• Serve as a strategic thought and business partner to senior leaders, translating business goals into integrated people strategies that drive organizational health, performance, and scalability at Modern Health. • Design and execute progressive talent strategies for your client groups, including performance enablement, talent reviews, succession planning, and leadership development to strengthen engagement, development, and raise the bar. • Coach and develop leaders to build high-performing, inclusive teams — recognizing and rewarding top performance, addressing underperformance, and elevating leadership excellence aligned with Modern Health’s values. • Lead organizational design and change efforts, partnering with leaders to build scalable structures and support smooth transitions through periods of growth and transformation. • Use data and insights to identify trends, diagnose root causes, and drive measurable improvements in team health, productivity, and employee experience. • Drive complex, cross-functional people initiatives end-to-end, managing scoping, planning, execution, and continuous improvement of core people processes (e.g., compensation, performance management, talent development, employee relations, change management, organizational design). • Champion culture and employee experience, ensuring fairness, inclusion, and consistency in decision-making, surfacing patterns in employee sentiment, and proactively strengthening engagement and trust. • Be responsible for overall program management for people team initiatives and roadmap • Collaborate with other People Team functions (People Ops, Recruiting) and key cross-functional stakeholders to inform the design and implementation of strategic people programs and initiatives • Act as a culture ambassador, fostering equity, diversity and inclusion, and belonging. Partner with and support our ERG’s. • Use good judgment and utilize both qualitative and quantitative data to inform key business and people decisions • Address, investigate and resolve employee relations issues • Uphold and promote Modern Health’s values

• Act as a trusted advisor and sounding board for regional people leaders to cultivate a high-performance mindset, translating business objectives into actionable people strategies while weighing downstream implications. • Provide day-to-day performance management guidance to people leaders (coaching, counseling, career pathing, and PIPs) to drive genuine growth and productivity. • Maintain a deep understanding of business units and operations within the region to ensure P&C initiatives support specific departmental goals while remaining aligned with global standards. • Maintain an effective level of business literacy and understanding of other business units’ operations within the organization. • Partner with the Director, Internal Communications & Engagement to provide functional guidance and mentorship to the Regional Team Member Experience Specialist to ensure local execution aligns with regional strategy. • Ensure our culture and values are lived throughout our teams; work closely with leaders to improve work relationships, build morale, and increase productivity and retention. • Provide guidance across the employee lifecycle, including onboarding, learning and development, inclusion and belonging, compensation and benefits, performance management, and engagement initiatives. • Resolve complex team member relations issues through thorough, compliant, and objective investigations. • Partner closely with the Director, Global P&C Operations to ensure regional benefits, payroll, and compliance needs are met, acting as the bridge between business needs and operational execution. • Maintain in-depth knowledge of legal requirements to reduce risk and ensure regulatory compliance. • Provide critical input on workforce planning, succession management, and team structure. • Act as the ‘voice of the Americas’ on the P&C Leadership Team; provide regional insights that influence global strategy and ensure global programs are successfully localized for our Americas teams. • Support other responsibilities as assigned to help the P&C function scale.

• The Client People & Culture Specialist reports to the Campus Vice President and is responsible for leading and enhancing colleague recruitment, onboarding, and continuous development. • Ensure full execution of our comprehensive 30-day orientation, cultivates a culture of hospitality excellence, and develops training programs. • Serve as the first point of contact for colleagues seeking information regarding P&C policies, procedures, and programs. • Coordinate end-to-end colleague lifecycle processes, including pre-employment, onboarding, offboarding, employment changes, transfers, and promotions within Workday. • Oversee and ensure full compliance with NEXDINE’s 30-day orientation program across all service areas. • Design and facilitate hospitality, communication, and service recovery training programs for colleagues at all levels.

• Responsible for managing and resolving complex employee relations matters, leading impartial investigations, ADA Accommodations, and preparing timely, well-supported responses to EEOC and similar agency charges. • This role oversees end-to-end case management and partners with stakeholders to drive fair outcomes. • Assists in developing training materials and delivering training to strengthen organizational compliance and manager capability. • The position requires sound risk assessment, critical thinking, exceptional judgment, confidentiality, data-tracking and analysis, strong writing skills, and a structured approach to managing cases and projects, including navigating union environments and collective bargaining agreements. • Partner with ER & Compliance Manager to review and draft comprehensive EEOC charge statement responses and position statements, including fact development, document compilation, legal risk identification, and collaboration with counsel. • Coordinate information requests (e.g., RFIs) and ensure timely, accurate submissions to federal/state/local agencies. • Maintain compliant documentation and respond to subpoenas with appropriate scope and confidentiality safeguards. • Experience with ADA Accommodation requests, ensuring timely interactive processes, documentation, and compliance with federal, state, and organizational requirements. • Oversee Investigation Case Management System from intake to case closure, including assignment of cases, follow-up. • Utilize case management systems to maintain high-quality records, ensuring audit-ready files and data integrity. • Conduct impartial workplace investigations (harassment, discrimination, retaliation, misconduct, policy violations, and other unethical conduct), including intake, scoping, evidence collection, interviews, and balanced findings. • Monitor case metrics (cycle time, outcomes, themes) and escalate risks or emerging patterns. • Plan and manage ER/EEO/ADA projects (process improvements, policy rollouts, training programs) with defined scope, timelines, dependencies, and stakeholder communications. • Design and deliver training for managers and HR/P&C on ER fundamentals (investigation techniques, documentation, corrective action, ADA Accommodations, etc.). • Analyze trends, root causes, and outcomes; produce dashboards and executive summaries with insights and recommendations.