This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Collaborator Experience Operations Manager leads the delivery of scalable, high-quality CX operational services, ensuring consistent and compliant collaborator support across the organization. This role owns service delivery standards, inquiry management, and data integrity, leveraging people leadership, metrics, and technology to drive efficiency. As a key cross-functional partner, the CX Operations Manager aligns operations with policy, systems, audit, and broader Collaborator Experience priorities. - Lead and scale the team responsible for responding to collaborator inquiries, ensuring consistent, high-quality service delivery across the collaborator lifecycle. - Execute operational strategy, performance standards, and accountability frameworks to drive efficiency, quality, and continuous improvement. - Own service level agreements (SLAs), including definition, monitoring, reporting, and corrective action planning. - Design and oversee intake, triage, and escalation workflows, serving as the point of accountability for complex or high-risk inquiries and ensuring appropriate routing across Collaborator Experience functions. - Analyze inquiry volume, trends, and root causes to identify systemic issues and initiate process, policy, or technology improvements. - Partner with HR systems administration and technology teams to optimize workflows, enhance automation, and improve the collaborator experience at scale. - Serve as an operational partner to policy committees by supporting policy development, operationalization, and ongoing maintenance of the collaborator guidebook. - Own HRIS data integrity, governance, and audit cadence, ensuring accuracy, compliance, and alignment with internal controls. - Lead preparation and execution for internal, external, and cross-functional audits, including documentation, remediation, and stakeholder coordination. - Build, maintain, and govern an FAQ library to promote self-service and reduce inquiry volume. - Provide operational leadership and execution support across the broader Collaborator Experience organization, ensuring alignment between strategy, policy, and day-to-day operations. Qualifications - Bachelor’s degree in Human Resources or equivalent experience - Minimum of five years' experience in progressive Human Resources - Demonstrated experience leading or supervising teams, including performance management and capability development - Working knowledge of HR compliance and regulatory requirements (e.g. EEOC, DOL, payroll controls) Requirements - Employment is contingent upon successful completion of a background check and drug screen. Benefits - All new hires are required to attend New Collaborator Orientation (NCO) in Salt Lake City, Utah. The College will cover travel, lodging, and other accommodations. Company Description Nightingale’s commitment to diversity and inclusion is reflected both in our learners and collaborators because we believe the best outcomes for learners from underserved and diverse populations are achieved through collaborators with similar backgrounds and cultures. Nightingale Education Group is an equal opportunity employer. With the primary focus on higher learning in healthcare professions, Nightingale Education Group contributes to elevating education, health, and employment systems through facilitation of academic achievement, personal growth, and professional development of its learners, alumni, and collaborators, while serving diverse communities. At Nightingale Education Group, our Innovative Education model helps transform rural health landscapes through our blended-distance learning platform. Every person involved with Nightingale Education Group helps to change the lives of our learners, our communities, and ultimately the world by adding to the quality of healthcare. We are proud to have graduated nearly 5,000 nurses serving communities in need. We are serious about our outcomes and have a little bit of fun getting there. The professional and personal development of our learners and our collaborators is our company’s foundation. Not only do we develop strategies that promote a positive work-life integration, but we also create an environment that invites you to become an expert in your field, be it through higher education or professional development. Put simply, we elevate employment, elevate health, and elevate education. We’re so happy that you’ve found us!

• Support and manage core people operations processes across the employee lifecycle, including onboarding, contract management, role changes, and offboarding. • Own and manage end-to-end payroll processes across multiple entities, working closely with Finance and external payroll providers to ensure accurate inputs, validate payroll changes, resolve discrepancies, and guarantee timely and compliant payroll processing. • Ensure people records and employee documentation are accurate, compliant, and well maintained. • Support the preparation and administration of employment contracts, letters, and other HR documentation. • Act as a key point of contact for employee queries relating to policies, benefits, and people processes. • Handle sensitive employee matters with professionalism, discretion, and empathy. • Identify opportunities to improve people processes, increase automation, and streamline administrative operations.Develop and maintain documentation for people operations processes and internal policies. • Coordinate and manage payroll processes across multiple entities, ensuring accuracy, timeliness, and compliance with relevant regulations. • Generate reports and insights from people data to support decision-making and planning. • Ensure adherence to internal policies, employment regulations, and organizational standards.Partner with the Director of People to support people initiatives aligned with organizational goals.

