ATS

Performance management system

Job description

Build and run the people function as Medonix scales: hiring, performance, comp, total rewards, and the systems behind them.

You will be the senior people-operations leader at Medonix, partnering with the founders and the leadership team on the systems that scale a fully U.S.-remote company. The role is half builder (HRIS, performance system, compensation framework) and half operator (hiring rituals, performance cycles, the hard conversations).

What you will own

• Own the hiring system end-to-end: ATS, interview rubrics, hiring committee, and the data that says whether the system is working.
• Run the performance and compensation cycles twice a year, with transparent banding.
• Build the total-rewards framework: benefits, equity, parental leave, mental-health benefits.
• Lead the harder conversations: PIPs, terminations, comp adjustments, structural changes.

Must-haves

• 7+ years in people operations or HR at a high-growth tech or healthcare-tech company.
• Track record building people systems from the ground up.
• Comfort with employment law in a fully U.S.-remote context (multi-state).

Nice-to-haves

• Prior experience scaling a company past 100 employees.
• SHRM, HRCI, or equivalent credential.

Day in the life

Mornings tend to be hiring-related: interview debriefs, ATS work, partnering with hiring managers. Afternoons drift to systems work, performance cycle planning, and the harder conversations.