• Provide advice and guidance to Store Operations Leaders for all areas of HR including employee relations, employee development, policy compliance, recruitment, and training • Act as a cultural champion to promote an agile performance driven environment where all team members are encouraged to pursue and realize their full potential • Lead and resolve workplace investigations as required while adhering to company standards and complying with applicable laws and regulations • Work closely with employees and management to coordinate the workplace claims process • Support Health & Safety initiatives, recommend and implement disability management practices, accessibility and the accommodation processes • Coach and develop the Operations team on performance expectations, action plans for development, career growth, and learning opportunities • Ensure policy compliance within US regions Activate operates, by reviewing and adapting policies, and delivering policy coaching and/or training • Assist in development and implementation of HR policies, programs, and initiatives • Update current policies and procedures on a regular basis based on given information • Aid in creating and implementing a long-term Human Resource vision, strategy, and tactics in alignment with organizational objectives • Utilize data to identify trends and diagnose organizational effectiveness issues • Partner with hiring leads to support and facilitate talent sourcing and acquisition including creating job descriptions, posting available positions, interviewing, and onboarding • Provide guidance and support to collaborators to enable successful hiring and selection of staff for Activate store locations • Track efficiencies of the hiring process; measure success of candidate hiring process • Use HRIS system to effectively manage the hiring process and candidate pool

• Act as a thought partner to functional leaders and team managers; align people strategy to business priorities and operating model. • Lead quarterly people reviews on organizational health, capability, risks, and priorities. • Coach managers on performance, feedback, development, difficult conversations, conflict resolution, and change readiness. • Design and deliver bi-monthly manager enablement (toolkits, playbooks, rituals). • Own the performance cycle (goal setting, calibration, PIPs) and talent processes (succession, HiPo identification, development plans). • Partner on workforce planning (skills, capacity, org structure, spans/layers) and compensation/levelling inputs with Talent/People Ops/Finance. • Run engagement rhythms (surveys, pulses, listening loops, onboarding experience, team effectiveness sessions) with leader-owned action plans. • Improve clarity and ways of working (operating principles, RACI/decision frameworks, role clarity). • Serve as an escalation point for employee issues; manage employer cases (investigations, corrective actions, PIPs) in partnership with Legal as needed. • Interpret and apply People policies consistently; ensure compliance with regional labor laws via People Ops/Legal. • Manage offboarding (voluntary/involuntary) end-to-end, ensuring respectful, compliant processes and actionable exit insights. • Analyze engagement, performance, and workforce data; spot trends, risks, and opportunities; benchmark where relevant. • Build simple, usable dashboards and concise leadership reports in collaboration with People Ops. • Support org/team level change: stakeholder mapping, leader readiness, comms planning, risk assessment, and post change reinforcement. • Partner with Internal Comms on clear, audience-appropriate messaging and leader toolkits. • Champion ABBYY’s values; foster an inclusive, high-performance environment. • Co-design and continuously improve scalable frameworks, policies, and tools across the People lifecycle with People Ops/L&D/Comms.

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Public Partnerships LLC supports individuals with disabilities or chronic illnesses and aging adults, to remain in their homes and communities and “self” direct their own long-term home care. Our role as the nation’s largest and most experienced Financial Management Service provider is to assist those eligible Medicaid recipients to choose and pay for their own support workers and services within their state-approved personalized budget. We are appointed by states and managed healthcare organizations to better serve more of their residents and members requiring long-term care and ensure the efficient use of taxpayer funded services. Our culture attracts and rewards people who are results-oriented and strive to exceed customer expectations. We desire motivated candidates who are excited to join our fast-paced, entrepreneurial environment, and who want to make a difference in helping transform the lives of the consumers we serve. (learn more at www.pplfirst.com). Job Summary 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, and 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. Required Skills: - 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). Qualifications: Education: 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. Experience: 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. Working Conditions: Remote with occasional business travel Compensation Range: $110,000 - $130,000 annually The above is intended to describe the general contents and requirements of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive statement of all duties, responsibilities, or skills of personnel so classified. PPL is an Equal Opportunity Employer dedicated to celebrating diversity and intentionally creating a culture of inclusion. We believe that we work best when our employees feel empowered and accepted, and that starts by honoring each of our unique life experiences. At PPL, all aspects of employment regarding recruitment, hiring, training, promotion, compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, and social and recreational programs are based on merit, business needs, job requirements, and individual qualifications. We do not discriminate on the basis of race, color, religion or belief, national, social, or ethnic origin, sex, gender identity and/or expression, age, physical, mental, or sensory disability, sexual orientation, marital, civil union, or domestic partnership status, past or present military service, citizenship status, family medical history or genetic information, family or parental status, or any other status protected under federal, state, or local law. PPL will not tolerate discrimination or harassment based on any of these characteristics. If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The HR Coordinator supports the day-to-day operations of the Human Resources department for a growing multi-state collision repair organization. This role provides administrative and operational HR support including: - Employee onboarding - Documentation management - HRIS updates - Compliance tracking - Coordination of HR programs The HR Coordinator plays a key role in supporting acquisition integration efforts by assisting with onboarding of newly acquired employees, ensuring proper documentation, and helping maintain consistent HR practices across locations. This position works closely with the Human Resources Business Partner to ensure HR processes run efficiently and employees receive timely support. Travel: Up to 10–20% travel statewide may be required to support acquisition onboarding and integration FLSA Status: Non-Exempt Work Location: Full Time or Remote – West Coast Qualifications - 2–5 years of experience in Human Resources coordination, HR operations, or general office administration. - Preferred experience supporting onboarding and HR documentation processes. - Experience with ADP Workforce Now or similar HRIS systems preferred. Requirements - Strong organizational and documentation management skills. - Excellent written and verbal communication skills. - Ability to manage multiple tasks and deadlines in a fast-paced environment. - Proficiency in Microsoft Office Suite (Word, Excel, Outlook). - Ability to maintain confidentiality and handle sensitive employee information. Benefits - Strong attention to detail - Organizational and administrative excellence - Effective communication and employee support - Confidentiality and professionalism - Ability to work independently in a remote environment - Adaptability in a growing organization Work Environment & Travel This is an in office or remote-based position depending on location for supporting a multi-state workforce. Periodic travel (estimated 10–20%) may be required to support newly acquired locations, onboarding efforts, and HR integration activities. Travel frequency may increase temporarily during acquisition onboarding periods.