People & Culture Manager

Role Overview

• Serve as the primary HR advisor to managers across clinics and corporate teams.
• Provide coaching on performance management, progressive discipline, terminations, and conflict resolution.
• Lead internal investigations, ensuring thorough documentation and sound recommendations.
• Ensure consistent and fair application of policies and employment practices across all locations.
• Partner with People leadership on high-risk or complex matters.
• In partnership with People leadership, lead company-wide performance review cycles and support calibration processes.
• Coach managers on delivering feedback, driving accountability, and strengthening team effectiveness.
• Support workforce planning and evolving team structures during expansion.
• Contribute to compensation review processes and role clarity as the organization scales.
• Own the integrity and compliance of the employee lifecycle from hire to exit.
• Oversee and support as needed onboarding and offboarding processes.
• Partner with the People & Culture Associate to ensure timely payroll coordination, timekeeping accuracy, leave documentation and integrity of HRIS data.
• Maintain working knowledge of payroll, time tracking, and onboarding workflows in order to step in when necessary.
• Stay current on multi-state employment laws and ensure compliant practices across regions.
• Identify and improve operational inefficiencies, particularly within systems and timekeeping processes.
• Provide guidance on leave eligibility, accommodations, and complex employee scenarios.
• Partner with the People & Culture Associate on standardized templates and documentation practices ensuring compliance with evolving federal, state, and local leave laws.
• Build scalable people processes that support multi-location growth.
• Monitor trends in turnover, performance, and engagement and recommend action.
• Reinforce Oula’s values through consistent people practices and manager enablement.
• Support internal communications and change management during expansion.
• Help track KPIs and people dashboards to communicate progress to internal and external stakeholders.
• Partner with the talent team on recruiting efforts and strategy as needed to meet our 2026 growth goals and beyond.

Requirements

• 5+ years of progressive HR experience, including a balanced blend of front end and back end People & Culture business programs and processes.
• Experience supporting multi-location in a high-growth, fast-paced startup environment strongly preferred.
• Strong working knowledge of multi-state employment law and compliance practices.
• Demonstrated experience advising managers on performance, discipline, and terminations.
• Experience managing benefits and working in a PEO environment.
• Healthcare or clinical workforce experience is highly valued.
• Excellent judgment, communication skills, and the ability to build trust at all levels.

Benefits

• Competitive total rewards package including base salary and comprehensive benefits