• Support general contracting for Veracyte at the direction of the Contracts Counsel (e.g., non-disclosure agreements, vendor and services agreements, and other commercial and operational contracts) • Partner closely with cross-functional internal stakeholders in engineering, technology, operations, and commercial teams, as well as external EMR implementation partners and other vendors, to build and maintain contract templates, frameworks, and processes that balance risk with business objectives and enable Veracyte’s key initiatives. • Work with internal stakeholders to identify contractual risks and propose risk-mitigation solutions • Assist in developing templates and playbooks; provide insights to improve Veracyte’s contract management system (currently Ironclad)

Human Resources Business Partner About Perimeter Healthcare Perimeter Healthcare provides compassionate, high-quality behavioral health services. We are committed to clinical excellence, operational integrity, and a people-first culture.Role Overview Perimeter Healthcare is seeking a strategic and hands-on Human Resources Business Partner (HRBP) to lead benefits administration while advancing our HR technology, data governance, and workforce analytics capabilities. This role blends benefits operations, UKG Pro HRIS ownership, employee relations partnership, and workforce data strategy to improve the employee experience, strengthen compliance, and support operational leaders across a multi-site behavioral healthcare organization. The ideal candidate operates comfortably at both the strategic and operational level—owning systems and compliance while advising leaders and driving continuous improvement. What You’ll Do Strategic HR Business Partnership - Serve as a trusted advisor to facility and corporate leaders on workforce trends, benefits strategy, compliance risk, and HR systems optimization - Deliver workforce data (turnover, headcount, benefits participation, overtime, absenteeism) to inform leadership decisions - Partner with operations to improve retention, engagement, and workforce planning Benefits Administration & Oversight - Administer health & welfare, retirement, leave, COBRA, and ancillary plans - Manage eligibility, enrollments, life events, vendor escalations, and reconciliation processes - Lead annual open enrollment end-to-end: requirements, configuration/testing, communications, employee support, and post-launch validation - Conduct nondiscrimination testing and support Form 5500 coordination - Ask as liaison for workers compensation program - Drive compliance across ACA, ERISA, HIPAA, FMLA, Section 125/cafeteria plans UKG Pro HRIS Administration - Serve as primary HRIS administrator for core UKG Pro HCM modules (employee data, benefits, learning, performance management, voice, compensation, etc.) - Intermediate to Expert user of BI or Cognos for reporting, UKG Dashboards for metrics - Maintain system configurations, business rules, security roles, tables, and workflows - Monitor and validate EDI feeds between HRIS, benefits carriers, payroll, and third parties - Troubleshoot integration issues and resolve file errors proactively - Lead system enhancements, testing, and optimization initiatives Data Governance & Reporting - Build and maintain dashboards and recurring reports (headcount, turnover, benefits costs, enrollment metrics, ACA reporting) - Conduct data audits to ensure accuracy across systems - Partner with Finance and Payroll on reconciliations and cost analysis - Develop SOPs, audit controls, and documentation to support compliance and operational efficiency Employee Support & Experience - Provide tier-2 employee support with empathy, accuracy, and confidentiality - Maintain service level agreements and knowledge documentation - Ensure clear communication of benefits programs and system processes - Serve as Employee Relations contact for issues that require Corporate oversight or attention What We’re Looking For Required Qualifications - Bachelor’s degree in HR, Information Systems, Business, or related field (or equivalent experience) - 3–5+ years in benefits administration and/or HRIS analyst roles in multi-site organizations - Hands-on configuration and support experience with UKG Pro (UltiPro) required - Strong Excel skills (VLOOKUP/XLOOKUP, pivot tables), data auditing, and HR reporting - Experience with UKG and Cognos report writing required - Working knowledge of ACA, ERISA, HIPAA, FMLA, COBRA, and Section 125 plans - Vendor management and EDI file troubleshooting experience - Strong communication skills with ability to translate technical concepts to non-technical stakeholders Preferred Qualifications - Healthcare or behavioral health experience; understanding of 24/7 operations and clinical workforce dynamics - Open enrollment project leadership experience - Change management and employee communications expertise - Certifications: SHRM-CP/SCP, PHR/SPHR, CEBS, HRIP, or vendor-specific HRIS certifications Work Environment & Travel - Remote role with periodic travel (<10%) to facilities and vendor meetings - Must be comfortable working in a fast-paced, compliance-driven healthcare environment Compensation & Benefits Perimeter Healthcare offers: - Competitive salary - Performance bonus eligibility - Comprehensive benefits package including medical, dental, vision - HSA/FSA options - 401(k) with company match - Generous paid time off - Employee well-being programs Why Join Perimeter Healthcare? - Mission-driven organization focused on behavioral health - Opportunity to modernize HR systems and elevate the employee experience - Leadership exposure and strategic partnership opportunities - High visibility role with measurable organizational impact Equal Opportunity Employer Perimeter Healthcare is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. By submitting digitally, which stands for my signature, I certify all information contained within this application is correct to the best of my knowledge. I acknowledge that providing false information is grounds for refusing to hire me, or for termination should I be hired. #INDSD

