People Operations Lead

Rockstar is recruiting for a mission-driven healthcare company Rockstar is recruiting for a mission-driven healthcare company dedicated to making life happier and healthier for autistic and neurodivergent adults. This organization addresses a critical gap in care, delivering specialized mental health services covered by insurance. The company has demonstrated significant impact, helping tens of thousands of people receive diagnoses and find affirming therapy and community. It is experiencing rapid growth, with mid-double-digit millions in run-rate revenue and a team of over 400 clinicians, all focused on building a first-of-its-kind service for a systematically overlooked population. Mission Statement The organization is on a mission to make life happier and healthier for autistic and neurodivergent adults. Despite autism diagnoses increasing more than 5x in the past 25 years, autistic adults have been systematically overlooked. This has led to extremely poor outcomes, including high rates of co-occurring mental health conditions and a lower life expectancy. The organization is here to change that. It delivers specialized mental health services for autistic adults, covered by insurance. It has helped tens of thousands of people receive an autism diagnosis for the first time, work with neurodivergent-affirming therapists, and find belonging through community. Its outcomes meaningfully outperform traditional care for autistic adults, with substantially greater improvements in mood, anxiety, and quality of life. The organization is growing 3x year over year and is at mid-double-digit millions in run-rate revenue, with thousands of active clients and 400+ clinicians. It is a high-ownership, mission-driven team, building something that has never existed for autistic and neurodivergent adults. About the Role The organization is hiring a Sr. Manager-level People Operations Lead to own the day-to-day immediately: payroll, benefits administration, employee relations, accommodations, and terminations Beyond execution, the organization is looking for someone with the potential to grow into a strategic advisor — thinking through compensation strategy, new people systems, and how to scale the HR function as it grows The organization serves 350+ providers and 10K+ clients across multiple states, so comfort with complexity and scale matters As the first people ops hire, the candidate will establish the function from the ground up. They will own the full people operations surface area—employee relations, performance management, lifecycle operations, compliance, and compensation systems. They will report into the Head of Clinical Operations and work to turn people challenges into clean, scalable processes that protect the company while enabling fast growth. This role requires high ownership and sound judgment. The candidate will personally manage investigations, coordinate with the PEO, administer pay and benefits, work with providers on accommodations requests and more. At the same time, they will build the playbooks, decision trees, and templates that make people ops repeatable and scalable, designing systems that work for 1,000+ clinicians. If the candidate is excited by first-principles thinking, high-stakes problem-solving, and building durable systems from scratch in a fast-moving environment, this role is designed for them. You Will Lead employee relations end-to-end: Manage investigations, terminations, accommodations, and documentation in a way that is fast, calm, and legally defensible, containing issues before they escape Build clinician performance management systems: Design and run playbooks, decision trees, and templates so most performance issues are resolved without CEO or Head of Clinical Ops involvement Operate company-wide people systems: Own PEO administration, payroll coordination, benefits administration, and policy documentation, ensuring clean execution across all employee lifecycle events Scale clinician lifecycle operations: Streamline onboarding, leaves of absence, exits, and role/status changes; partner with Clinical Ops and Provider Growth to support rapid scaling to 1,000+ clinicians Support compensation planning: Conduct competitive market reviews, help create pay bands and raise frameworks, and ensure compensation changes are executed cleanly Build corporate people systems: Work directly with the CEO to establish consistent processes for the corporate team, including onboarding/offboarding, performance management, and structured feedback About you Have 3-6+ years of experience in people operations or human resources within a startup, consulting, or high-growth operational roles, with direct exposure to employee relations and pay/benefits administration First-principles thinker: Does not default to "HR best practices"—digs into what's actually driving people problems, identifies what needs to be solved versus what's nice-to-have, and builds practical solutions for the context Builds for scale: Designs processes that can handle 1,000+ clinicians, thinking through edge cases, failure modes, and handoff points rather than one-off solutions Sound judgment: Applies good judgment in messy, high-stakes situations (performance issues, investigations, terminations); knows when consistency matters versus when nuance is required High ownership: Extremely organized and reliable; owns the full people ops surface area, ensures nothing falls through the cracks, and escalates when issues carry material legal, financial, or operational risk Bias for action: Moves quickly to contain people issues and establish clarity without creating downstream risk; comfortable with testing and iteration rather than perfect upfront design Hands‑on with systems: Comfortable managing PEO administration, payroll coordination, compensation data in Excel, and building trackers and formulas to identify trends Must Haves Employee relations experience is non-negotiable — this person will be handling sensitive situations from day one Strong ownership mentality; the organization needs someone who can run this function largely independently NYC-based preferred, but open to remote for the right candidate More about the Company The culture is a unique mix of thoughtfulness, kindness, and high-performance. The team takes time to eat lunch together every single day in NYC, while also setting ambitious goals and holding themselves accountable to them. The organization always ensures that it integrates perspectives from experts in the space, including clinicians and autistic self‑advocates. Team members come from places such as Bain, McKinsey, BCG, FirstHand Health, Rula, SeatGeek, Benchling, and schools like Harvard, MIT, Yale, Penn, Northwestern, Dartmouth, Vanderbilt, and more. Here are a few of the organization's favorite operating principles: Clients first Our job is to solve real problems for our clients. Choose what makes life better for the client, even if it’s harder for us. Never lose sight of the person on the other side. Find a Way We use ingenuity, scrappiness, and determination to bend the world to accomplish our goals. We’re resourceful and do more with less. Raise the Bar We grow deliberately, by asking how things can improve and by giving and seeking feedback. We insist on the highest standards and keep pushing them higher. Be a Good Person Be kind, be honest, and make it fun to work here. Tell the truth even when it’s uncomfortable. Treat people with respect and go out of your way to do nice things for your teammates. #J-18808-Ljbffr Rockstar