Sr. Staff People Partner

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.

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.

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

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

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

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.

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.

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.