Rowan

• Be a strategic business partner to one of Rowan’s Regional General Managers, providing guidance on how to navigate and manage people matters with an eye towards advancing enterprise wide growth objectives. • Routinely meet with field management within the region to identify and manage regional business needs and trends across the employee spectrum. • Collaborate with other Regional HR Business Partners to proactively identify opportunities for continuous improvement • Partner with cross-functional leaders to develop and execute solutions to improve HR and Operational compliance. • Build strong relationships with field leadership through regular touchpoints to understand team dynamics, challenges, and opportunities. • Be well versed in company policies and benefits, and provide support to field teams in understanding and enforcing compliance. • Serve as regional HR compliance expert by developing deep knowledge of state and local workplace laws, exercising professional judgment on when to escalate issues for further legal support. • Conduct thorough and timely investigations into employee concerns or policy violations, and recommend appropriate outcomes in alignment with company standards. • Serve as the primary point of contact for the region's employee relations matters, including disciplinary actions and performance management guidance, ensuring fair and consistent application of policies. • Conduct compliance audits and provide recommendations and training to improve compliance with HR policies. • Support field HR communications, including policy changes, change management, organizational announcements, etc. • Develop a deep understanding of the nurse labor market and hiring trends for existing and new studios, in partnership with the recruiting team. • Actively be part of the recruiting process for all field management positions, including conducting first round interviews as business need dictates or by being part of an interview panel for key positions. • Partner with Studio Managers and District Managers to ensure newly hired or promoted employees receive appropriate onboarding and training, consistent with procedures and programs developed centrally. • Partner with regional and district management on workforce planning, succession planning, and career development programs. • Support performance management processes, including goal setting, feedback, and annual review cycles. • Conduct HR Training to Field Leadership including but not limited to HR processes and procedures, employment laws, recruiting, etc. • Oversee the region(s) day-to-day HR support across the employee lifecycle, including onboarding, job changes, promotions, relocations, leaves of absence, and exits. • Conduct exit interviews, analyze trends, and share insights with leadership to inform retention and engagement strategies. • Manage and support cyclical HR processes such as performance review cycles, compliance requirements, and other recurring programs. • Provide guidance to employees on benefits, payroll, and leave-related inquiries, escalating issues as needed. • Ensure accuracy and timeliness of employee data and transactions within HR systems, maintaining strong data integrity across the organization. • Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying departments of new hire start date. • Manage and analyze HR metrics for the region, providing regular reporting and insights to HR and business leadership. • Support field HR communications such as policy, program, and benefits updates; change management communications; organizational announcements, etc. by collaborating with the HR team and Field Leadership as communications require. • Strengthen employee engagement by using data informed results and continuous listening insights to implement targeted strategies that support a positive, high‑performance culture. • Ensure accurate and timely updates in HRIS systems and maintain employee records. • Ensure compliance with federal, state, and local labor regulations. • Other duties as assigned

• Be a strategic business partner to one of Rowan’s Regional General Managers, providing guidance on how to navigate and manage people matters with an eye towards advancing enterprise wide growth objectives. • Routinely meet with field management within the region to identify and manage regional business needs and trends across the employee spectrum. • Collaborate with other Regional HR Business Partners to proactively identify opportunities for continuous improvement • Partner with cross-functional leaders to develop and execute solutions to improve HR and Operational compliance. • Build strong relationships with field leadership through regular touchpoints to understand team dynamics, challenges, and opportunities. • Be well versed in company policies and benefits, and provide support to field teams in understanding and enforcing compliance. • Serve as regional HR compliance expert by developing deep knowledge of state and local workplace laws, exercising professional judgment on when to escalate issues for further legal support. • Conduct thorough and timely investigations into employee concerns or policy violations, and recommend appropriate outcomes in alignment with company standards. • Serve as the primary point of contact for the region's employee relations matters, including disciplinary actions and performance management guidance, ensuring fair and consistent application of policies. • Conduct compliance audits and provide recommendations and training to improve compliance with HR policies. • Support field HR communications, including policy changes, change management, organizational announcements, etc. • Develop a deep understanding of the nurse labor market and hiring trends for existing and new studios, in partnership with the recruiting team. • Actively be part of the recruiting process for all field management positions, including conducting first round interviews as business need dictates or by being part of an interview panel for key positions. • Partner with Studio Managers and District Managers to ensure newly hired or promoted employees receive appropriate onboarding and training, consistent with procedures and programs developed centrally. • Partner with regional and district management on workforce planning, succession planning, and career development programs. • Support performance management processes, including goal setting, feedback, and annual review cycles. • Conduct HR Training to Field Leadership including but not limited to HR processes and procedures, employment laws, recruiting, etc. • Oversee the region(s) day-to-day HR support across the employee lifecycle, including onboarding, job changes, promotions, relocations, leaves of absence, and exits. • Conduct exit interviews, analyze trends, and share insights with leadership to inform retention and engagement strategies. • Manage and support cyclical HR processes such as performance review cycles, compliance requirements, and other recurring programs. • Provide guidance to employees on benefits, payroll, and leave-related inquiries, escalating issues as needed. • Ensure accuracy and timeliness of employee data and transactions within HR systems, maintaining strong data integrity across the organization. • Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying departments of new hire start date. • Manage and analyze HR metrics for the region, providing regular reporting and insights to HR and business leadership. • Support field HR communications such as policy, program, and benefits updates; change management communications; organizational announcements, etc. by collaborating with the HR team and Field Leadership as communications require. • Strengthen employee engagement by using data informed results and continuous listening insights to implement targeted strategies that support a positive, high‑performance culture. • Ensure accurate and timely updates in HRIS systems and maintain employee records. • Ensure compliance with federal, state, and local labor regulations. • And other duties as assigned