People Operations Lead

Job Description

Job Description

Prosper Health 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. Prosper is here to change that.

We deliver specialized mental health services for autistic adults, covered by insurance. We've helped tens of thousands of people receive an autism diagnosis for the first time, work with neurodivergent-affirming therapists, and find belonging through community. Our outcomes meaningfully outperform traditional care for autistic adults, with substantially greater improvements in mood, anxiety, and quality of life.

Prosper is growing 3x year over year and are at mid-double-digit millions in run-rate revenue, with thousands of active clients and 400+ clinicians. We're a high-ownership, mission-driven team, building something that has never existed for autistic and neurodivergent adults.

We're hiring a People Operations Lead to build the people systems that will scale Prosper Health from 350 to 1,000+ clinicians over the next 12 months.

As our first people ops hire, you'll establish the function from the ground up. You'll own the full people operations surface area—employee relations, performance management, lifecycle operations, compliance, and compensation systems. You'll 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. You'll personally manage investigations, coordinate with our PEO, administer pay and benefits, work with providers on accommodations requests and more. At the same time, you'll build the playbooks, decision trees, and templates that make people ops repeatable and scalable, designing systems that work for 1,000+ clinicians.

If you're 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 you.

• 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
• 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 escalate
• 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
• 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

• Have 6-8+ 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: Don't default to "HR best practices"—dig into what's actually driving people problems, identify what needs to be solved versus what's nice-to-have, and build practical solutions for our context
• Builds for scale: Design processes that can handle 1,000+ clinicians, thinking through edge cases, failure modes, and handoff points rather than one-off solutions
• Sound judgment: Apply good judgment in messy, high-stakes situations (performance issues, investigations, terminations); know when consistency matters versus when nuance is required
• High ownership: Extremely organized and reliable; own the full people ops surface area, ensure nothing falls through the cracks, and escalate when issues carry material legal, financial, or operational risk
• Bias for action: Move 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

More about Prosper Health

• Our culture is a unique mix of thoughtfulness, kindess, and high-performance. We set ambitious goals and hold ourselves accountable to achieving them.
• We always ensure that we integrate perspectives from experts in our space, including clinicians and autistic self-advocates.
• Our team members come from places such as Bain, McKinsey, BCG, FirstHand Health, Rula, SeatGeek, Benchling, and schools like Harvard, MIT, Stanford, Yale, Penn, Dartmouth, Northwestern, Vanderbilt, and more.
• Here are a few of our 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.