People Enablement Specialist

About Sunrise Group

Sunrise Group is building the future of sleep health by combining breakthrough technology with expert care. We started in 2015 with a straightforward idea: sleep diagnosis should happen in the comfort of your own home, not in a hospital. To make that possible, we created a first-of-its-kind chin sensor, carefully validated through clinical research, reviewed by leading sleep experts, and cleared by the FDA.

Since then, Sunrise Group has grown from a single innovation into a complete sleep health company. We now design advanced diagnostic and treatment solutions, and we deliver care directly to patients through

Dreem Health

, our digital sleep clinic. By serving patients in all 50 states with reimbursed care, we are making sleep treatment more accessible, more personal, and much simpler than it has ever been.

Your Opportunity

Sunrise's HR function is being built from the ground up, in real time, while the company doubles in size. The foundations — job architecture, leveling, reward philosophy — are now taking shape. What's missing is the layer that keeps people *engaged, growing, and performing well* once they're hired: a consistent way to hear from employees, a real leadership development track for the wave of new managers this growth is creating, a performance management cycle that's more than a form, and an HR tooling landscape that supports the team &

the managers instead of adding friction.

This role exists to improve that — to become the person who makes sure engagement data, leadership growth, and performance conversations actually take place within the organisation; the ultimate goal being to enable all employees to thrive, bring their best selves to work and go the extra mile to deliver Sunrise' compelling yet ambitious strategy.

You'll report to the HR Director and work alongside a small, senior HR team (US and EU HR Generalists, TA Principal, TA Specialist, and a Digital Workplace & AI Enablement specialist) split across Belgium and the US. You'll have real latitude to design these four programs largely from scratch, backed by leadership that already sees the gap and wants it closed — and real visibility, since engagement and leadership development outcomes will be reported at EXCOM level.

This is a build role, not a maintain role. If you like inheriting a mature, fully-staffed L&D or engagement function with established vendors and playbooks, this isn't it. If you want to design the playbook for a ~200-to-300-person healthcare scale-up and see your fingerprints on leadership development, people engagement & performance improvement, this role is for you.

What You’ll Do

• Own employee engagement measurement end-to-end — design and run the engagement/pulse survey cadence, benchmark results over time, and turn findings into concrete action plans with managers and EXCOM rather than a one-off report.
• Own Learning & Development, with two clearly flagged priorities. L&D is a broad bucket and this role owns all of it, but two things matter most from day one:
• (1) leadership development — co-create Sunrise's leadership ambition hand-in-hand with EXCOM and design/deliver a leadership & manager development curriculum for first-time and existing people managers, the clear cornerstone of employee engagement; (2) AI adoption — build the training, habits, and team-level AI champions network that turn Sunrise's AI adoption strategy (co-led by the HR Director and the CTO) into everyday employee fluency. Everything else L&D grows into comes after these two.
• Own performance management design and delivery — run the end-to-end review cycle (goal-setting, check-ins, calibration), factoring in continuous feedback & employees' empowerment.
• Own the HR tooling landscape and its automation — map the current stack (Lucca, Justworks, Payfit, Greenhouse, Deel IT, Spendesk, and others), identify redundancy or gaps, and drive decisions on what to consolidate, replace, or automate — with the help of the Digital Workplace & AI Enablement specialist where needed. Ship the automations and process fixes that remove manual HR admin work and friction for employees and managers.
• Track and report on the health of these four pillars — build the metrics (engagement scores, manager NPS, review completion, tool adoption) that let the HR Director and EXCOM see progress, not just activity.

What You Bring

• 5+ years in HR, People Development, or a closely related field, with real ownership of at least two of: employee engagement, leadership/manager development, performance management, or HR systems
• Direct experience designing and facilitating leadership or manager development programs — not just administering someone else's curriculum
• Genuine tech savviness: comfortable evaluating, selecting, and driving adoption of HR/engagement/performance platforms, and thinking in terms of automation and process efficiency, not just policy
• Solid stakeholder management — equally credible in front of a first-time manager and an EXCOM member
• Creativity and curiosity — energized by building something from a blank page rather than running an existing playbook
• Comfortable operating in a multi-cultural, multi-entity environment (Belgium, France, US) with a profound understanding of the US working culture
• Excellent written and spoken English; French fluency would be an advantage
• Experience building or professionalizing an HR function during a high-growth phase (not just operating within a mature one) would be preferred
• Experience driving AI or technology adoption / digital change management within an organization is preferred
• Genuine interest in sleep, health, and helping people better understand and improve their well-being
• Why You'll Love Working Here
• Mission that matters: you're helping fix a healthcare blind spot that affects over a billion people worldwide who don't get the sleep care they need.
• Real ownership, fast: four meaningful programs, largely undefined today, that are yours to design — not a seat in an existing machine.
• A seat close to the decisions: you'll work directly with the HR Director and have visibility at EXCOM level, on a team that's small enough that your work is seen and used, not filed away.
• A team built for this stage: a lean, senior, international HR team that already agrees on the gaps you're being hired to close — you won't have to build the case for why this role matters.
• Growth of your own: joining a company scaling from ~150 to 300+ people over the next two years means the scope of this role will grow with it.
• Our Core Values
• At Sunrise Group, we keep things clear and simple ✨, value trust and collaboration 🤝, and lead with optimism and compassion 🌞. These values guide everything we do.