About Clipboard

Our mission is to uplift as many communities as possible. We do this through our app-based marketplace that connects healthcare professionals with the workplaces that need amazing workers. This enables hundreds of thousands of people to achieve financial stability for themselves and their families while providing essential care to millions of people across the U.S.

Founded in 2016, we are a remote-first team of over 1,000 people building a top Y-Combinator company and have been profitable since 2022. We’re the leader in Long-Term Care staffing and are rapidly expanding into Home Health, Hospitals, and more, meaning we have more work to do than people to do it, and are growing our team to support millions more people and their communities.

About the team:

The People team at Clipboard isn’t your typical HR department. We aren’t focused on writing policies or telling people what they can’t do. We’re focused on identifying the most important jobs to be done across the organization so every team can serve our customers better and more quickly.

Because we don't work from a playbook of policies, the work demands real judgement. We work from first principles to find the best solution to the problem in front of us, rather than trying to copy and paste solutions. Learn more about how our team and Clipboard operate in our Candidate Hub.

More about the role:

As a People Partner, you'll directly support one or more departments, working alongside their leaders and managers on the decisions and problems that help determine how well those teams run.

The day-to-day of this role will shift, as will the initiatives you’re most dedicated to so we can’t include a precise list of what you’ll be working on. Some examples of what you can expect in the role include:

• Running quarterly departmental audits. Each quarter, you’ll do a deep dive into departmental sentiment, feedback, and operations and present findings to leadership. This work is often a launch points to collaboration with leaders on improvements such as in training, feedback, growth and development, and more.

• Shared ownership over org-wide needs. Our People Partners don’t remain siloed in their assigned department, and are proactive about actioning requests, questions, and initiatives as they come to our team. This includes things like on/offboarding requests, leave requests, platform troubleshooting issues, and contract updates.

• Owning initiatives end to end that have team-wide or organizational-wide impact, such as running point on a new system implementation or rebuilding a core onboarding or offboarding process.

• Noticing and constantly solving problems of all kinds. You notice what’s not working, connect the dots, and take ownership of making it better.

What we’re looking for:

We care much more about how someone thinks through problems than what their background looks like on paper, and we’re largely agnostic about job titles. We think great judgement and the other skills we’re looking for can be found and developed in a ton of different environments. Experience in HR or a People team is not required in this role, and some of the most successful candidates we’ve hired haven’t come from an HR background. We are looking for someone who brings the following to the role:

• At least 2 years of professional experience

• Experience identifying complex internal problems and driving practical solutions, which could include experience in strategic & operation roles, consulting, start-up generalist positions, and/or on People/HR teams with high judgement and ownership.

• Skilled at partnering with people at various levels and backgrounds team to collaborate and move things forward.

• Adaptability - we are still very much a high-growth start-up, which means things change frequently and ambiguity is constant. You can adapt to the needs of the business and can pivot at the drop of a hat. You don’t overly impose structure and organization where it is not needed but do see where a system or process could make a meaningful difference.

• A “put me in coach” mentality. It doesn’t matter what you’re doing, or if you have ever done this thing before, but you are game to take it on and figure it out. You aren’t scared to do something new or something you think you won’t like because you see the big picture, and are most interested in chasing the most important problems.

• Self awareness. You need to be self-aware enough, and have good enough judgment, to know what you don’t know. You can assess the situation accurately, and tell yourself to seek additional help when a wrong decision could have serious implications for the business.

The Interview Process

We believe traditional interview processes leave a lot to be desired when it comes to giving candidates an accurate understanding of what the job will be really like and the culture of the company, and hiring teams a real read on candidate fit and their ability to excel in the role.

We’ve designed our process as best we can to help solve for both of these, and here’s what you can expect:

1. Written Introductory Exercise - this is a short (2 question) prompt asking how you’d approach two hypothetical problems you may encounter in this role, to see if your approach to tackling these scenarios aligns with what we’re looking for.

2. People Partner Interview - you’d then move to an interview with a current member of the team where we’ll discuss your intro exercise in more depth.

3. People Manager Interview in three parts. Next, you’ll interview with the manager of our team, designed as a role-play of a department audit, leadership meeting and debrief.

   • You’ll be sent fictionalized data on a department in the organization, which you’ll review to prepare for a discussion with the manager of that department (role played by the manager of our People team.)

   • The interview will include a role play section to discuss the audit findings, followed by some additional interview questions outside of the role play.

   • You’ll be asked to prepare a short audit memo following the role play with your recommended course of action, pulled from the data and the conversation.

4. Leadership Interview the final stage is an interview with the leader of the People department, which will largely be focused on culture and overall fit.

Location, hours, and compensation

• Location: Remote Canada. We have a preference for candidates residing in Pacific, Mountain, or Central Time.

• Hours: this role will work on Pacific hours. We have a preference for people happy to work a slightly later shift (finishing around 6 or 7 PM Pacific) due to current team coverage, though this isn't required.

• Compensation: the base range for this role is between $90,000 - $145,000 USD and the offer will be based on experience and location.

Quick Note on Scammers:

Clipboard would never ask you for money or your bank details to participate in our hiring process. Report any scammers impersonating the Clipboard hiring team members here.