Sr. Staff People Partner

About OpenLoop
OpenLoop was co-founded by CEO, Dr. Jon Lensing, and COO, Christian Williams, with the vision to bring care anywhere. Our telehealth support solutions are thoughtfully designed to streamline and simplify go-to-market care delivery for companies offering meaningful virtual support to patients across an expansive array of specialties, in all 50 states.
About the Role
OpenLoop's mission is to bring care anywhere by powering telehealth solutions at scale. We're looking for a Sr. Staff People Partner to support the teams that generate and service OpenLoop's revenue — Commercial, Marketing, Operations, and Patient Support.
This is a business partner role for someone who understands what supporting a revenue organization requires. You'll partner with Sales and Customer Success leaders whose teams carry quotas and earn variable compensation, where performance is visible in a dashboard and turnover is expensive. You'll also support a high-volume Patient Support organization of contact center staff and certified medical assistants, where scheduling, adherence, non-exempt pay practices, and hourly-workforce dynamics drive the people's agenda. Those two populations need different playbooks, and you'll get to run both.
This role reports to the Sr. Director, Talent Management, and will help shape OpenLoop’s evolving People Partner function. With minimal legacy structure to navigate, you will have significant autonomy and runway to define what strategic HR partnership looks like across the company. We are seeking a builder who sees a blank slate as an opportunity to influence our organizational trajectory.
What You'll Do
Business Partnership to Revenue & Operating Leaders
- Serve as the primary People Partner to leaders across Commercial, Marketing, Operations, and Patient Support — close enough to the business to know the pipeline, the ramp, and the pressure each team is under

- Partner on org design and workforce planning for quota-carrying and capacity-driven teams, including span of control, territory and coverage changes, career pathing for sellers and Customer Success, and Patient Support staffing models

- Advise leadership on where the org has gaps — structure, manager capability, missing programs — and bring recommendations, not just observations

- Lead the people side of restructures, role eliminations, and team changes: planning, sequencing, run of show, and follow-through

Performance Management in a High-Visibility Environment
- Coach managers through performance conversations where the metric is unambiguous — missed quota, missed CSAT, adherence, ticket volume — and help them separate a capability problem from a coverage, territory, or ramp problem

- Run and continuously improve performance review and calibration processes, including calibration across teams whose results are heavily influenced by book, territory, and season

- Build performance documentation and PIP practices that hold up when the business wants to move fast on an exit

Variable Compensation & Career Architecture
- Partner with Compensation on job architecture, leveling, and Job Family Architectures (JFAs) across commissioned and non-exempt populations

- Support leaders and employees through variable comp questions — plan mechanics, mid-cycle plan changes, disputed or contested commission — and know when to route to Comp, Finance, or Legal

- Help design career paths that account for how sellers, CS, and contact center staff actually progress

Employee Relations & Investigations
- Own ER matters end to end for the client groups: intake, investigation, documentation, resolution, and closure

- Handle the ER patterns specific to commercial teams — conduct at sales events, conferences, client sites, and travel; complaints involving high performers or client personnel; alcohol-adjacent situations at company-sponsored events; boundary and power-dynamic issues

- consistent, scalable ER documentation and workflows the broader Peopl