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.