PURPOSE AND SCOPE: The Strategic Total Rewards Business Partner serves as a strategic advisor and subject matter expert to our CDNA, ensuring that our total rewards strategies align with business objectives, attract top talent, and drive employee engagement. This role will provide comprehensive leadership and consultation on global compensation, benefits, and recognition programs, ensuring these initiatives are competitive, equitable, and compliant with local regulations across the regions where the business unit operates. PRINCIPAL DUTIES AND RESPONSIBILITIES: Strategic Business Partnership: - Partner with business leaders and Strategic HR Business Partners (HRBPs) to understand the function’s goals, challenges, and business priorities. - Owns business strategy for own area of responsibility to inform to TR Ops. and SME. - Implement total rewards strategies that support business objectives and align with the company’s global total rewards philosophy. - Provide thought leadership on emerging trends and innovative practices in total rewards to address global talent needs. - Primary contact of Total Rewards and our Business. - Liaison to business on escalations (ambassadors) - Expert in our business specific-structures. - Training/delivering of HR teams & Mgrs on TR Programs - Partnership with other HR CoEs + Functions - Develop TR budgets with the main stakeholders: business leaders, SHRBP’s, Finance Business Partners, etc. - Influence stakeholders, who regularly have divergent interests, to achieve short-term global / country objectives; represent the CoE on global / and national level. - Problems faced are difficult and are often complex. - Improve existing methods, techniques and / or processes across job áreas. Compensation: - Co-Lead/Support the design, implementation, and communication of competitive compensation programs, including base pay, incentive plans, and executive compensation for the functions. - Establish a library of all existing business-specific incentive or pay-related programs and ensure alignment with best practices and the establishment of globally consistent structures and processes. - Collaborate with the global TR operations team to ensure consistent application of job architecture, leveling, and market benchmarking. - Analyze market trends, internal equity, and pay-for-performance outcomes to make data-driven recommendations. Benefits: - Partner with global benefits teams to ensure benefit programs meet the needs of employees in diverse geographies while remaining cost-effective and compliant. - Serve as a liaison between the functions and corporate benefits teams, identifying opportunities for enhancements and efficiencies. - Drive initiatives to improve employee understanding and appreciation of benefit offerings. Governance and Compliance: - Ensure compliance with local regulations and internal governance policies in all total rewards programs. - Partner with legal and compliance teams to mitigate risks and address emerging regulatory changes. Leadership and Collaboration: - Act as a change agent to influence and support cultural alignment with total rewards strategies. - Collaborate with cross-functional teams, including Finance, Legal, HR Operations, and regional HR leaders, to ensure seamless program delivery. Analytics and Reporting: - Leverage data analytics to monitor the effectiveness of total rewards programs and recommend adjustments as needed. - Provide business leaders with insights on trends, forecasts, and competitive positioning. EXPERIENCE AND REQUIRED SKILLS: - Bachelor's degree in Human Resources, Business Administration, or related fields. - 8+ years' related experience. - Experience supporting global business units in a complex, matrixed organization. - Deep knowledge of global compensation and benefits practices, regulatory environments, and market trends. - Strong interpersonal skills with the ability to communicate with all levels of management through diplomacy and tact. - Demonstrated ability to manage multiple priorities and deliver results in a fast-paced environment. - Interpreting and applying understanding of key financial indicators to recommend appropriate business solutions - Comfortable in working within a global environment, across multiple geographies and time-zones - High level of integrity, discretion, and professionalism If your location allows for pay/benefit transparency, please click the link below to request further information on this position. Pay Transparency Request Form (smartsheet.com) Benefit Overview: This position offers a comprehensive benefits package including medical, dental, and vision insurance, a 401(k) with company match, paid time off, parental leave and potential for performance-based bonuses depending on company and individual performance Fresenius Medical Care is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sexual orientation, gender identity, parental status, national origin, age, disability, military service, or other non-merit-based factors

