Human Capital Director

Remote

Re‑architecting U.S. healthcare demands speed, precision, and an obsession with details. Cadence is building a remote care delivery system that keeps older people healthy, out of the hospital, and at home. By pairing each patient with a dedicated clinical team that reviews their health every day, versus every few months, we catch issues early and intervene before they escalate. The result: measurably better outcomes for patients and less administrative burden for clinicians.

Today, Cadence supports tens of thousands of  active patients nationwide. Our AI‑powered system and scalable clinical model enable proactive, population‑level care. We’re among the fastest‑growing companies in healthtech, and we’re just getting started.

The Human Capital Director is a strategic and business-minded role that drives the people strategy that enables company growth, operational excellence, and strong financial performance.

This role will operate as a trusted advisor to senior leaders, aligning workforce strategy with company objectives across margin improvement, revenue growth, and market expansion. This role will lead strategic workforce planning, headcount investment strategies, talent mapping, and succession planning while helping build and sustain high-performing teams. The role also owns and progresses initiatives to deliver our people success metrics and goals for the workforce to include AI competency, performance, enablement, and otherwise preparing our workforce for the work of tomorrow. 

This role requires both strong business acumen and deep HR expertise. The role collaborates across the People team—including Talent Acquisition, Total Rewards, People Operations, and People Technology —to ensure our programs, processes, and investments effectively support the evolving needs of the business.

Executive Partnership & Strategic Advising

  • Serve as a trusted advisor to executive and senior leadership teams on organizational design, leadership effectiveness, and talent strategy.
  • Translate business priorities into forward-looking people strategies that enable achievement of revenue, growth, and margin goals.
  • Provide data-driven insights to guide strategic workforce decisions.

Strategic Workforce Planning

  • Lead annual and long-range workforce planning in partnership with finance and executive leadership.
  • Develop headcount investment strategies aligned with growth plans, productivity targets, and financial goals.
  • Partner with leaders to identify capability gaps and plan talent strategies to address them.

Talent Strategy & Succession Planning

  • Drive enterprise talent mapping and succession planning for critical leadership and specialized roles.
  • Partner with Talent Acquisition and Learning teams to ensure strong pipelines for future talent needs.
  • Support leadership development and readiness for key succession roles.

Organizational Effectiveness & High Performance

  • Partner with leadership to build high-performing teams and strengthen accountability for results.
  • Guide leaders through organizational design, change management, and team effectiveness initiatives.
  • Champion a performance-driven culture that supports innovation, operational excellence, and collaboration.

People Strategy Execution

  • Work cross-functionally across the People team to ensure programs and processes effectively support business priorities.
  • Align compensation, performance management, engagement, and development initiatives with company strategy.
  • Ensure consistent and scalable people practices across the organization.

Data & Insights

  • Leverage workforce analytics to inform decisions on hiring, retention, productivity, and organizational health.
  • Monitor key talent metrics and provide actionable recommendations to leadership.

 

WHAT YOU’LL NEED:

  • Minimum 10 years of progressive experience in human resources business partnering and strategic human resources at a senior level.
  • Experience partnering with executive teams in high-growth environments; healthcare technology or technology industry experience strongly preferred.
  • Proven expertise in strategic workforce planning, organizational design, and talent management.
  • Strong financial and business acumen with the ability to link people strategy to revenue, growth, and margin outcomes.
  • Demonstrated success influencing senior leaders and driving organizational change.
  • Proven ability to influence and engage at the C-suite, leadership and management level and lead successful programs and outcomes in a matrixed organization.
  • Strong understanding of HR operating models and HR technologies (e.g., HRIS, ATS, AI tools).
  • Ability to successfully work cross functionally to bring information and communications together. 
  • Desire to, and ability for, working hyper autonomously within a fully remote workforce.
  • Excellent organizational and communication skills. 
  • Ability to connect the dots across complex, cross-functional HR initiatives.
  • Proficiency in using analytics and dashboards to communicate progress and insights.
  • Ability to translate complex strategies into clear, actionable communications.
  • Ability to navigate complex organizational dynamics and drive change in uncertain environments.

