Dental People Associate

People Associate Reports to: CEO. Location: LA, 5 days in office. Mandate: Build and scale Clove's People function as we grow from 9 to 100+ offices over the next 24-36 months. Own end-to-end people operations — recruiting, onboarding, HR, payroll, and scheduling — so hiring and retention never become the bottleneck on growth. You own: Recruiting: Lead the recruiting team. Own the engine for dentists, hygienists, front desk, and corporate hires. Hit the hiring plan for every new office launch. Onboarding: Lead the onboarding team. Own the 30-60-90 day playbook for every role type. Every new hire productive by day 30. HR: Lead the HR team. Own ER cases, compliance, policy, and multi-state HR infrastructure as Clove expands. Payroll & Bonuses: Lead the payroll team. On-time payroll, accurate bonus calculations, multi-state compliance. Employee Scheduling: Lead the scheduling team. Maintain coverage across offices, manage callouts and float, pre-staff new launches. New office launch staffing: Partner with Launch and Field Ops to fully staff every new office by launch date. Compensation: Own dentist comp, hygienist comp, bonus structures, and equity bands for corporate roles. Retention: Own attrition metrics by role and office; diagnose and intervene where elevated. Underperforming office triage: When an office misses hiring or retention targets, lead diagnosis with Field Ops and own the fix. People infrastructure: Build the ATS, HRIS, payroll, and scheduling stack for 10x scale. Own the AI layer — automated screening, JD generation, onboarding workflows. Senior hiring: Lead all Director+ hires end-to-end alongside the CEO and functional leaders. Executive reporting: Weekly People dashboard to CEO; monthly People section of board materials. KPIs: Office launch staffing: 100% of new offices fully staffed by launch date Time-to-fill: baselined and trending down QoQ for dentist, hygienist, front desk Onboarding completion: >95% of new hires complete 30/60/90 day milestones on time Dentist retention: >90% 12-month retention (or baseline Q1, improve quarterly) Payroll accuracy: zero missed pay cycles; bonus disputes Cost per hire: baselined and reduced QoQ eNPS: quarterly pulse trending up Compliance: zero material employment, payroll, or licensing violations Operating cadence: Weekly People leadership meeting with sub-function leads — pre-distributed agenda, action items within 4 hours, follow-through tracked Weekly 1:1s with each sub-function lead Monday 9am People dashboard to CEO Monthly People section in board materials Daily 8am exec standup Profile: 5-8+ years in People / HR / Talent at a multi-site, high-growth company (healthcare, dental, retail, restaurants, or services preferred) Has scaled a People function through 5-10x headcount or unit growth before Hands-on recruiter who has personally closed dentist, clinical, or hard-to-fill roles Multi-state HR and payroll fluency — knows wage & hour, leave laws, and licensing requirements across states Comfortable owning the full stack: ATS, HRIS, payroll, and scheduling tools — has implemented or migrated at least one AI-fluent — uses GPT, Claude, or similar daily to automate screening, JD writing, and onboarding workflows Strong people manager who can lead a team of 6-10 across sub-functions Data-driven — runs the function off dashboards, not anecdotes LA-based; no visa sponsorship To apply: Send resume + a 1-page memo on a time you built or scaled a People function at a multi-site, high-growth company. Include what areas you can assist with at Clove as we scale from 9 to 100+ offices, what you owned, what measurably changed (hiring velocity, retention, time-to-fill, cost per hire, eNPS), and what you'd do differently next time. Generic responses will not advance.