Senior People Operations Generalist

About Us

At Greenbrook Medical, we believe seniors deserve more from the healthcare system—more time, more care, more coordination, and more heart. We provide high-touch, relationship-based primary care to seniors, built around one simple idea: deliver the kind of care we’d want for our own parents.

Founded by two brothers inspired by their father’s pioneering work in Medicare Advantage, Greenbrook is deeply personal and proudly modern. We quarterback our patients through their healthcare journey, making sure they’re never alone in a complex system. Our business model is designed around patient outcomes, not volume—so we only succeed when our patients thrive.

With roots in Tampa Bay and a partnership with Tampa General Hospital, we’re growing thoughtfully to bring our model to more communities. Our team is the heart of it all: mission-driven, values-oriented, and relentlessly committed to taking the best care of our patients.

 

About the Role

We are looking for a Senior People Operations Generalist with a strong focus on Learning & Development. You’ll partner closely with leadership and frontline teams to design and implement programs that elevate skills, drive engagement, and ensure our staff delivers the highest quality care.

Reporting to the Chief People Officer, in this role you will shape the growth and development of our clinical and central teams by designing and delivering engaging onboarding and training programs. You’ll partner closely with managers and team members to provide guidance, coaching, and career support, while collaborating across several teams to ensure our talent strategies drive real business impact. By analyzing learning outcomes and team performance metrics, you’ll continuously refine programs to strengthen skills, elevate performance, and help our teams deliver exceptional care.

 

Compensation

Compensation range: $110,000-$120,000, with a generous performance bonus

At Greenbrook Medical, we value fair and equitable pay. Your salary within this range will be based on your relevant, transferable experience and professional achievements.

 

Location: New York City strongly preferred (Hybrid). Open to exceptional remote candidates in FL, VA, TX, NY, MO (must be located in these states to be eligible).

 

Key Responsibilities

Learning & Development

• Design, deliver, and evaluate onboarding programs for our team, with an initial focus on Medical Assistants and Center Managers, including role-specific skills, compliance training, and practical workflow simulations.
• Develop ongoing training, skills refreshers, and performance support tools such as checklists, job aids, and learning modules to improve clinical efficiency and patient outcomes.
• Partner with the VP of Operations and Center Managers to conduct learning needs assessments, identify skill gaps, and build tailored development solutions aligned to team goals.
• Leverage the career level framework to structure skill progression, coaching plans, and promotion readiness, ensuring clear pathways for advancement within clinical roles.

People Operations & HR Generalist

• Partner with the Chief People Officer to create and deploy performance management resources, including goal-setting templates, feedback frameworks, and coaching guides for clinical teams.
• Collaborate with the Senior Recruiter to optimize onboarding systems, standardize training workflows, and actively support the first 90 days of new hires to accelerate proficiency and engagement.
• Support culture and engagement initiatives by coordinating All Hands meetings, company events, analyzing engagement survey results, and driving internal communications that foster connection, alignment, and transparency across the team.

Program Evaluation & Metrics

• Track and report on key L&D metrics, including onboarding satisfaction surveys, quarterly performance evaluations, clinical productivity, and patient care quality indicators.
• Continuously refine learning programs using feedback, competency assessments, and operational outcomes to ensure training drives measurable improvements.

 

Accountabilities

• Design, implement, and manage training plans for various roles and teams, including onboarding, role-specific skills development, and ongoing refreshers.
• Track and report on key people metrics to measure impact of learning programs, including:
• Team retention rates and turnover reduction
• Employee engagement scores from surveys and feedback
• Improvements in performance metrics via onboarding and early performance surveys
• Internal manager satisfaction, as measured by i