• Oversee various aspects of human resources practices and processes • Manage activities such as employee relations, performance management, benefits, and other HR processes • Ensure compliance with employment laws and company policies • Own the development, maintenance, and enforcement of HR policies and procedures • Advise managers on performance management, corrective action, terminations, and conflict resolution • Participate in internal audits, compliance reviews, and external assessments • Assist with coordination of company‑wide events, celebrations, and initiatives

• Provide responsive, high-quality HR support for employees and managers, partnering closely with HRBPs on day-to-day needs. • Process and maintain HR transactions (Workday and related systems) across the employee lifecycle (e.g., hires, changes, exits, job changes, manager updates). • Ensure accuracy, timeliness, and consistency of HR data, documentation, and records—raising the bar on operational excellence across Prestige. • Serve as an initial point of contact for employee relations questions; triage, document, and partner with HRBPs to guide resolution appropriately. • Own quarterly collection of Prism/people data from Heads of HR and ensure clean, reliable inputs. • Analyze quarterly trends and deliver clear, actionable insights on organizational health (themes, risks, opportunities, recommended actions). • Lead 'People Move' insights and reporting—tracking patterns, surfacing drivers, and improving data quality and storytelling over time. • Support organizational design and change initiatives by gathering inputs, preparing materials, coordinating stakeholders, and driving follow-through. • Help deliver change communications—drafting content, organizing toolkits, and ensuring leaders and employees have what they need when they need it. • Work across all Prestige companies on portfolio-wide initiatives, including data reconciliation, process improvements, and consistent execution across multiple HR ecosystems.

Hims & Hers is the leading health and wellness platform, on a mission to help the world feel great through the power of better health. We are redefining healthcare by putting the customer first and delivering access to care that is affordable, accessible, and personal, from diagnosis to treatment to delivery. No two people are the same, so we provide access to personalized care designed for results. By normalizing health & wellness challenges and innovating on their solutions, we’re making better health outcomes easier to achieve. Hims & Hers is a public company, traded on the NYSE under the ticker symbol “HIMS.” To learn more about the brand and offerings, you can visit hims.com/about and hims.com/how-it-works . For information on the company’s outstanding benefits, culture, and its talent-first flexible/remote work approach, see below and visit www.hims.com/careers-professionals. About the Role: Hims & Hers is scaling its Operations network, and the People model that supports it is still being built. As our footprint expands, we have an opportunity to define how talent strategy, organizational design, and leadership capability scale in a way that enables operational excellence. We’re hiring a Principal HR Business Partner, Operations to build and lead this evolution. This is a Director-level individual contributor role with enterprise impact. This role is not about maintaining an existing structure. It is about building one. You will define standards, establish decision principles, and design operating mechanisms that align central leaders and site HR partners. You will connect talent strategy to operational performance, ensuring the organization is structured and staffed to meet quality, capacity, and scalability goals. Success requires strong judgment, analytical rigor, and the ability to influence without authority. You will operate in ambiguity, make complex tradeoffs visible, and build practical systems that leaders rely on. You Will: - Drive the People strategy for central Operations functions operating across the network - Partner with senior leaders to design scalable organizational structures aligned to business strategy - Build and implement workforce planning frameworks that anticipate growth, capability gaps, and succession needs - Establish clear standards and decision principles for people-related matters across Operations - Use workforce data and talent insights to inform organizational and talent decisions - Lead cross-functional, network-wide talent initiatives in partnership with R&D, Quality, and People COEs - Coach senior leaders on organizational effectiveness, succession planning, and leadership capability - Identify systemic talent risks and design practical, durable solutions - Create alignment and consistency across sites while accounting for operational realities - Williness to travel up to 15% You Have: - 12+ years of progressive HR experience, including senior HRBP partnership in operational or complex environments - Bachelor’s degree or equivalent practical experience - Experience building or redefining the People strategy within a scaling organization - Strong capability in organizational design and workforce planning at the functional or enterprise scale - Demonstrated experience influencing senior leaders and shaping strategy without direct authority - Experience using data and talent insights to drive people decisions - Sound judgment in complex organizational and employee matters - Comfort operating in ambiguity and building structure where it does not yet exist Our Benefits (there are more but here are some highlights): - Competitive salary & equity compensation for full-time roles - Unlimited PTO, company holidays, and quarterly mental health days - Comprehensive health benefits including medical, dental & vision, and parental leave - Employee Stock Purchase Program (ESPP) - 401k benefits with employer matching contribution - Offsite team retreats We are committed to building a workforce that reflects diverse perspectives and prioritizes ethics, wellness, and a strong sense of belonging. If you're excited about this role, we encourage you to apply—even if you're not sure if your background or experience is a perfect match. Hims considers all qualified applicants for employment, including applicants with arrest or conviction records, in accordance with the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act, and any similar state or local fair chance laws. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Hims & Hers is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, please contact us at accommodations@forhims.com and describe the needed accommodation. Your privacy is important to us, and any information you share will only be used for the legitimate purpose of considering your request for accommodation. Hims & Hers gives consideration to all qualified applicants without regard to any protected status, including disability. Please do not send resumes to this email address. To learn more about how we collect, use, retain, and disclose Personal Information, please visit our Global Candidate Privacy Statement.

