Sr. Staff People Partner

OpenLoop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Their telehealth support solutions streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across all 50 states.

About the Role

OpenLoop's mission is to bring care anywhere by powering telehealth solutions at scale. They are seeking a Sr. Staff People Partner to support teams generating and servicing OpenLoop's revenue — Commercial, Marketing, Operations, and Patient Support.

This is a business partner role for someone who understands the demands of supporting a revenue organization. You'll partner with Sales and Customer Success leaders whose teams carry quotas and earn variable compensation, where performance is visible in a dashboard and turnover is expensive. You'll also support a high-volume Patient Support organization of contact center staff and certified medical assistants, where scheduling, adherence, non-exempt pay practices, and hourly-workforce dynamics drive the people's agenda.

The role reports to the Sr. Director, Talent Management, and will help shape OpenLoop’s evolving People Partner function. With minimal legacy structure, you will have significant autonomy to define strategic HR partnership across the company.

What You'll Do

Business Partnership to Revenue & Operating Leaders

• Serve as the primary People Partner to leaders across Commercial, Marketing, Operations, and Patient Support, understanding the pipeline, ramp, and pressure each team is under.
• Partner on org design and workforce planning for quota-carrying and capacity-driven teams, including span of control, territory and coverage changes, career pathing for sellers and Customer Success, and Patient Support staffing models.
• Advise leadership on organizational gaps — structure, manager capability, missing programs — and bring actionable recommendations.
• Lead the people side of restructures, role eliminations, and team changes: planning, sequencing, run of show, and follow-through.

Performance Management in a High-Visibility Environment

• Coach managers through performance conversations where metrics are unambiguous — missed quota, missed CSAT, adherence, ticket volume — and help differentiate capability issues from coverage, territory, or ramp problems.
• Run and continuously improve performance review and calibration processes, including calibration across teams influenced by book, territory, and season.
• Build performance documentation and PIP practices that hold up when the business moves fast on an exit.

Variable Compensation & Career Architecture

• Partner with Compensation on job architecture, leveling, and Job Family Architectures (JFAs) across commissioned and non-exempt populations.
• Support leaders and employees through variable compensation questions — plan mechanics, mid-cycle changes, disputed commissions — and know when to route to Compensation, Finance, or Legal.
• Help design career paths that align with how sellers, Customer Success, and contact center staff progress.

Employee Relations & Investigations

• Own Employee Relations (ER) matters end-to-end for client groups: intake, investigation, documentation, resolution, and closure.
• Handle ER patterns specific to commercial teams, including conduct at sales events, conferences, client sites, and travel; complaints involving high performers or client personnel; alcohol-adjacent situations at company-sponsored events; boundary and power-dynamic issues.
• Apply consistent, scalable ER documentation and workflows and know when to escalate to Legal.

Data & Insight

• Analyze turnover, ramp, engagement, and headcount data, translating insights into actionable recommendations for leaders, including metrics like regretted attrition among quota carriers, time to productivity, and Patient Support turnover.
• Build documentation, workflows, and operational infrastructure to scale the People function.
• Other duties as assigned.

Who You Are

• 8+ years of HR experience, including significant time as a People Partner supporting a commercial, sales, or revenue-generating organization.
• Deep, practical fluency with variable compensation, including experience supporting commissioned populations and understanding plan mechanics, disputes, and behavioral impacts.
• A trusted advisor on Employee Relations and performance management, not just a process executor.
• Experience supporting or partnering on a restructure or org design change.
• Strong generalist foundation in compliance, People Ops, business partnership, and compensation.
• Credible with a Chief Revenue Officer (CRO) or VP of Sales, able to interpret forecasts and capacity models.
• Direct communicator who can hold their ground with senior leaders and deliver hard truths.
• Ruthlessly prioritizes tasks, closes loops, and seeks help early.
• Approaches problems with curiosity rather than judgment.
• Analytical and data-driven, using insights to guide decisions and shape people strategy.
• Background at a scaling company where the People function was still being built.
• Comfortable with a blank slate; builds systems that are practical and user-friendly.
• Multi-state employment law knowledge across a nationwide workforce.
• Passionate about enabling high-performing teams and fostering a culture of collaboration and innovation.

Preferred Qualifications

• Experience in healthcare, digital health, or health-tech.
• Experience supporting a high-volume hourly or contact center workforce, or comparable exposure to non-exempt population management at scale.
• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).
• Proven track record of serving as a trusted HR Business Partner to C-suite executives and senior executive leadership.