elev8 provides 360° patient acquisition solutions for behavioral health brands by helping them with:

1) Generating VOB-qualified leads on multiple channels via elev8media
2) Increasing efficiency by enhancing their CRM & techstack via elev8tech
3) Improving their overall lead-to-admit conversion rates via elev8sales

Position Summary

elev8.io is changing the game for Behavioral Health companies, committed to helping our clients close the gap between the millions suffering from addiction or mental health problems. We are growing rapidly and therefore looking to bring in an HR Manager to deploy strategic people operations initiatives that align with the company’s vision & growth goals.

Key Responsibilities

Responsibilities #1 - People Operations Management (60%):

• Develop standardized recruitment funnels, processes and partnering with hiring managers to match their needs ongoing with a pipe-line of top talent so that growth never is stalled due to capacity constraints.
• Design and implement a comprehensive onboarding experience (90-day plan) that empowers new hires from day one to perform at their highest potential while ensuring they fully understand elev8’s values, expectations, and their role within our mission.
• Ensure smooth employee ‘offboarding processes’ with exit interviews and feedback loops to capture insights for continuous improvement.
• Develop structured training programs for both new and existing employees, collaborating with managers to identify skill gaps and career growth opportunities.
• Support Marketing with the deployment of our local ‘Employment Branding Strategy’ and collaborate with sales & marketing leadership to highlight elev8’s culture, achievements, and employee success stories across social media channels and our careers page.
• Establish crystal-clear KPIs or OKRs for all team members and implement regular performance reviews that fosters accountability and a feedback-rich culture.
• Identify drivers & measurements of employee satisfaction to design initiatives that help boost morale, engagement, and long-term commitment of A-Players.

Example Tasks - People Operations Management:

• Onboarding: Build onboarding plans for new hires that includes training schedules, mentorship programs, and performance check-ins.
• Training: Create a centralized knowledge base on our LMS for employee training, with clear pathways for upskilling and professional growth.
• Feedback: Implement and manage tools for pulse surveys and feedback, using data to inform engagement strategies.
• Performance Reviews: Develop and roll out a standardized review process ensuring managers are equipped to provide constructive feedback in a consistent and effective fashion.
• Retention Plans: Organize team-building activities and recognition programs that align with company values
• Transition Support: Develop a structured exit interview process, tracking trends and advising leadership on areas for improvement

Responsibilities #2 - Workforce Planning and Administration (40%):

• Oversee headcount planning, hiring timelines, and workforce forecasting in alignment with delivery capacity and sales growth.
• Help manage performance & bonus structure for all relevant roles (especially in Growth & Delivery with focus on client acquisition, growth and retention).
• Support leadership with financial planning, budgeting, and operational cost management by clearly understanding our hiring needs, cost associated and workforce management efficiency.
• Support with local payroll processing, managing vacation days, benefits, and ensuring compliance with local tax and labor regulations.
• Oversee the management of physical workspace needs, including vendor relationships, office maintenance, and workspace policies.
• Manage inventory of IT and office equipment (e.g. laptops, monitors, headsets), ensuring proper allocation, recovery, and condition tracking while maintaining updated records of software license assigned to employees.

Example Tasks - Workforce Planning and Administration:

• Workforce Forecasting: Manage our ‘Client Growth vs. Workforce Forecast’ with diligence so that we always are ahead of the curve with regards to talent & resources and never limit our growth potential because of capacity constraints.
• Budget Reviews: Hold regular check-ins with the department leaders & finance team to review personnel costs, software/tool expenses and adjust accordingly to ensure that we meet a) targeted efficiency metrics (employee to client ratios) and b) targeted margins per product.
• Productivity Reporting: Review daily activity and attendance data in Time Doctor software to ensure all team members are actively logged in, meeting productivity expectations, and aligned with project allocations. Follow up on outliers or inconsistencies with department leads.
• Facility Oversight: Ensure our facilities foster employment satisfaction and work effectiveness while meeting local health, safety, and labor compliance standards. Conduct periodic assessments of workspace conditions and coordinate with vendors or building management to address any deficiencies related to employee well-being, security, or ergonomics.
• Data Reporting: Present ‘workforce performance data’, including but not limited to turnover (voluntary/involuntary exits), average tenure, total employees and effectiveness, employees survey results & satisfaction scores, etc. Upon the first 60 days of hire, the HR Manager is expected to develop the full set of HR KPIs in collaboration with leadership.

Qualifications

• 5+ years' of proven HR Management expertise and process improvement within HR and organizational development
• Experience with building and effectively scaling international teams in both an in-office and remote workforce setting
• A proven track record of developing and executing ‘employee career pathing plans’ that yield employee growth and preferably promotions from within the organization over hiring external management is preferred
• Embracing technology and AI to the T! Our tech stack includes now 80+ technologies across departments - key softwares that this role must be highly proficient in are 1) ClickUp (Project Management Software) 2) Rippling (Workforce Management Software) and 3) OpenAI/ChatGPT (companywide initiative that leaders must embrace).
• Ability to prioritize and multi-task with experience working in a dynamic, fast-changing entrepreneurial environment.
• Strong collaborative and cooperative mindset that can work with cross functional teams.

e8's Core-Values

As a values-based firm, we only hire people who share our notion on:

1. Appreciate the Journey - Understanding that the daily hustle is the dream.
2. Go the Extra Mile - Attaining desired outcomes regardless of efforts required.
3. Customers Are King - Helping them thrive are our priorities and expectations.
4. Act Like an Owner - Taking full responsibility for our work and actions.
5. A-Players Only - Fostering a growth mindset, always aiming to learn, and achieve desired results.
6. Understand the Why - Driving change and helping people out of suffering.
7. Focus on Impact - Achieving stellar results by focusing on performance and goals.
8. Adapt & Evolve - Continuously learning and evolving is requisite for being #1.

Compensation and Growth Potential:

The salary will depend on qualifications and track record. This is a perfect opportunity for any ambitious and hardworking candidate who wants to be at the helm of one of the fastest-growing behavioral health companies in the U.S. and Latin America.

Apply now