People Business Partner Flexible Location This position will be based in a home office anywhere in the U.S. Occasional travel for team and organizational meetings is required. WHO WE ARE TNTP is the nation's preeminent education nonprofit that brings research, policy, and consulting together to meet the needs and aspirations of young people, families, communities, and the nation. We are educators, researchers, and innovators working to ensure every young person has the chance to reach their full potential, every educator and leader is set up for success, and every community has the resources necessary to connect young people to paths of opportunity. We work at every level of the PK-12 system, side by side with educators, system leaders, and communities across 41 states and more than 4,000 systems nationwide to reach ambitious goals for student success. Our vision pushes beyond school walls, catalyzing cross-sector collaboration to create pathways for young people to achieve academic, economic, and social mobility. Learn more about us, what we do, and working here. WHAT YOU’LL DO As a People Business Partner (PBP) you will serve as a strategic partner to people leaders in the organization while also leading a major area of functional responsibility within the Talent Management & Development portfolio. The PBP plays a pivotal role supporting the launch and success of this new function and the success of the broader People and Culture team. As a PBP, you will partner closely with TNTP’s people leaders to align talent strategies with business priorities, advise on team design and address workforce challenges and opportunities. At TNTP, People Business Partners also lead the design and implementation of enterprise‑wide talent solutions related to workforce planning, compliance, employee relations, and learning and development. These solutions strengthen TNTP’s people systems and advance organizational priorities. Specific responsibilities will vary, but may include: Strategic Partnership - Serve as the primary partner to senior leaders within assigned divisions, offering insight and guidance on people strategies that drive impact, organizational effectiveness, and long‑term sustainability. - Act as a trusted thought partner, leveraging data, trends, and best practices to inform leadership decisions and strengthen people management across the organization. Talent Solutions - Design and implement enterprise talent solutions aligned to organizational and business needs, including workforce planning, succession planning, performance management, and career development. - Partner with leaders to assess capability needs, identify skill gaps, and co‑create initiatives that build organizational capacity. Employee Relations - Serve as the primary People & Culture resource for employee relations matters within assigned teams, applying consistency and sound judgment. - Conduct fair, thorough, and timely investigations into complaints, conflicts, and policy concerns, ensuring alignment with organizational values and legal requirements. Performance Management - Partner with managers to set clear performance expectations and strengthen their ability to provide coaching, feedback, and recognition. - Advise leaders on readiness assessments, leadership development opportunities, and career progression pathways. Change Management - Lead and contribute to initiatives that strengthen employee engagement and promote a positive workplace culture. - Partner with leaders to design and implement change management strategies and communications that enable smooth transitions and adoption of new practices. Talent Operations - Partner closely with Centers of Excellence, including Talent Acquisition, Compensation, Change Management, and Analytics, to ensure cohesive and consistent delivery of People & Culture programs. - Maintain up‑to‑date knowledge of employment laws, regulations, and industry best practices to ensure compliant and effective talent processes. YOUR QUALIFICATIONS We are looking for a candidate to possess the following skills and expertise: - 6 to 8 years relevant work experience in talent and human resources, employee relations, people operations or related People function and 4+ years supervisory/management experience. - Knowledge of emerging trends in future of work, including workforce automation, AI applications in HR and digital collaboration tools. - Strong analytical and problem-solving abilities, with a data-driven approach to decision making. - Ability to manage multiple priorities and projects in a fast-paced environment. - Proficiency in HR software and Microsoft Office Suite. - Experience using Workday, strongly preferred. WHAT WE OFFER The salary range for this position is ($108,320 - $162,480). New hires can typically expect a starting salary between the range minimum and the salary range midpoint ($108,320-$135,400), in alignment with experience, qualifications, and our commitment to equity in compensation. TNTP also offers a compelling overall Total Rewards package, including competitive mid-market salaries, generous PTO, and comprehensive benefits, with a range of plans and programs designed to support the physical, mental, and financial wellness of employees and their dependents. We suggest learning more about our benefits! (Spoiler alert: we’re closed the last two weeks of December). We also ensure that individuals with disabilities are provided reasonable accommodation for the interview process. Email talent@tntp.org to request accommodation. HOW TO APPLY Submit your resume online through Workday. In your application, we will also ask you to answer brief questions about your interest in TNTP; your “why” matters to us! If you’re eager, you can preview here what to expect after you apply, and we’ll be in touch soon! #LI-REMOTE Position Type: Regular TNTP is an equal employment opportunity employer committed to maintaining a non-discriminatory work environment. TNTP does not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, gender, national origin, age, disability, veteran status, marital status, sexual orientation, gender identity, gender expression, arrest record, conviction record, or any other personal characteristic protected by applicable law. This policy covers all programs, services, policies, and procedures of TNTP, including recruiting, hiring, training, promotion, and administering all personnel actions, such as compensation, benefits, transfers, layoffs or terminations.  Applicants for employment with TNTP must have valid work authorization that does not require sponsorship of a visa for employment authorization in the U.S.