WHAT SUCCESS LOOKS LIKE:

  • Leadership teams have clear workforce strategies aligned with business growth plans.
  • Strong internal talent pipelines and succession readiness for key roles.
  • Headcount investments and organizational design decisions are aligned with financial goals.
  • High-performing, engaged teams capable of delivering sustained growth and innovation.
  • AI competency development and enablement launched across the business to meaningfully impact margin and OKRs by Q3 2026.

COMPETENCIES REQUIRED:

  • AI & Digital Fluency: Proficiency in prompt engineering, leveraging AI-powered content creation, and integrating no-code AI tools into daily workflows.
  • Data Storytelling & Predictive Analytics: Moving beyond reporting to interpret AI-generated insights, predicting talent needs, and linking employee experience directly to business financial outcomes.
  • Responsible AI & Ethical Oversight: Ensuring fairness, transparency, and compliance in algorithmic decisions, particularly in recruitment and performance management.
  • Strategic Foresight & Work Redesign: Acting as a futurist to redesign roles for human-AI collaboration, shifting from "jobs" to a "skills-based organization" model.
  • Change Management & Reskilling Advisor: Guiding leaders and employees through continuous technological disruption and reskilling teams to work alongside AI.
  • Employee Experience Design: Intentionally designing hybrid work environments that prioritize wellbeing, psychological safety, and culture in a digital-first workplace

WHO WE ARE:

Cadence Health was built around a simple promise: patients always come first. Our technology-enabled remote care model pairs continuous health insights with a highly skilled clinical Care Team, empowering seniors to stay healthier, avoid complications, and live more independent, fulfilling lives, all without the limits of a traditional office visit.

Your expertise is the heart of our system.

Nurse practitioners, registered nurses, medical assistants, patient-success coordinators, and other frontline clinicians are the face and beating heart of Cadence. You’ll bring warmth, clinical precision, and the empathy that turns a virtual touchpoint into a human connection. Every chat, phone call, and care plan you deliver shapes how patients experience “what healthcare should be.”

A modern toolkit to practice top-of-license care.

We’ve replaced reactive visits with real-time data, intelligent workflows, and seamless collaboration tools. That means you can spend less time on busywork and more time practicing at the top of your license, coaching patients, spotting risks early, and coordinating with physicians to keep care proactive and personal.

Thriving in a fast-moving, mission-driven culture.

Change excites us. Innovation fuels us. If you’re energized by technology, eager to re-imagine care delivery, and motivated to improve outcomes for both patients and the providers who serve them, you’ll feel at home here. We invest in continuous learning, clinical mentorship, and transparent growth paths so you can advance your skills while making a measurable impact every day.

Join us in redefining healthy aging.

If you’re passionate about compassionate care and ready to transform how seniors across the country manage chronic conditions, recover after hospitalization, and age with confidence, let’s talk. Together, we’ll build a future where exceptional care is consistent, connected, and just a call away.

WHAT YOU’LL GET:

  • Company culture all about impact, shared growth mindset, empowerment, and integrity
  • An opportunity to help improve the quality of life of millions of Americans
  • Unique chance to support the development of an amazing product; Cadence’s in-house clinicians are our super users and beta testers
  • Competitive salaries
  • Medical, dental, and vision insurance
  • TelaDoc (virtual primary care)
  • Competitive PTO
  • 401K and 401K match
  • National and local discounts powered by TriNet
  • Onboarding stipend for remote equipment and home office setup
  • Paid Parental Leave
  • Charitable Donation Match program
  • Expected compensation range: $250,000 - $300,000 annualized salary (plus new hire grant)
  • Location: Remote

Cadence is committed to equal opportunity and fairness regardless of race, color, religion, sex, gender identity, sexual orientation, nation of origin, ancestry, age, physical or mental disability, country of citizenship, medical condition, marital or domestic partner status, family status, family care status, military or veteran status or any other basis protected by local, state or federal laws. 

A notice to Cadence applicants: Our Talent team only directs candidates to apply through our official careers page at https://www.cadence.care/our-team.  Cadence will never refer you to external websites, ask for payment or personal information, or conduct interviews via messaging apps. We receive all applications through our website and anyone suggesting otherwise is not with Cadence.

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