Role Description The Vice President, People & Culture is a strategic and operational leader responsible for building, scaling, and optimizing the company’s people infrastructure in alignment with business growth objectives. As a key member of the Executive Leadership Team, this role partners directly with the CEO and senior leaders to drive organizational effectiveness, talent strategy, compliance, safety, and culture. The VP leads the full HR function—including HR Operations & Compliance, Talent Acquisition, and Safety—while fostering a high-performance, values-driven culture across a distributed workforce aligned with our Ubique Cares Program Pillars—Diversity, Culture, and Community. Key Responsibilities - Executive Leadership & Strategy - Serve as a core member of the Executive Leadership Team, advising the CEO and senior leaders on workforce strategy, organizational design, culture, and risk mitigation. - Align People & Culture initiatives with overall company growth, operational, and financial objectives. - Develop and execute a forward-looking people strategy that supports scalability, retention, and performance. - HR Operations & Compliance Leadership - Lead the HR & Compliance function, including: - Payroll administration - Benefits management - 401(k) plan administration - Employee relations - Policy governance and employment law compliance - Ensure compliance with federal, state, and local employment laws across multi-state operations. - Oversee benefits strategy and vendor relationships to ensure competitive, cost-effective programs. - Manage and mitigate employee relations risks while maintaining a strong employee experience. - Establish and refine scalable HR systems, processes, and reporting. - Talent Acquisition Leadership - Lead the Talent Acquisition function across: - Hourly hiring for two distribution centers - Remote exempt and corporate hiring - Workforce planning and hiring forecasts - Develop strong recruiting infrastructure, metrics, and processes to support growth. - Oversee employer branding strategy, including: - Social media presence - Recruitment marketing - Employee Value Proposition (EVP) development and communication - Ensure hiring practices are equitable, consistent, and aligned with company culture. - Safety Leadership - Lead enterprise safety strategy across two distribution centers and remote workforce. - Oversee hourly safety programs, compliance, and reporting. - Partner with operations leadership to maintain a safe and compliant work environment. - Develop and implement remote ergonomics initiatives for distributed employees. - Drive continuous improvement in safety metrics and training programs. - Organizational Development & Talent Management - Lead recurring enterprise talent processes, including: - Performance Management cycles - Calibration Sessions - Talent Reviews - Succession Planning - Engagement Surveys - Compliance-based corporate education (e.g., CBCE Trainings) - Develop leadership capability frameworks and internal talent pipelines. - Use data and insights to guide workforce planning and retention strategies. - Culture & Employee Engagement - Design and facilitate company-wide engagement initiatives. - Coordinate, produce, and facilitate enterprise-wide meetings including: - Town Halls - Leadership communications - Culture and recognition events - Drive a strong, consistent culture across distribution and remote teams. - Learning & Development - Partner with functional leaders to create and launch an L&D framework to support new hires and sales team members as priority. - Team Leadership - Lead, coach, and develop a team of six HR, TA, and Safety professionals. - Establish clear performance metrics and accountability within the function. - Build bench strength within the People & Culture team. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field required (or equivalent relevant experience). - 12+ years of progressive HR leadership experience, including executive-level responsibility. - Demonstrated experience leading: - HR operations and compliance - Multi-site hourly recruiting - Remote exempt hiring - Safety programs in warehouse/distribution environments - Strong understanding of employment law and regulatory compliance. - Proven ability to lead recurring enterprise-wide talent processes. - Experience facilitating large-scale meetings and executive communications. - Strong executive presence and ability to influence at the leadership level. - Ability to balance strategic vision with hands-on execution. Travel & Work Structure - Remote role with up to 25% travel expected after onboarding. - Increased travel may be required during onboarding and key business cycles. Leadership Impact This role is critical to organizational success and growth. The VP, People & Culture will: - Protect the enterprise through compliance and risk management. - Strengthen the company’s employer brand and talent pipeline. - Elevate organizational performance and leadership capability. - Ensure a safe, engaged, and high-performing workforce. Benefits - Major medical, dental, and vision benefits available day one no waiting period. - Company-paid life insurance and employee assistance program for all employees. - 401K with company match. - Employee discount on Ubique Group products. - Free office chair for remote employees. - Employee-led organization Ubique Cares engages in monthly and quarterly employee engagement activities packed with fun and giveaways! - Ubique Group offers 9 paid holidays plus 1 floating holiday per year and up to 18 Accrued PTO days per year. - Ubique Group is an equal-opportunity employer. We seek to employ the most qualified individuals for all our roles. - D/V/F/M EOE.

• Serve as a strategic advisor to the CEO and executive team on organizational design, workforce planning, succession strategy, leadership effectiveness, and culture. • Own and execute the enterprise People strategy, budget, and annual operating plan. • Design and lead the structure of the People function, including hiring, developing, and optimizing the People team. • Build and scale a modern HR operating model, including business partnering capabilities, shared services, and scalable People Operations infrastructure. • Provide executive-level counsel with strong presence and the ability to influence across clinical and operational leadership teams. • Own enterprise recruiting strategy in a healthcare services environment where clinicians and care teams are core to delivery and growth. • Ensure scalable, data-driven hiring processes that attract high-performing, diverse, mission-aligned talent across clinical and non-clinical roles. • Lead workforce planning to support new market launches, clinical capacity modeling, and operational expansion. • Develop employer branding and retention strategies positioning Nest as an employer of choice in value-based care. • Coach executives and senior leaders to strengthen accountability, team performance, and cross-functional collaboration. • Architect a best-in-class employee experience from onboarding through offboarding across distributed and clinical teams.