Job Description

Job DescriptionJob DescriptionDescription:

Brook Health is a digital health company. Brook offers a set of products and services extending health-care-management beyond the walls of doctors offices and into peoples homes and their day-to-day lives. Brook provides people who are living with chronic conditions a highly personalized high-touch support via a smartphone app offering AI tools, data collection through connected devices, and real-time access to health coaches to make smart, daily decisions and to build healthy habits to achieve their long-term health goals. Brook also offers a CDC-approved preventative program for people who are at high risk for diabetes. For primary care providers, Brook offers SaaS tools for continuous remote monitoring, providing insights into their patients health needs, enabling a new model of care, and early preventative interventions with our own care delivery team resulting in better health outcomes.

Brook offers a dynamic work experience with team members in multiple time zones. We have a fast-paced, user-centric, high-expectation, constantly-improving-ourselves type of culture. Our goal is to change the approach to pre-condition and chronic condition care management, to use technology to support health-care providers in improving patients health outcomes.

Job Overview

The Vice President, Human Resources will be responsible for expanding the HR function to drive strategic initiatives and partner with the senior leadership team of the business. Reporting directly to the to the CEO, this role will work collaboratively with senior leadership and employees across the organization.

This is the first full-time position in the HR department, so the ideal candidate has a passion for owning and building a department within a growing organization. This role will initially be owning all facets of HR, but will be hiring additional HR resources. Brook currently works with multiple recruiting consultants and an executive level HR consultant. The executive HR consultant will remain involved during a transition period and as a resource for special projects going forward.

Requirements:

Key Responsibilities

Workforce Strategy:

• Translate Brooks strategic objectives into a workforce strategy which ensures the right talent is in the right roles at the right time.
• Create a strategic compensation program with a heavy focus on the strategy and execution of variable compensation and equity compensation.

Organizational Effectiveness

• Advise colleagues on how to optimize the business through alignment of talent within the organizational structure.
• Establish and implement human resource efforts that effectively communicate and support the companys business objectives.
• Serve as a collaborative member of the extended leadership team and provide consultative coaching to colleagues to make key talent and workforce decisions in support of the workforce strategy.
• Manage complex employee relations matters, driving favorable resolutions as quickly as possible.

Talent & Performance Management

• Design a best-in-class employee lifecycle management process to attract and retain the best possible talent. Key focus areas include recruitment strategy and selection, onboarding and career planning and development.
• Craft human resource planning models to identify competency, knowledge and talent groups and create specific development programs for filling the gaps.
• Design training, career progression paths and talent strategies targeting high potential talent to create a pipeline of leadership for key roles.
• Develop rewards and recognition solutions to create high alignment between performance and total compensation.

Compensation & Benefits

• Maintain a best-in-class total compensation structure

Employee engagement

• Construct a comprehensive employee engagement plan that motivates, incentivizes and rewards employees for effective performance.

Day to day operations:

• Act as first point of contact for employee requests
• Drive all facets of the employee lifecycle - onboarding, offboarding, changes
• A seamless onboarding process for all new hires
• Complete all employee-related compliance tasks
• Execute all employee rewards and recognition programs.
• Facilitate the HR-side of payroll and partner with Finance team to process payroll on a weekly basis
• Act as System Administrator for the HRIS system and resolve all employee issues related to the system
• Perform data entry for all new hires, terminations, organizational changes, electronic documentation and other daily changes as needed.
• Ensure a seamless offboarding process from resignation to exit
• Provide data and company wide audit and compliance requests
• Partner with other team members on internal employee communications activities including but not limited to all hands administration and surveys
• Plan, organize and and provide support for company-wide activities and events.

Qualifications

• Minimum of 15 years experience in Human Resources with experience in start-up or early stage companies.
• Experience in a senior HR role and proven experience working with and advising the C-suite and senior management.
• Bachelors degree.
• Continuing education or masters degree a plus.
• PHR/SPHR certification a plus.
• Experience in the high-tech or health-tech industries a plus.
• Experience with multiple divisions and locations, large contractor base, and international employees is a plus.

Skills & Attributes

• Superior interpersonal communication and presentation skills, as well as proven organizational and influencing skills with all levels of the organization.
• Demonstrated ability to lead and manage teams.
• High energy, emotional intelligence and strong self-confidence. Ability to execute in a start-up type environment.
• Expertise in developing a best practices culture (i.e. Best Places to Work).
• Change agent and change management expertise in a high-growth environment.
• Empowerment mentality vs. control/command center.
• Experience in process innovation and development.
• Total compensation expertise, particularly in policy and process development.

Why Brook?

• High-Impact Role: Own a core growth channel in a sector of healthtech experiencing rapid growth.
• Mission-Driven: Join a company thats improving patient outcomes and transforming the way healthcare is delivered.
• Fast-Growing Environment: Thrive in a dynamic, scale-up atmosphere where youll have the autonomy to create meaningful change and implement new ideas from day one.
• Cutting-Edge Tech: Work with innovative tools and have the freedom to introduce new solutions, including AI-driven approaches.
• Collaborative Culture: Partner with passionate teams in Marketing, Product, and Clinic Ops to drive measurable results.

Working at Brook

• Fast-paced environment Brook operates in two of the fastest changing industries in America Healthcare and Technology. We move quickly to design tools and protocols based on customer and industry feedback. Thriving in an environment of change and continuous improvement is a core competency for all members of our team.
• Dynamic roles - We are a small and tight-knit team enthusiastically tackling difficult problems in an entrenched industry. All team members are expected to contribute to company protocols, provide product feedback and to generally think critically about our processes and care model.
• High expectations - We have big goals for the future. We expect dedication and positive collaboration from all our team to achieve them.

This position is not eligible for relocation or visa sponsorship. Candidates must live within a commuting distance from the office. This is a hybrid role, onsite in the office required weekly along with remote work.

Brook Inc is an equal opportunity employer. We are committed to building an inclusive and diverse workforce. Brook does not discriminate on the basis of , , , , , , marital status, , non-disqualifying physical or mental , or , military service status, citizenship or any other protected characteristic covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.

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