Head of People

The role

We just brought two companies together: a tech-forward startup and a clinical operator with nearly two decades of history and 20+ clinics. Our Head of People will make them one company.

You'll own what it's like to work here: benefits, culture, and the support our teams need to do hard work well. The clinicians and clinic staff in our network care for people who often arrive after years of treatments that didn't work. That work matters, and it's heavy. Your job is to make sure the people doing it feel supported, are paid fairly, and want to stay.

Some weeks that means sitting in a clinic break room hearing why a TMS technician is thinking about leaving. Other weeks it means building one benefits plan out of two, or figuring out why a new psychiatrist waits weeks to see their first patient and getting that number down.

What you'll do

• Lead the people side of integration: bring compensation, benefits, policies, leveling, and HR systems from two organizations onto one foundation, and make sure clinic teams feel the change as care, not disruption.
• Build one culture out of two, where clinical rigor and startup speed reinforce each other and every clinic feels connected to the mission.
• Own benefits and compensation, with a philosophy that competes for psychiatrists and nurse practitioners against health systems, and for builders against tech companies.
• Design the support that high-acuity work requires, from mental health resources and benefits to workload, scheduling, and career paths. You'll work hand in hand with the clinical leaders who own supervision and clinical practice, so support for our clinicians is coordinated, not siloed.
• Run recruiting for clinicians, clinic staff, and corporate roles. Clinician hiring is our growth constraint, and you'll treat it that way.
• Own clinician onboarding and credentialing, so new clinicians are licensed, enrolled with payers, and seeing patients quickly.
• Build the people systems and data so leadership sees headcount, attrition, and engagement without asking for a report, and keep us compliant across multiple states and our MSO structure.

Backgrounds we think could thrive here

• People leaders from multi-site healthcare (provider groups, specialty practices, dental or PT networks) who've led an integration
• Heads of People at high-growth tech companies who want work with higher stakes
• HR leaders from health systems who want to build rather than administer
• Private equity operators or value-creation leads who've run people integration across acquisitions
• Former clinic or practice operators who moved into People

This list isn't a checklist. If you see yourself in one of these, we'd like to talk. If you don't but the role still sounds like you, we'd like to talk too.

You may be a great fit if you

• Have merged two cultures before and can tell us what you'd do differently next time.
• Go to the clinic before you build the deck when an engagement survey comes back bad.
• Would rather fix a broken process than write a policy around it.
• Can explain a comp decision to a psychiatrist and to a CFO, and both walk away thinking it was fair.
• Know that clinicians are recruited, retained, and managed differently, because you've worked with licensed workforces or learned fast when you had to.
• Use AI every day and have rebuilt real HR work with it: drafting policy, answering benefits questions, automating onboarding.

Nice to have

• Hands-on experience with provider credentialing and payer enrollment
• Experience designing clinician compensation models
• Experience in behavioral health or specialty outpatient care

How we work

Work backwards from the patient. We start with what a patient experiences and build back from there. Sometimes that means launching later, or killing something that looks great on a dashboard but doesn't help anyone get treated.

Urgency with care. Many of our patients arrive after years of treatments that didn't work, and every week of delay costs them. We move fast. We also work with people at their most vulnerable, so we never trade safety or dignity for speed.

Write it down. We decide in writing. Meetings start with silent reading of a PRFAQ or short doc, so the best argument wins instead of the loudest voice. It's slower to write and faster to decide.

Conviction with an open mind. Bring a point of view and argue for it. Change your mind when someone shows you something better, not when they push harder. Once the call is made, back it as if it were yours.

Own the problem, not the lane. Go to where the work happens and learn the details until you understand them better than anyone. If a patient is waiting because of a broken handoff two teams away, it's yours until it's fixed or clearly in someone else's hands. Clinical decisions stay with our clinicians: your job is to raise the issue, not make the call.

Our commitment

Our patients come from every background, and we design for the ones the system has served worst. We build teams the same way. Radial is an equal opportunity employer. We don't discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic.

Plenty of great candidates rule themselves out too early. If you care about this problem but don't check every box, apply and let us make that call after we've talked.