EXALTA Group

• Perform ongoing plant accounting functions including balancing detail and general ledgers, month-end account analysis and reconciliations, and monthly general ledger close. • Ensure accurate and consistent application of cost accounting principles, inventory controls, and operational reporting across all sites. • Maintain the integrity of accounting information by reviewing variance analysis for all items impacting GM, including MUV and labor/burden absorption. • Balance and maintain subsidiary accounts by verifying, allocating, posting and reconciling transactions and resolving discrepancies. • Assist plant managers in interpreting operating results and provide recommendations for cost reduction, margin improvement, and profit enhancement. • Maintain the fixed asset capitalization process and supporting FA system to ensure accurate asset values and depreciation. • Lead Margin Committee activities, including follow-up and improvement tracking at each site. • Mentor and develop plant finance support teams, fostering a culture of continuous improvement and accountability. • Collaborate with IT and finance systems teams to enhance reporting tools and ERP utilization for plant operational benefit. • Support integration of new sites, systems, or processes as part of standardization, growth, or transformation initiatives. • All other duties and projects as assigned.

• The Senior Supply Chain Analyst plays a critical role in driving end-to-end planning excellence across demand, supply, capacity, and inventory. • Partner closely with Operations, Finance, Commercial, and Engineering teams to translate complex data into actionable insights that support service, cost, and growth objectives. • Lead advanced planning analytics, support the full SIOP cycle, and provide clear, data-driven recommendations to senior and executive leadership. • Optimize inventory by balancing service levels and carrying costs; manage buffers and safety stock. • Track KPIs like OTD, schedule adherence, and capacity utilization; lead root cause analysis as needed. • Own planning metrics such as forecast accuracy, forecast variance, and excess/obsolete inventory. • Present supply chain and inventory performance metrics to executive management. • Analyze cross-functional data to support long-term scenario planning, capacity decisions, and executive reporting. • Continuously improve planning tools and dashboards to ensure accurate, timely, and actionable insights. • Support the full SIOP cycle, including demand, supply, and executive alignment. • Collaborate cross-functionally to translate forecasting insights into executable operational plans.

Role Description EXALTA is seeking a versatile, hands-on leader to build our HR Operations and Total Rewards function. This dual role offers a unique opportunity to create foundational systems, processes, and compensation frameworks that will scale with our growing organization. Our current HR operations are fragmented and our compensation practices need structure — we need a real builder who can envision the end state while rolling up their sleeves to get us there. You will lead a small team of HR Operations and Benefits specialists while doing hands-on work across both operations and rewards. This role reports to the Chief People Officer. Remote or Hybrid Key Responsibilities - HR Operations (50%) - Design and implement end-to-end processes for onboarding, offboarding, job changes, leaves of absence, and other employee lifecycle events - Establish data governance standards and ensure data integrity across HR systems - Develop reporting frameworks and dashboards to provide actionable insights to leadership - Oversee integrations between ADP and other business systems - Create scalable workflows that balance efficiency with exceptional employee experience - Total Rewards (50%) - Design and implement compensation philosophy, structure, and salary bands aligned with market data and business strategy - Develop and manage annual compensation review cycles including merit increases, promotions, and equity grants - Lead benefits strategy, vendor management, and annual open enrollment process - Partner with Finance on bonus/incentive program design and administration - Conduct market benchmarking and compensation analysis to ensure competitive positioning - Create clear compensation communication tools and guidelines for managers and employees - Ensure pay equity and compliance with compensation-related regulations - Leadership & Partnership - Lead a team of HR Operations, Benefits and Total Rewards professionals - Foster a culture of service excellence, data-driven decision-making, and continuous improvement - Partner with HR Business Partners and leadership to understand business needs and provide strategic insights - Maintain compliance with federal, state, and local employment and compensation regulations Qualifications - 10+ years of progressive HR experience with expertise in both operations and compensation - 5+ years in a leadership role managing HR functions - Proven track record building or significantly improving HR operations and compensation programs - Strong compensation analysis skills including market benchmarking and job leveling - Experience designing salary structures and leading annual compensation cycles - Strong process design skills with ability to balance efficiency and user experience - Experience leading and developing small teams - Excellent project management, analytical, and stakeholder management skills - Experience working with HRIS platforms and compensation tools Preferred - Experience with ADP Workforce Now or similar enterprise HRIS platforms - Experience with compensation survey data (Radford, Mercer, Comptryx, or similar) - Experience in high-growth or private equity-backed environments - Experience implementing HRIS and compensation management systems What Makes You Successful - Builder mentality : You thrive in ambiguity and love creating structure from scratch - Hands-on approach : You're willing to do the work, not just delegate it - Analytical rigor : You make data-driven decisions about both operations and compensation - Systems thinker : You see how pieces connect and design for scalability - Balance : You can shift between operational details and strategic compensation decisions - User-centric mindset : You consider the employee experience in every process and program design