About OpenLoop

OpenLoop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Our telehealth support solutions are thoughtfully designed to streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across an expansive array of specialties, in all 50 states.

About the Role

OpenLoop's mission is to bring care anywhere by powering telehealth solutions at scale. We're looking for a Sr. Staff People Partner to support the teams that generate and service OpenLoop's revenue — Commercial, Marketing, Operations, and Patient Support.

This is a business partner role for someone who understands what supporting a revenue organization requires. 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. Those two populations need different playbooks, and you'll get to run both.

This role reports to the Sr. Director, Talent Management, and will help shape OpenLoop’s evolving People Partner function. With minimal legacy structure to navigate, you will have significant autonomy and runway to define what strategic HR partnership looks like across the company. We are seeking a builder who sees a blank slate as an opportunity to influence our organizational trajectory.

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 — close enough to the business to know the pipeline, the ramp, and the 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 where the org has gaps — structure, manager capability, missing programs — and bring recommendations, not just observations
  • 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 the metric is unambiguous — missed quota, missed CSAT, adherence, ticket volume — and help them separate a capability problem from a coverage, territory, or ramp problem
  • Run and continuously improve performance review and calibration processes, including calibration across teams whose results are heavily influenced by book, territory, and season
  • Build performance documentation and PIP practices that hold up when the business wants to move 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 comp questions — plan mechanics, mid-cycle plan changes, disputed or contested commission — and know when to route to Comp, Finance, or Legal
  • Help design career paths that account for how sellers, CS, and contact center staff actually progress
• Employee Relations & Investigations
  • Own ER matters end to end for the client groups: intake, investigation, documentation, resolution, and closure
  • Handle the ER patterns specific to commercial teams — 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 the broader People team can rely on, and know when to escalate to Legal
• Data & Insight
  • Analyze turnover, ramp, engagement, and headcount data and translate it into recommendations leaders act on — including the metrics that matter most in a revenue org, such as regretted attrition among quota carriers, time to productivity, and Patient Support turnover
  • Build the documentation, workflows, and operational infrastructure that let the People function scale
• Other duties as assigned.

Who You Are

• 8+ years of HR experience, including significant time as an People Partner supporting a commercial, sales, or revenue-generating organization
• Deep, practical fluency with variable compensation — you've supported commissioned populations and can hold a credible conversation about plan mechanics, disputes, and how comp shapes behavior
• A trusted advisor on ER and performance management, not a process executor — managers come back to you because your guidance is specific and usable
• Experience supporting or partnering on a restructure or org design change
• Strong generalist foundation: you've touched compliance, People Ops, business partnership, and compensation
• Credible with a CRO or VP of Sales — you can read a forecast or a capacity model well enough to be a partner rather than a service desk
• Direct communicator who can hold their own with senior leaders, say the hard thing, and not go vague when pushed
• Moves fast, prioritizes ruthlessly, closes loops, and asks for help early
• Approaches problems from 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 — hands-on, not layered under a large centralized HR org
• Comfortable with a blank page; builds systems light enough that people actually use them
• Multi-state employment law knowledge across a nationwide workforce
• Passionate about enabling high-performing teams and cultivating 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.

Our Benefits

In addition, for salaried positions you would also be eligible for:

• Medical, Dental, and Vision plans
• Flexible Spending/Health Savings Accounts
• Flexible PTO
• 401(k) + Company Match
• Life Insurance, Pet insurance, and more

Our Company

We have a relatively flat organizational structure here at OpenLoop. Everyone is encouraged to bring ideas to the table and make things happen. This fits in well with our core values of Autonomy, Competence and Belonging, as we want everyone to feel empowered and supported to do their best work.

Sound like a good fit? We’d love to meet you.