Kellermeyer Bergensons Services (KBS) is the largest privately held provider of facility services in North America, servicing over 2 billion square feet of space daily. We help industry leaders across a wide range of key verticals—including retail, industrial and logistics, healthcare, education, manufacturing, and more—maintain clean, efficient and welcoming spaces that support their operations. As we continue to grow, we’re looking for team members who are dedicated, reliable, and ready to contribute to a culture built on respect, opportunity, and pride in service. Position Summary Leads and directs the HR Compliance Specialist (HRCS) team, ensuring adherence to employment regulations and documentation requirements including Form I-9, E-Verify, background checks, and drug screenings. Serves as a subject matter expert in HR compliance, overseeing onboarding file reviews, employment verification, and related practices. This role drives operational excellence, legal compliance, and a positive onboarding experience by streamlining processes, tracking key metrics, and fostering strong cross-functional collaboration. Plays a strategic role in identifying and implementing process improvements to enhance efficiency, consistency, and compliance across the onboarding function. This leader is customer-focused with the ability to quickly pivot and adapt to changing priorities. Salary Range: $100-130K Location - This role is 100% Remote Duties and Responsibilities Team Leadership - Lead, develop, and coach the HR Compliance Specialist team, including hiring, training, and performance management. Onboarding & Compliance Oversight - Oversee onboarding documentation and employment verification processes to ensure accuracy and legal compliance (I‑9, E‑Verify, W‑4, background checks, drug testing, etc.). - Serve as the primary escalation point for complex onboarding, documentation, and audit inquiries. - Ensure compliance with employment regulations, internal policies, and customer or regulatory requirements. Audit & Governance - Maintain audit readiness and lead preparation for internal, customer, and governmental audits. - Participate in the HR Compliance Committee and contribute to compliance strategy and risk mitigation. Process Improvement & Experience Design - Evaluate and enhance onboarding processes using data and best practices to ensure consistency, efficiency, and engagement. - Identify workflow gaps and lead scalable solutions that improve onboarding and compliance operations. Metrics & Reporting - Define and track KPIs related to onboarding quality, compliance accuracy, and retention. - Deliver regular reporting and insights to senior leadership on trends, risks, and improvement opportunities. Special Projects - Lead special projects and company-wide initiatives to enhance onboarding and compliance. Job Experience Requirements - 7+ years of progressive experience in HR or talent acquisition, including 3+ years in HR compliance or onboarding - 5+ years in a leadership role with direct team management - Experience implementing onboarding strategies and legal compliance programs in a corporate or multi-location setting - In-depth knowledge of federal, state, and local employment laws and compliance (e.g., I-9, E-Verify) - Familiarity with HR operations and employee lifecycle management - Exceptional leadership, coaching, and team development - Strong project management, time management, and organizational skills - Excellent written and verbal communication - Technologically savvy; proficient in Microsoft Office Suite - Analytical and data-driven; able to synthesize metrics into actionable improvements Educational Qualifications - BS/BA in Human Resources, Business Administration, or related field - Preferred but not required. HR certifications (PHR, SHRM-CP, SPHR, or SHRM-SCP) Full-time Benefits As a full-time KBS employee (30+ hours per week) you may qualify for benefits including medical, dental, vision, prescription drugs, and more! - Paid Time Off - Paid Holidays - Sick Time - Life Insurance - Short Term Disability – Employer paid - Long Term Disability - Supplemental Health Insurance (E.G., Accident) - 401k plan with a match or Non-qualified Deferred Compensation Plan - Pet Insurance - PerkSpot Discount Program – discounts on travel, gyms, cell phones, restaurants, auto, apparel & electronics KBS considers all applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity, and expression, marital or military status, or based on an individual's status in any group or class protected by applicable federal, state, or local law. KBS also provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law.