Principal People Business Partner

Join the Team Modernizing Medicine At  ModMed , we’re not just building software—we’re reimagining the healthcare experience. Founded in 2010 by a practicing physician and a successful tech entrepreneur, we took a radically different approach:  we hired doctors and taught them how to code. This "for doctors, by doctors" philosophy has allowed us to create an AI-enabled, specialty-specific cloud platform that places patients at the center of care.

A Culture of Excellence When you join ModMed, you’re joining an award-winning team recognized for innovation and employee satisfaction. From our global headquarters in Boca Raton Florida, and extensive employee base in Hyderabad India, we are a team of 4,500+ passionate problem-solvers on a mission to increase medical practice success and improve patient outcomes: Consistently ranked as a Top Place to Work 2025 Globee Business Awards:  Gold Globee for “Technology Team of the Year” 2025 Black Book Awards:  Ranked #1 EHR in 11 Specialties Florida Venture Forum:  Venture-Backed Company of the Year We are growing fast, thinking big, and we are just getting started.

Ready to modernize medicine with us? Job Description Summary: [1:51 PM] About the Role As the Principal People Business Partner (PPBP), you will serve as the primary strategic thought leader and executive advisor to C-suite and VP-level leaders across Engineering, Product, Data, and Technical Infrastructure. In this role, you will bridge macro tech-business objectives with micro human capital solutions—architecting scalable org design, driving technical workforce planning, and building high-performance engineering cultures.

You will operate at the intersection of business strategy and talent architecture, ensuring our technology groups are structured, skilled, and motivated to innovate at scale. Essential Duties & Responsibilities Executive Strategic Partnership: Act as a trusted advisor to C-level and VP technology leaders. Translate complex technology roadmaps, system migrations, and business growth targets into a proactive, multi-year Tech People Strategy.

Tech Org Design & Change Architecture: Design and execute complex organizational effectiveness and restructuring initiatives. Build modern, scalable team structures (e.g., matrixed, domain-driven, pod-based) and lead change management for large-scale technical reorganizations. Technical Talent Strategy & Career Progression: Embed robust talent management frameworks tailored to tech disciplines.

Own succession planning, high-potential programs, and the evolution of IC (Individual Contributor) vs. Engineering Management career pathways to retain top technical talent. Integrated Talent Cycle Leadership: Drive annual and mid-year talent, compensation, and performance calibration cycles across technical functions. Partner with business leaders to align equity/comp strategies with competitive market dynamics for rare technical skill sets.

COE Collaboration & Technical Customization: Partner with Centers of Excellence (TA, Total Rewards, L&D, People Ops) to co-create bespoke programs for the tech org—including targeted engineering upskilling, technical leadership development, and specialized retention strategies. Advanced People Analytics & Predictive Insights: Analyze workforce data (e.g., turnover patterns, engineering velocity friction, span of control, engagement, D&I) to predict talent risks, optimize team efficiency, and deliver data-backed recommendations to executive teams.

High-Complexity Employee Relations & Risk Advisory: In partnership with legal and ER COEs, manage high-stakes, sensitive employee matters within the tech organization with a high degree of discretion, ensuring compliance while maintaining trust across distributed/remote engineering teams. Executive Leadership Coaching: Coach senior technical managers and directors on executive presence, tough decision-making, performance accountability, and fostering psyc