Senior People Operations Manager

About Chamber

Cardiovascular disease remains the leading cause of death in America. At Chamber, we’re rebuilding the system for cardiology, creating a world where outcomes, not volume, define success. We partner with independent cardiologists to help them lead population health efforts in their communities, equipping them with technology, data, and operational tools that turn complex insights into better care for patients.

Our model blends clinical expertise, thoughtful design, and a modern operating platform that supports physicians, patients, and payers alike. We believe innovation and empathy go hand in hand, and by combining cutting-edge AI tools with a relentless focus on human care, we can transform heart health at scale.

Role Overview

Chamber is looking for a Senior People Operations Manager reporting to the VP of People Operations. This individual contributor will serve as an HR partner to leaders across our clinical operations, technology, and G&A teams as we scale. You’ll combine hands-on HR execution with high-judgment counsel, coaching managers, shaping talent strategy, and building people programs that help physicians and their care teams do their best work.

This is a high-visibility, high-ownership role for someone who thrives in ambiguity and wants to build the HR function at Chamber, not just run it.

Key Responsibilities

Onboarding & Off-boarding Process:

• Lead end-to-end onboarding for new hires across supported client groups, including logistics, systems access, and role-specific ramp plans to help employees contribute quickly.

• Design and continuously improve onboarding experiences that reflect Chamber’s culture and values, partnering with hiring managers to clarify expectations and priorities early.

• Manage off-boarding with care and compliance, including exit interviews, confidential information handling, systems access removal, and leadership reporting on exit trends.

• Ensure onboarding and off-boarding processes meet applicable healthcare compliance standards, including credentialing and HIPAA-related access controls.

Talent Management:

• Lead performance management cycles end-to-end, including goal-setting, mid-year check-ins, and annual reviews across supported client groups.

• Facilitate calibration sessions that ensure fair, consistent performance ratings and promotion decisions across teams.

• Partner with leadership on succession planning to identify and develop high-potential talent, building bench strength for key roles.

Employee Relations:

• Serve as the primary point of contact for complex employee relations matters, conducting thorough investigations and recommending resolutions grounded in sound judgment and empathy.

• Ensure consistent, fair application of policies across the organization while balancing individual circumstances.

• Coach managers through difficult conversations and performance issues, equipping them to handle ER matters with confidence.

Coaching & Development:

• Coach managers on leadership fundamentals — feedback delivery, team health, and accountability — to strengthen management capability across the org.

• Identify skill gaps at the individual and team level and recommend targeted development opportunities or training.

• Act as a trusted thought partner to leaders navigating team dynamics, org changes, or growth challenges.

Data & Insights:

• Analyze people data — engagement scores, attrition trends, hiring velocity — to identify risks and opportunities within client groups.

• Translate data findings into clear, actionable recommendations for leadership.

• Build and maintain reporting dashboards or summaries that keep leaders informed on key people metrics.

Programs & Policy:

• Help design and execute compensation cycles, including merit increases, promotions, and equity refreshes.

• Own the rollout and analysis of engagement surveys, turning results into concrete action plans.

• Develop and update HR policies that fit the needs of a fast-growing, distributed healthcare organization, ensuring compliance and clarity for employees.

What You’ll Achieve in Your First 90 Days

• Learn the business: Build relationships with the leaders you support across clinical operations, technology, and G&A, and develop a working understanding of Chamber's model, org structure, and how each team operates.

• Diagnose priorities: Identify the top people-related risks or opportunities within your client groups, and align with leadership on a clear plan to address them.

• Build trust: Establish yourself as a responsive, credible partner by confidently handling at least one employee relations matter and one org design conversation.

• Ship something: Launch or meaningfully improve one HR program — whether that's a piece of performance management, onboarding, or an engagement initiative — that leaves a visible mark in your first 90 days.

Requirements

• 6+ years of progressive HR business partner experience, including at least 2 years supporting senior leaders directly.

• Experience partnering with technology, product, or clinical operations teams within healthcare, health-tech, or another regulated, mission-driven industry strongly preferred.

• Demonstrated experience designing and operationalizing people processes — performance management, org design, workforce planning — in a fast-growing environment.

• Sound judgment handling confidential and sensitive employee relations matters.

• Strong data fluency — comfortable pulling insight from HR data to inform recommendations.

• Excellent written and verbal communication skills, with the ability to build trust quickly with executives and individual contributors alike.

• Comfortable with ambiguity and the pace of an early- to growth-stage company.

Chamber Values

Our values guide how we lead, collaborate, and care:

• Low Ego: We stay grounded, curious, and open to feedback.

• Empathy: We build trust through compassion and thoughtful communication.

• Courage: We take action, think critically, and challenge ideas respectfully.

• Ownership: We follow through with integrity and hold ourselves to high standards.

• Grit: We push through ambiguity, move with urgency, and solve problems with horsepower and heart.

Location:

Remote opportunity with the ability to work ET or CT hours. You must be authorized to work in the US without sponsorship. Periodic travel to practice sites or Chamber offices may be required.