VP of HR
关于塞尔斯蒂医疗，我们使护理人员能够改善痴呆症患者的生活。我们通过创新的护理者启动痴呆症计划为家庭护理人员提供了力量，该计划结合技术，人工智能，数据和个性化辅导，以提高健康结果，减少住院治疗并为基于价值的卫生组织节省成本。我们提供竞争激励，支持文化和共同对改变的热情。我们的协作环境重视创造力，问责能力和影响力。塞尔斯提角色正在寻找一个实践，战略副总裁人力资源来建立和领导我们的员工功能随着我们的规模。直接向首席执行官报告，并担任高管领导团队的员工，你将拥有整个员工生命周期：人才收购，人力资源运营，薪酬和福利，绩效，文化和合规。你将是建筑师和操作员。你将设定支持我们的增长计划和投资者承诺的人员战略，并且将在一个苗条，完全远程，多国组织中执行它。我们的团队涵盖护理教练，注册专家，GUIDE 协调，临床，产品和商业功能，你将设计能够招募，开发和保持每个人都规模化的组织。关键责任。人员战略和领导 · 与首席执行官和高管团队合作，建立一个符合公司增长，运营计划和投资者里程碑的人力策略 · 设计组织结构，人员计划和与业务相应的平衡框架 · 咨询 CEO 和领导人在组织效率，领导发展和继承方面 ·向首席执行董事和董事会报告的人员指标 （人数，耗时，填充时间，参与度，每次租用成本）· 构建并运行可扩展的招聘引擎用于大规模角色 （护理教练，注册专家）和专门的雇佣 （临床，产品，商业，领导）. · 拥有雇主品牌，候选人经验和申请者跟踪系统 · 对成本和质量目标进行招聘供应商和机构的管理补偿，福利和总奖励 · 与金融合作开发市场竞争性补偿带，激励计划和股权项目 · 选择并管理福利，PEO,工资表和 HRIS 供应商 ·确保薪酬实践公平且符合要求
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About Ceresti
Ceresti Health is enabling caregivers to improve the lives of people living with dementia. We empower family caregivers through our innovative Caregiver-Enabled Dementia Program, which combines technology, AI, data, and personalized coaching to improve health outcomes, reduce hospitalizations, and generate cost savings for value-based healthcare organizations.
We offer competitive compensation, a supportive culture, and a shared passion for making a difference. Our collaborative environment values creativity, accountability, and impact.
The Role
Ceresti is seeking a hands-on, strategic Vice President of Human Resources to build and lead our people function as we scale. Reporting directly to the CEO and serving on the executive leadership team, you will own the full employee lifecycle: talent acquisition, HR operations, compensation and benefits, performance, culture, and compliance.
You will be both architect and operator. You will set the people strategy that supports our growth plan and investor commitments, and you will roll up your sleeves to execute it in a lean, fully remote, multi-state organization. Our teams span caregiver coaches, enrollment specialists, GUIDE coordination, clinical, product, and commercial functions, and you will design an organization that can recruit, develop, and retain each of them at scale.
Key Responsibilities
People strategy and leadership
- Partner with the CEO and executive team to build a people strategy aligned to company growth, operating plan, and investor milestones
- Design org structure, headcount plans, and leveling frameworks that scale with the business
- Advise the CEO and leaders on organizational effectiveness, leadership development, and succession
- Report people metrics (headcount, attrition, time-to-fill, engagement, cost per hire) to the CEO and Board
Talent acquisition
- Build and run a scalable recruiting engine for high-volume roles (caregiver coaches, enrollment specialists) and specialized hires (clinical, product, commercial, leadership)
- Own the employer brand, candidate experience, and applicant tracking system
- Manage recruiting vendors and agencies against cost and quality targets
Compensation, benefits, and total rewards
- Develop market-competitive compensation bands, incentive plans, and equity programs in partnership with Finance
- Select and manage benefits, PEO, payroll, and HRIS vendors
- Ensure pay practices are equitable and compliant across states
Performance, development, and culture
- Implement goal-setting, performance management, and feedback processes
- Build onboarding, training, and career development programs for a remote workforce
- Foster a mission-driven, accountable culture and drive employee engagement and retention
HR operations and compliance
- Ensure compliance with federal and multi-state employment law, including wage and hour, leave, classification, and pay transparency
- Maintain HR policies, handbook, and documentation; lead employee relations and investigations
- Support HIPAA workforce training and healthcare compliance requirements in partnership with Compliance
- Lead people workstreams for financings, M&A, or new business structures as the company grows
Qualifications
Required
- 12+ years of progressive HR experience, including 5+ years leading the HR function at a senior level
- Experience as the head of HR at a venture- or PE-backed company through a period of rapid growth
- Track record building high-volume recruiting and retention programs alongside specialized and executive hiring
- Deep knowledge of multi-state employment law and experience managing a fully remote workforce
- Hands-on experience selecting and managing HRIS, ATS, payroll, PEO, and benefits vendors
- Strong business and financial acumen; comfortable presenting to a CEO and Board
- Bachelor's degree in Human Resources, Business, or related field
Preferred
- Experience in healthcare, digital health, or value-based care, including clinical or care-team workforces
- Experience supporting Medicare Advantage, payer, or provider-facing organizations
- Some public company experience
- SHRM-SCP, SPHR, or equivalent certification
- Experience with equity plans, financings, or M&A integration
What success looks like in the first year
- A scalable recruiting process that meets hiring plan targets for frontline and leadership roles
- Compensation bands, leveling, and performance management in place company-wide
- Measurable improvement in frontline retention and engagement
- Clean, compliant HR infrastructure ready for the next stage of growth
Why Join Ceresti
- Mission with measurable impact: help families caring for people living with dementia
- A seat at the executive table, with direct partnership with the CEO
- Fully remote team with a collaborative culture that values creativity, accountability, and impact
- Competitive compensation and benefits
Equal Opportunity
Ceresti Health is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by law.
Originally posted on Himalayas