layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

LAYIQ - People Operations Business Partner at Rezilient Health

Employee Relations and Support
Oversee employee relations conversations and investigations with discretion, empathy, and consistency, documenting properly and ensuring every step reflects Rezilient's standards.
Serve as a trusted resource for employees across all levels, bringing sound judgment, a steady presence, and a genuine commitment to getting it right.
Apply working knowledge of federal and state labor law to employee relations matters, leave administration, and policy interpretation, with particular depth in ADA and FMLA, and actively grow that knowledge as Rezilient expands into new states and markets.
Stay current on state-by-state HR practices and requirements, researching proactively as we hire in new geographies and flagging compliance considerations.
Set and model the documentation standard for People Ops, building the habits and templates that make thorough, clear ER documentation the default.
Lead employee separations and offboarding processes in partnership with the Head of People Operations and alongside hiring managers, ensuring every exit is handled fairly, in line with Rezilient's processes, and with respect for everyone involved.
Performance Management
Partner on the launch and execution of company-wide performance management through bi-annual reviews, helping drive the program end to end: design, communication, tooling, timelines, and follow-through.
Work with hiring managers to build function- and role-level KPIs that connect directly to the company-wide performance program, translating team-specific needs into consistent, measurable outcomes.
Help identify and build out People Ops KPIs that reflect what the team is actually delivering, surfacing gaps, trends, and opportunities before they become blockers.
Use data and feedback to spot risks early and bring grounded recommendations forward, acting on what the numbers and the conversations are both saying.
Manager Coaching and Enablement
Build trusted, working relationships across every level of the organization, from new managers navigating their first performance conversation to senior leaders and executives thinking through team design and organizational health.
Meet managers where they are, knowing a new manager may need different support than a seasoned director or a senior leader. This role requires the range to show up effectively for all of them.
Coach managers on the fundamentals: giving feedback, handling performance conversations, building accountability, and creating the conditions where people do their best work.
Proactively reduce uncertainty for managers, functions, and employees, making sure people have clarity on where things stand, what to expect, and how to move through it.
Help embed Rezilient's culture into how managers lead every day, not just in big moments or formal programs, but in the small, consistent choices that actually shape team experience.
Design and continuously improve manager enablement resources, frameworks, templates, and guides that make strong leadership more accessible and more repeatable across every level.
Grow into a subject matter expert on Rezilient's business model, including our clinical care delivery, operational structure, and growth strategy, so that your People Ops guidance is always grounded in how our business actually works, not just general HR best practice.
People Ops Programs and Infrastructure
Own leave policy administration end to end, fielding requests, tracking usage, staying current on federal and state requirements, and ensuring managers and employees have clear guidance when they need it.
Partner on onboarding program design and execution, ensuring company-wide consistency while allowing for function- and team-level customization that makes the experience feel relevant from day one.
Identify L&D needs, tools, and content that match where Rezilient is right now, connecting learning back to mission, values, performance outcomes, and where the business is headed.
Help design, document, and improve scalable People Ops processes, policies, and templates that hold up as the company grows, and flag proactively when something needs a rebuild rather than a patch.
Knowledge Management and Cross-Functional Work
Co-own the Notion knowledge base with the Operations function, keeping content clear, current, and organized so employees, managers, and leaders can find what they need and trust what they find.
Take ownership of the knowledge base's scalability, proactively identifying where content is outdated, missing, or not holding up as the team and company grow.
Collaborate across Finance, Legal, Operations, Clinical, Growth, Business Services, and TA on People work that touches other functions, showing up as a reliable and informed partner.
Support change management as Rezilient scales, helping the organization absorb and move through change without losing momentum or cultural grounding.

People Operations Business Partner

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