• This role sits at the heart of how employees experience HR every day, driving the accuracy and execution of key lifecycle changes and ensuring every transition is handled seamlessly and with care. • As the first line of support for HR inquiries and helpdesk requests, you enable timely, thoughtful resolution for employees and leaders while allowing HR partners to stay focused on strategic priorities. • Through precise data management, documentation, and audit-ready processes, you help safeguard compliance, protect organizational integrity, and strengthen the operational foundation of our People function. • Own and accurately process end to end employee lifecycle changes to include employee transfer, job/department/manager change, pay change, and other employee profile or organizational changes. • Ensure adequate documentation and approvals are received in a timely manner and properly filed. Maintain employee files and standard operating procedures in an organized, effective manner. • Triage, assign, and track incoming HR tickets through Jira. Serve as the first point of contact for Tier 1 HR inquiries.

Pie's mission is to empower small businesses to thrive by making commercial insurance affordable and as easy as pie. We leverage technology to transform how small businesses buy and experience commercial insurance. Like our small business customers, we are a diverse team of builders, dreamers, and entrepreneurs who are driven by core values and operating principles that guide every decision we make. With approximately 350 team members today, and scaling through people and technology for the future, Pie is seeking an exceptional Director of People Operations and Technology (Dir, POps & Tech) to join the People leadership team. This role will elevate our human resources function through the strategic use of AI, technology, and a blend of business- and people-centered approaches. The Dir, POps & Tech reports to the Chief People Officer (CPO). This Director role will serve as a critical member of the People, Talent & Executive Support (PTE) leadership team, working in a highly collaborative environment as a thought and execution partner. The Director of People Operations and Technology is responsible for the ownership of post-hire team member lifecycle delivery and experience, providing the structure, data, and analysis necessary for Pie’s leaders and our People Talent teams to execute against Pie’s people-driven strategies. Given the range of capabilities and responsibilities of the role, this position will also align with multiple centers of excellence across the organization, such as business intelligence, finance, analytics, and culture ambassadorship. The Dir, POps & Tech will own the development of multi-year strategies that shape team direction, inform functional strategy, and are aligned to company objectives. The Director leads a broad scope of people operations functions including people operations and tech strategy co-development with the CPO and execution through a multi-year roadmap; Tier 1 team member support; payroll management; management of the People and Talent technology stack with a strong focus on Workday configuration, maintenance, and data integrity; People workflow, process design and SOP management; reporting and analytics; and compliance. At the outset, the role is also expected to partner closely with the Dir, Talent to support Talent Operations. Aligning all of these areas around cohesive, strategic narratives that connect to Pie’s market positions and competitive differentiation will be key to our collective success. How You’ll Do ItStrategic Leadership, Team Leadership & Cross-Functional Collaboration - Ensure an innovative, effective, and inclusive work culture to retain and grow the best talent for the People Team and Pie as an organization - Directly manage the People Operations team, currently comprised of three full-time team members with varying levels of experience and responsibility - Responsible for all aspects of people management, including development, coaching, training, performance management, and the expected future growth of the team - Lead and develop new People team leaders in order to build bench strength as the business grows over time - Proactively establish and maintain strong collaborative working relationships across the organization with a focus on the following stakeholders: Finance & Accounting, Enterprise Technology, Internal Communications, Legal & Compliance, Product, the Pie Executive Team, the Senior Leadership Team, and the Office of the CEO - Proactively partner with People Partners, Total Rewards, Talent, and the Executive Support and Space teams on strategy development and outstanding execution across all aspects of the People, Talent & Exec Support functions - Leveraging Pie’s Collaboration and Decision Making Framework, you will often serve in a lead execution role, as well as in supporting and consultative roles on cross-functional, complex project and program management initiatives People Operations Management - Lead the People Operations team through strategic processes, projects, and complex situations - Design, deliver, and monitor the strategic roadmap for the People Operations function on a monthly, quarterly, and annual basis - Oversee payroll approval for the biweekly pay cycle for non-exempt and exempt team members Tech Stack Management - Own the strategic design, delivery, and administration of our HRIS (Workday) and have oversight for the People tech stack and resources (Culture Amp, Continu, Ethena, Carta (shared), etc.) - Manage the People Operations and Technology budget as well as People-specific vendor relationships and service providers - Serve as the security admin for Workday, managing user and role-based security groups - Own configuration, testing, and deployment updates, process improvements, and business process updates in HCM, Compensation, Advanced Compensation, Benefits, Time Tracking, Absence, US Payroll, and Talent - Manage the bi-annual Workday release cycle - Serve as the integration administrator to troubleshoot integration enhancements, issues, errors, or vendor requests Project & Program Management - Partner across the PTE team and key stakeholders organization-wide to identify and prioritize system development needs - Align system configuration goals with PTE goals to optimize the HRIS' value - Plan and execute moderate to complex projects, partnering with cross-functional SMEs - Oversee Tier 1 team member support provided by the People Operations team - Develop capabilities to provide Tier 2+ support for end-users, inclusive of the People Partnering team and Tier 2 team member relations - