What you’ll own in year one
o Organizational strategy and structure — partner with the CEO, Chief of Staff and CFO on top-down organizational design and a dynamic workforce plan that evolves and recalibrates as we scale across healthcare system partners.
o Goal-setting and performance systems — roll out our first company-wide Goal process cascading from company priorities, team goals (possibly V2MOM framework) to individual goals, and build our first structured performance review cycle, job leveling, and career architecture so top performers are recognized, retained, and developed.
o Compensation and total rewards — design a market- and performance-aligned compensation philosophy and pay bands tied to the leveling framework, partner with the CEO/CFO on equity strategy for new hires and refreshes, and benchmark against market data as we scale.
o Recruiting and interview process design — build the recruiting strategy and a structured, rigorous interview process behind our next phase of hiring, partnering with executives across the US and Greece.
o Onboarding and training — create the onboarding processes, materials, and training that get new hires productive quickly and consistently across both geographies.
o HR operations and compliance — own the employee lifecycle end to end: US multi-state and European employment compliance, HRIS, policies, payroll coordination, offboarding, and the administrative backbone of the company (employee equipment, tools and subscriptions, systems access).
o Employee engagement and culture — establish pulse surveys and feedback loops, build connective culture practices across our distributed US and Greece teams, and develop our first-time managers through coaching and training. In partnership with the CFO, establish structured town halls and a cadence for sharing company goals and business updates.
o Building the People team — hire, lead, and develop your own team, starting with a junior People team member in our Athens office.