SVP People

Direct Recruiters, Inc.; Miami (FL); Remote; USD 210,000 - 240,000; Full time

Benefits offered by this job

Medical

Dental

Vision

Life Insurance

Paid Time Off

Career Advancement Opportunities

Ability to Work Remotely

Job summary

Direct Recruiters, Inc. seeks a Senior People leader to design and scale a remote, multi-market workforce spanning clinical and corporate teams.

You’ll oversee talent acquisition, compensation, HRIS, attendance programs, and culture, partnering with clinical leadership to build robust management capabilities. This role emphasizes building people infrastructure, governance, and reporting, delivering an onboarding experience for a distributed workforce, and presenting workforce economics to the

Qualifications

• Senior leadership experience (VP level or above) at scale and complexity.
• Direct experience leading People strategy for distributed/remote workforce at scale (hourly/clinic staffing ideal).
• Builder of culture in a remote company with announced programming.
• Data-driven, hands-on operator focused on removing friction.
• Experience rebuilding high-volume clinical staffing funnels.
• Growth-stage People infra development at venture/PE-backed firms.
• Multi-state employment and compliance expertise.
• Strong command of attendance and leave policies across states.
• Designed and rolled out compensation architecture with leveling/pay bands.
• Genuine strength in talent acquisition and pipeline management.
• Leadership development that changes behavior and leadership culture.
• Executive presence to discuss workforce economics with a board.
• Comfort with data and communicating findings to executives.

Responsibilities

• Oversee full recruiting function including clinical and corporate hiring.
• Shape compensation philosophy, pay bands, equity strategy, and benefits design.
• Lead People operations, HRIS, onboarding/offboarding, and compliance across states.
• Develop a governance model for attendance, leave, and policy implementation.
• Build leadership capability by coaching and growing clinical supervisors.
• Create workforce metrics and reporting to inform executive decisions.
• Own culture initiatives and internal communications for a fully remote team.
• Plan and execute company-wide programming: town halls, learning sessions, recognition programs.

Skills

Senior Leadership

Remote Workforce

Culture Building

Data-Driven

Attendance & Leave

Compensation Design

Talent Acquisition

Leadership Development

Executive Communication

Workforce Analytics

Cross-State Compliance

Job description

Client Summary:

• Digital health company providing an integrated virtual care platform that helps provider organizations manage chronic conditions remotely and at scale
• Delivers a turnkey model spanning patient enrollment, activation, care coordination, billing, and RCM as a white-labeled extension of the provider's existing program
• Helps health systems and physician groups build new revenue streams through chronic care programs without adding operational burden
• Combines remote patient monitoring, AI-guided care coordination, and population analytics into a single streamlined platform
• Positioned in the growing chronic care management and remote patient monitoring market with a full-service partnership model designed for rapid deployment

Position Responsibilities:

• Talent acquisition. The full recruiting function, including clinical hiring at volume and specialized corporate hiring. Speed, quality, cost per hire, and an employer brand that competes for nurses and care staff against health systems and every other virtual care company.
• Total rewards. Compensation philosophy, leveling and pay bands across two very different labor markets (clinical and corporate), equity strategy and administration, benefits design, and the partnership with finance on payroll and workforce cost planning.
• People operations, HRIS, and compliance. Systems and data, onboarding and offboarding, employee relations, policy, and multi-state employment compliance. This includes the operational realities of a clinical workforce: licensure and credentialing coordination, shift and coverage planning, and the HIPAA and security training obligations that come with handling patient data.
• Time away from work. We will be direct, because you would find this in your first month anyway. Attendance, PTO, protected leave, and accommodation are not governed here the way they should be. We operate across states with protected sick leave and states without it, and today a single absence can consume hours of supervisor, clinical leadership, and HR time because we have no clear model separating what the law protects, what payroll does, and what a manager actually approved. It costs us coverage, it costs us leadership time, and it is wearing our managers down.
• This is your first priority, and it is a real one: a no-fault attendance framework, a protected leave matrix across our states, an operational impact process built with clinical leadership, an HRIS configuration that reflects the policy, reporting leadership can use, and managers trained to apply all of it. Our internal team has already framed the problem and drafted a governance model, so you would be joining a partner who has thought hard about this, not starting from nothing. To be clear about intent, this is a governance and capacity redesign, not an effort to make leave harder to take. If that work energizes you rather than exhausts you, we should talk.
• Building our clinical leaders. Most of our clinical supervisors came up through the care team and are leading for the first time. We intend to invest in them rather than replace them, which means partnering closely with clinical leadership to build real management capability. We are looking for someone whose instinct is to coach and train rather than to document and write up.
• People metrics and reporting. The staffing funnel KPIs, retention data, engagement measures, and workforce capacity reporting our executive team needs to manage growth. You would build that layer, because it does not exist yet in a form we can run the business from.
• Culture, learning, and internal communications. You own culture as a deliverable, not as a byproduct. We are fully remote, so connection, recognition, and shared identity have to be designed and run on a schedule rather than left to happen on their own. You will own company-wide programming end to end: all-hands, lunch and learns, outside speakers who bring us new thinking, recognition and awards programs, manager training, and an onboarding experience that makes new hires feel bought into the mission from day one. Planning it, scheduling it, running it, and measuring it. A distributed team should feel like it is on the same thing together rather than sitting in separate departments that never have a reason to talk.

Required Experience and Qualifications:

• Senior People leadership experience (VP level or above) at a company of comparable scale and complexity, with a track record of scaling rather than maintaining.
• Direct experience leading People strategy for a distributed or remote workforce at scale, ideally one that is shift-based, hourly, clinical, or otherwise not a standard salaried knowledge-worker population. If you have led People for vocationally trained clinical staff, LPNs, medical assistants, care coordinators, or an equivalent hourly population outside healthcare, this is the qualification that matters most to us.
• A builder of culture in a remote company. You have planned and run the programming that holds a distributed team together, and you can tell us what it changed.
• An operator's instincts. Data-driven, hands-on, and focused on removing friction rather than adding process.
• Experience rebuilding a high-volume clinical or field-based staffing funnel, diagnosing where sourcing, screening, offers, and onboarding break down.
• You have built People infrastructure through a real growth inflection at a venture or private-equity backed company.
• Multi-state employment expertise. You know what changes when you hire in a new state, and you have built the compliance infrastructure to handle it.
• Real command of attendance and leave. FMLA, ADA and the interactive process, intermittent leave, and the patchwork of state sick leave laws, in a setting where an absence affects service coverage. You have rebuilt a leave program rather than administered someone else's.
• You have designed and rolled out compensation architecture yourself, including leveling and pay bands, not just approved someone else's deck.
• Genuine strength in talent acquisition. You can hold a recruiting team accountable to a hiring plan and know what good pipeline management looks like.
• A builder of managers. You have run leadership development that changed behavior, not just training that got scheduled.
• Executive presence with range. You can present workforce economics to a board and also sit with a care team lead who is struggling with a difficult employee conversation.
• Comfort with data. You use it to find the truth about retention and engagement, and you are willing to bring uncomfortable findings to the executive team.

Compensation $225k,

• Medical
• Dental
• Vision
• Life Insurance
• Paid Time Off
• Career Advancement Opportunities
• Ability to Work Remotely