• Support and execute employee-focused recognition and engagement programs. • Provide support to employees, addressing questions and requests related to the employee experience. • Conduct onboarding and integration sessions for new hires. • Assist in organizing and executing People Experience initiatives and programs, especially those related to engagement and recognition. • Work collaboratively with various People teams to ensure alignment and consistency across initiatives. • Support the operational implementation of actions and improvements across the employee journey.

Senior Manager, People Operations Position Type: Full-time, Salaried, Exempt Location: Flexible (remote; preference for the DMV area); Must be eligible to work in the U.S. now and in the future. Salary Range: $82,400 - $92,700 Closing Date: April 12, 2026 Candidates will be reviewed on a rolling basis. The position will remain open until we have a sufficient pool of diverse candidates who meet the job requirements, at which point we may pause the review of new applications before the stated deadline. Please understand you may not be contacted for several weeks after you apply. Ideal Start Date: 2-4 weeks after offer About the Center for Disaster Philanthropy CDP began in 2010 with the goal of pioneering the practice of strategic disaster philanthropy. Since then, it has grown in its ambition, envisioning a world where the impact of disasters is minimized through thoughtful, equitable and responsive recovery for all. CDP has a $40 million budget and a team of more than 30 staff members working remotely across the U.S. CDP is a trusted partner, expert and authoritative resource, helping hundreds of individuals, foundations, and corporations boost the impact of philanthropic giving in response to disasters and humanitarian crises by supporting equitable recovery and addressing the root causes of vulnerabilities worldwide. - In 2020, CDP was a featured nonprofit for the 14th Annual CNN Heroes: An All-Star Tribute. - CDP has earned Charity Navigator’s Four-Star Charity rating and Candid’s Platinum Transparency seal. As an organization grounded in racial and intersectional equity, our team members are deeply committed to strengthening communities that are most vulnerable to disasters due to systemic inequities. We are guided by our values of integrity, boldness and innovation, humility and empathy in all we do in pursuit of our mission. Bottom line: We aspire to walk the talk of anti-racism and to treat each other and our partners in ways that inspire trust, creativity, learning and care. Be a part of our fast-growing team that offers countless ways to help communities thrive. Join us! Responsibilities & Duties The senior manager, people operations is a new position at CDP. This role will interact with a broad range of internal and external constituents and play a key role in supporting our mission. Reporting to the director of people, culture, & belonging, the senior manager, people operations will help advance CDP’s people strategy by managing the implementation of organization-wide people initiatives, ensuring alignment between strategic priorities and day-to-day people operations. By helping to develop and scale consistent human-centered systems, processes and policies, this position helps foster an equitable, efficient and engaging employee experience. As a fully remote workforce, CDP prioritizes employee engagement and relationship building in service of a collaborative culture rooted in equity. To this end, in-person team retreats are scheduled throughout the year in different regions of the U.S. This role will be expected to attend 2-3 retreats per year, which average 3-5 days of travel. The successful candidate will display the following traits: You are a service-oriented and proactive HR professional who can translate strategic vision into operational excellence. You are confident but curious, analytical yet empathetic, approachable yet able to coach and develop others while balancing the consistency of process with the nuanced and unique needs of people. You are skilled at navigating ambiguity with composure and creativity. You are a detail-oriented self-starter with strong capacities in prioritization and interpersonal communication. You have exceptional project management skills and the ability to discern between what is important and what is urgent. With your skills, you can ensure a consistent experience for anyone at CDP across all phases of the employee lifecycle. Primary responsibilities include: The senior manager, people operations will manage most aspects of human resources operations tasks related to recruitment, hiring, onboarding, compliance and performance management within the Professional Employer Organization (PEO) platform (TriNet), as well as serve as a champion for the organization’s culture of inclusion, accountability and learning. The senior manager, people operations, is an active member of the finance and operations (FinOps) team, under the newly named People Operations (PeopleOps) function. This is a strategic business function that focuses on optimizing employee performance and engagement, integrating HR processes and aligning them with CDP's goals. It goes beyond traditional HR by emphasizing a people-centric employee experience, data-driven decision-making and fostering a positive and inclusive workplace culture. This role requires the ideal candidate to maintain and enhance the current systems of recruitment, onboarding and performance management while working collaboratively across the team and cross-functionally, to translate the strategic goals of the People function into actionable daily practices and interactions. Recruitment and hiring - Manage the recruitment process, including finding and attracting qualified candidates through various channels like job boards and social media, in