Location: Bay Area (Hybrid) or Fully Remote
Reports to: VP, People
Leads: People Operations Team
Midi Health is the leading virtual care platform dedicated to transforming women’s midlife health. Our clinicians provide expert, personalized, insurance-covered care through a modern technology platform — and we are scaling rapidly to meet the growing demand for high-quality care.
As we continue this next phase of growth, building thoughtful, competitive, and scalable people programs is critical to attracting and retaining exceptional talent.
The Opportunity: 🚀Midi is seeking a Director of Total Rewards & People Operations to lead our People Operations function and serve as the organization’s internal expert on compensation and total rewards.
This is a highly visible leadership role for a builder-operator who thrives in fast-scaling environments. You will design and operationalize compensation strategies, elevate our total rewards offerings, and ensure our people infrastructure scales alongside the business.
If you are equal parts strategist and operator — someone who can set direction while rolling up your sleeves — this role offers the chance to shape the employee experience at a company redefining healthcare.
Business Impact: 📈In this role, you will:
✅ Build compensation frameworks that attract top-tier talent in a competitive market
✅ Ensure rewards programs scale thoughtfully with company growth
✅ Strengthen operational rigor across the employee lifecycle
✅ Partner with executive leadership on compensation strategy and planning
✅ Create the infrastructure that supports a high-performing, mission-driven workforce
Serve as the internal subject matter expert on compensation and total rewards
Design, evolve, and administer compensation and incentive programs across diverse roles and workforce models
Own base pay, incentive structures, and equity administration aligned to our compensation philosophy
Lead company-wide compensation cycles and governance
Own job architecture, leveling frameworks, and salary bands in partnership with HRBPs and Talent
Conduct benchmarking, modeling, and compensation analyses to support hiring and retention
Lead strategy and operationalization of executive compensation programs
Ensure compliance with wage and hour laws, pay transparency requirements, and pay equity standards
Own benefits strategy and day-to-day administration, including broker and vendor relationships
Lead annual renewals and open enrollment with a clear, consistent employee experience
Continuously assess and enhance total rewards offerings for competitiveness, scalability, and cost effectiveness
Lead and develop the People Operations team, setting priorities and driving operational excellence
Own HR systems and tools (HRIS, benefits platforms, broader HR tech stack) in partnership with Corporate IT and Product
Ensure strong governance, reporting accuracy, and data integrity across people systems
Drive process optimization across the employee lifecycle — onboarding, transitions, and offboarding — through improved workflows and technology
Ensure compliance with multi-state employment laws, audits, and reporting requirements in partnership with Finance and Legal
Own people policies, handbooks, and operational documentation
Partner closely with Finance on compensation planning, budgeting, and forecasting
Serve as a trusted advisor to business leaders and HRBPs on rewards and people operations topics
Collaborate across People, Talent, Finance, and Legal to ensure alignment and consistency
8–12 years of experience across Total Rewards, Compensation, and/or People Operations
Minimum 7+ years focused specifically on compensation or total rewards with progressive leadership responsibility
Deep expertise designing compensation and incentive programs across varied role types and workforce structures
Experience leading teams in a rapidly growing organization with a hands-on leadership style
Strong analytical and financial modeling capabilities with the ability to translate data into actionable insights
Exceptional judgment, discretion, and attention to detail when managing sensitive information
Comfort leading through ambiguity while building scalable infrastructure
- Partner closely with Product and Engineering to shape the evolution of the People tech stack and systems
- Systems thinker who can connect strategy, process, and technology and who can design people programs that work holistically across the employee lifecycle rather than in silos
- Flexible, growth-oriented mindset with the ability to adapt established practices to Midi’s unique culture, pace, and operating model and who listens first and evolves approaches based on business needs rather than relying on “how it’s always been done
Certified Compensation Professional (CCP) preferred
The interview process will include: 📚
- Meet with our Talent Partner (30- 45 min)
- Meet with VP People (45 mins)
- Final Team Interviews (3-4 hours)
- Final Executive Interview (1 hr)
At this time, Midi is unable to provide visa sponsorship. Candidates must be authorized to work in the U.S. without current or future sponsorship needs.
The Salary range for this role will depend on experience.Midi pays a competitive base salary, plus equity and benefits.
While you’re waiting for us to review your portfolio, here’s some fun content to check out 🎥
https://www.youtube.com/watch?v=1px7i6MVjNg
#LI-JA1
At this time, Midi is unable to provide visa sponsorship. All Candidates must be authorized to work in the United States without current or future sponsorship needs.
Please note that all official communication from Midi Health will come from an @joinmidi.com email address. We will never ask for payment of any kind during the application or hiring process. If you receive any suspicious communication claiming to be from Midi Health, please report it immediately by emailing us at [email protected].
Midi Health is an Equal Opportunity Employer. We are committed to pay equity and ensure that all qualified applicants receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. Our compensation philosophy is based on fair, objective criteria and the impact of the role, regardless of an applicant’s salary history.
Please find our CCPA Privacy Notice for California Candidates here.
