About Get Covered LLC
We provide cost-effective coverage with just a few clicks — satisfying residents, property managers, agencies, and distribution partners with a process that is as simple and touchless as possible.
As Get Covered continues to scale, we are looking for a hands-on, business-minded Director of People to help strengthen our people operations, support managers, improve employee experience, and build the right amount of structure for a high-growth company.
About the role
- The Director of People will build the People function at Get Covered, supporting a growing team across multiple regions, including onshore and offshore employees. This role is ideal for a practical, thoughtful People leader who understands how to balance structure with speed in a startup environment.
What you'll do
- People Operations & Infrastructure
- Build, improve, and maintain scalable people processes that support company growth.
- Develop and manage HR policies, employee handbook updates, procedures, and internal people documentation.
- Ensure employee records, HR systems, onboarding materials, and compliance documentation are accurate and organized.
- Help establish consistent practices across U.S.-based and offshore teams.
- Evaluate and improve HR tools, workflows, and reporting.
Manager Support & Employee Relations
- Serve as a trusted advisor to managers on employee relations, performance, communication, and team dynamics.
- Provide practical guidance on coaching, conflict resolution, documentation, disciplinary actions, and terminations.
- Help managers set clear expectations, provide feedback, and address issues early.
- Support a workplace culture built on accountability, respect, ownership, and collaboration.
- Handle sensitive employee matters with professionalism, discretion, and sound judgment.
Talent Acquisition & Onboarding
- Partner with leadership and hiring managers to define role requirements, hiring priorities, and interview processes.
- Improve recruiting workflows, candidate experience, job descriptions, interview guides, and offer processes.
- Coordinate onboarding programs that help new employees quickly understand Get Covered’s business, culture, tools, and expectations.
- Ensure onboarding is consistent across departments and locations.
- Support workforce planning as the company scales.
Performance Management & Employee Development
- Design and manage practical performance review processes, including 90-day reviews, annual reviews, and manager feedback cycles.
- Help establish clear role expectations, goals, and career development frameworks.
- Support managers in identifying high performers, performance gaps, and development opportunities.
- Assist with performance improvement plans when needed.
- Promote a culture of continuous feedback and accountability.
Culture, Engagement & Communication
- Help protect and scale the culture that has helped Get Covered grow.
- Develop employee engagement initiatives, pulse surveys, feedback channels, and internal communication rhythms.
- Partner with leadership to improve transparency, alignment, and cross-functional collaboration.
- Support company meetings, employee communications, recognition programs, and culture-building activities.
- Identify opportunities to improve employee experience without adding unnecessary bureaucracy.
Qualifications
- 7+ years of progressive HR, People Operations, or Human Resources experience.
- Strong knowledge of employee relations, performance management, onboarding, and employment compliance.
- Experience supporting teams across multiple regions or states.
- Experience working with both U.S.-based and offshore teams is strongly preferred.
Skills & Attributes
- Practical, business-minded approach to people operations.
- Comfortable operating in a fast-paced, evolving environment with limited existing structure.
- Strong judgment, discretion, and emotional intelligence.
- Excellent communication, documentation, and problem-solving skills.
- Ability to build trust with executives, managers, and employees.
- Strong understanding of when to introduce process and when to keep things simple.
- Comfortable handling sensitive employee matters professionally and objectively.
• • Able to balance employee advocacy with business needs.
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