About 9amHealth

We’re creating a new standard of care.

9amHealth is specialized cardiometabolic care: a first of its kind, whole body approach to preventing and treating obesity, diabetes, high blood pressure, and high cholesterol, and help with weight management. We offer custom care plans, prescription medications, and expert guidance to help our members live healthier every day.

9amHealth is a San Diego, California, based company led by the team behind mySugr, a successful diabetes management app acquired by Roche in 2017. 7Wire Ventures, Human Capital, Founders Fund, Define Ventures, Speedinvest, iSeed Ventures, and StartUp Health have backed 9amHealth, with a total funding of 25 million dollars. We are on a growth trajectory to achieve our mission of a more connected care approach for cardiometabolic health.

What it is

The Sr. Manager of People Operations is responsible for building and operationalizing the company’s core people systems, translating strategic direction into scalable programs that drive performance, consistency, and growth.

This is a builder role, owning the design, rollout, and ongoing management of People programs (performance, onboarding, leveling, and systems), while partnering closely with the VP of People and cross-functional leaders to ensure adoption across the organization.

What you’ll do

Performance & Talent Infrastructure

• Own the build, rollout, and ongoing management of performance management programs (review cycles, calibrations, feedback frameworks), in partnership with the VP of People

• Operationalize leveling frameworks through clear documentation, tools, and manager guidance

• Build and maintain role-based competency frameworks aligned to organizational levels

• Own execution of performance cycles, ensuring consistency, quality, and timeliness

• Identify skill gaps through data and translate insights into actionable programs

• Support succession planning and internal mobility by maintaining accurate talent data and visibility

• Partner with VP of People and external partners to build and document compensation structures aligned to leveling

• Standardize and maintain job descriptions across the organization, ensuring alignment to leveling, scope, and role clarity, in partnership with managers and HRBP

Onboarding & Employee Lifecycle Programs

• Own and continuously improve a scalable, structured onboarding experience across corporate and clinical teams

• Define and implement 30/60/90-day frameworks in partnership with hiring managers

• Ensure onboarding programs translate effectively across distributed and agency-based workforces

• Build and standardize offboarding processes, including knowledge transfer and exit insights

Manager Enablement & Program Adoption

• Develop manager toolkits, playbooks, and training to support performance, feedback, and team leadership

• Partner with HRBP to ensure consistent adoption of People programs

• Establish clear guidance for documentation, feedback, and escalation pathways

• Ensure managers are equipped to apply leveling, performance, and compensation frameworks effectively

People Infrastructure & Systems

• Own People systems (HRIS and related tools), including implementation, optimization, and ongoing management

• Drive cross-functional alignment across People, Recruiting, Finance, and business teams to ensure successful rollout of programs

• Lead change management and communication for new People initiatives to drive adoption across the organization

• Build and maintain process documentation, workflows, and operational playbooks

• Ensure data integrity, reporting accuracy, and audit readiness

• Provide payroll oversight support, building redundancy into existing processes

• Evaluate and recommend tools and system enhancements based on business needs

Workforce Data & Planning Support

• Leverage workforce data and reporting to identify trends, gaps, and opportunities (capacity, attrition, skill gaps) and inform decision-making

• Provide insights and recommendations to inform workforce planning, org design, and hiring decisions in partnership with the VP of People and Finance

• Partner with Talent Ops to ensure accuracy, integrity, and usability of workforce data and dashboards

• Support employee classification audits (W2, contractor, exempt/non-exempt) in partnership with legal counsel and VP of People

Interim HRBP Coverage (if needed)<