• 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.

• Hit the ground running demonstrating immediate impact to Fieldguide • Build strong, trust-based relationships with the organization • Run QBRs with each department, creating actionable follow-ups for OKR and performance success • Define feedback and engagement loops between employees and Leadership • Identify training needs and support the implementation of lightweight leadership development programs • Partner on onboarding curriculum and cross-functional cultural initiatives • Track engagement and retention risks and proactively develop mitigation plans with managers

• Lead the completion of the current performance management cycle, managing communication, deadlines, and manager support. • Manage, mentor, and develop the People Operations Coordinator to enhance skills and operational effectiveness. • Support and guide the HR Business function. • Own HR compliance, ensuring policies and procedures meet legal and best practice standards. • Create, review, and maintain employee policies and the employee handbook to reflect organizational needs and compliance requirements. • Collaborate closely with the Talent Leader and Sr People Operations Manager on cross-functional people initiatives. • Identify opportunities to improve HR processes and employee experience through continuous improvement.