• Performs a variety of complex administrative duties for patients in need of routine and/or urgent appointments • Assess patients’ needs and refer them to appropriate person or area • Greets visitors and/or patients for scheduled and/or urgent care appointments • Confirms and verifies patient demographic and insurance information • Schedules urgent care appointments as needed • Collaborates with insurers to obtain patients’ prior-authorizations for procedures and tests as needed

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Human Resources Business Partner (HRBP) serves as a strategic consultant to business leaders and a trusted advisor to employees. This role drives HR initiatives that align people strategies with organizational goals, ensuring a high performing, engaged, and compliant workforce. The HRBP actively partners cross-functionally with business leaders, as well as across all sectors of human resources, including: - HR Operations - Talent Acquisition - Benefits - Learning & Development/Organizational Effectiveness - Employee Relations - HR Systems to deliver end-to-end support that enhances both business outcomes and employee experience. Key Responsibilities - Strategic Partnership & Workforce Planning: - Collaborate with senior leaders to understand business objectives and develop HR strategies that support operational and organizational goals. - Lead workforce planning discussions to identify talent needs, succession pipelines, and skills gaps. - Use HR metrics and analytics to inform decisions around turnover, engagement, and performance trends. - Employee Relations & Performance Management: - Partner with Employee Relations supporting investigations where appropriate. - Provide proactive employee relations guidance to leaders, ensuring fair, consistent, and legally compliant practices. - Partner with managers on coaching, conflict resolution, corrective action, and performance improvement planning. - Organizational Development & Culture: - In partnership with leadership, actively champion engagement, retention, and culture initiatives that reinforce company values. - Partner with Learning and Organizational Effectiveness to facilitate change management strategies and communication plans during periods of growth or transition. - Conduct stay and exit interviews to identify patterns and recommend actionable solutions. - Talent & Leadership Development: - Partner with Learning and Organizational Effectiveness to identify leadership capability gaps and design targeted development plans. - Coach managers to enhance leadership effectiveness, communication, and accountability. - Support career pathing and internal mobility initiatives to retain top talent. - Talent Acquisition & Compensation Support: - Collaborate with the Talent Acquisition and Compensation teams to ensure selection and pay practices are equitable and aligned with internal and market standards. - Support annual merit, bonus, and promotion processes by providing business insights and consistent reviews. - Advise leaders on job evaluations and clear definitions surrounding positional expectations. - Compliance & Risk Mitigation: - Ensure compliance with all federal, state, and local employment laws and regulations. - Maintain up-to-date knowledge of labor legislation and recommend policy updates as needed. - Partner with HR Compliance supporting internal audits, reporting, and documentation requirements related to HR processes. - Collaboration & HR Program Delivery: - Partner with other HR functions to deliver integrated programs such as engagement surveys, onboarding, benefits enrollment, and talent reviews. - Act as a connector between the business and all HR sectors, ensuring consistent implementation of enterprise-wide HR initiatives. - Participate in cross-functional projects and lead HR-specific initiatives to support business transformation or growth. - All other duties as assigned. Qualifications - Bachelor's degree in human resources or equivalent discipline. Substantial professional experience in a related field may be considered in lieu of a formal degree. - Minimum of 5–8 years of progressive HR experience. - Experience supporting diverse business functions or multi-site operations preferred. - Background in high-growth or complex industries such as healthcare, technology, or financial services preferred. - Professional certifications such as SHRM-CP, PHR, SHRM-SCP, SPHR preferred. Requirements - Demonstrated ability to act as a strategic partner and trusted advisor to business leaders. - Strong knowledge of HR principles, employment laws, and best practices. - Excellent interpersonal and communication skills, with the ability to influence and build credibility at all levels. - High degree of professionalism, discretion, and confidentiality. - Strong analytical and problem-solving abilities; able to interpret data and make evidence-based recommendations. - Proven ability to manage multiple priorities and deliver results in a fast-paced, dynamic environment. - Proficiency in HR systems (Workday preferred) and Microsoft Office Suite (Excel, PowerPoint, Word). Benefits - Remote with occasional business travel. - Compensation Range: $110,000 - $130,000 annually.