accordance with CDP’s equitable hiring practices guidelines. - Manage the application and interview process, from ensuring checklist items are completed to verifying that content aligns with CDP’s SOPs and competency framework. - Ensure consistency across the compensation framework, career levels and job descriptions. - Analyze recruitment data regularly to ensure demographic data is meeting equity goals and to utilize people analytics for additional strategic process improvements. - Maintain a competency-based rubric and accompanying interview questions bank for hiring managers to use and reference. Assist in the development of competency/role-specific questions as needed. - Manage standard operating procedures (SOPs) related to recruitment processes. - Facilitate the discussion with hiring managers and interview panels following CDP’s equitable interview debrief process. - Participate as an HR representative in hiring panels. - Manage job offer communications. - Manage the orientation process for new hires. Compliance - Ensure the organization complies with all applicable employment laws and state and/or jurisdictional regulations. - Enforce, advise and implement HR policies and procedures. - Track and support implementation of compliance training (e.g. anti-harassment, cybersecurity, etc.) and other PEO offerings. - Become an expert user of TriNet to ensure CDP utilizes it to its maximum functionality. - Generate custom dashboards and reports to support the People Function in becoming more data driven. - Coordinate the open enrollment process via the PEO platform, including analyzing renewal data. - Manage overall vendor relationship with PEO (TriNet), including staying informed about platform changes and updates. - Ensure accurate employee data and key lifecycle changes and workflows. - Maintain organizational E-Verify account and I-9 compliance. - Maintain accurate documentation related to employee eligibility, benefits and leave. Performance management and organizational culture support - Collaborate with the people ops manager to oversee administrative tasks related to performance management, including updating the performance and learning module in TriNet to track evaluations, goals and other documents within established deadlines. - Train and assist CDP staff with the performance and learning module in TriNet and provide guidance on content development as needed. - Support the development and execution of performance accountability and separation processes. - Provide recommendations for the employee handbook, policies and procedures. - Support operational excellence and equity-aligned practices across the employee lifecycle. - Understand and support the goals of the organization, performance objectives, etc. while helping enforce, explain, and teach policies and procedures in a people-centric way. Leadership - Supervise the people & operations associate role and ensure strategic alignment of CDP’s people operations. - Partner closely with the COO and director of people, culture & belonging on organizational people strategy and decision-making. - Promote a consistent people-centric culture across the organization. Other duties as assigned - Serve on committees, panels and task forces at CDP as appropriate and as available. - Represent CDP positively and professionally in meetings and other external engagements. - Perform other duties and job-related tasks that may be assigned. This position reports to the director of people, culture & belonging but works in service of the whole organization. Required qualifications and skills - ≤ 7-10 years of progressively responsible relevant experience and demonstrated advanced working knowledge and expertise in the human resources or people operations function. - Strong working knowledge of multi-state employment law, benefits administration, HRIS administration and PEO platforms (TriNet or equivalent). - Demonstrated experience developing and implementing scalable HR processes and systems - Exceptional communication, relationship-building and/or coaching skills. - Experience in people analytics, and/or data-driven HR decision-making and/or process improvement. - Supervisory management experience with the ability to inspire and guide others, foster innovation and cultivate a collaborative and accountable work environment. - Commitment to racial and intersectional equity and to inclusive management practices. - An in-depth knowledge of Microsoft Office Suite. Preferred qualifications and skills - Nonprofit or philanthropic sector experience, including HR roles in remote or distributed organizations. - Professional certification (e.g., SHRM-CP/SCP or PHR/SPHR). - Familiarity with project management tools (e.g. Asana, Redbooth or similar). - Experience with HR change initiatives or systems implementations. - Ability to work remotely with minimal direct supervision. Personal characteristics - Commitment to the values intrinsic to CDP’s mission and strategy. - Energetic and eager to tackle new projects and ideas. - High tolerance of ambiguity and appetite to tackle issues constructively. - A team player capable of cultivating productive relationships across teams. - Sense of humor. We welcome and encourage applicants with non-traditional career paths. If you don’t meet the qualifications outlined here, please apply and tell us how your experiences would equip you for the job. CDP provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. To Apply Qualified candidates should submit their resume and a cover letter via this link. Applications must highlight competencies against requirements. All applicants must be able to provide documentation that they are legally eligible to work in the United States for an extended period, now and in the future. Due to the expected volume of applications, only finalists will be notified. No phone calls, please.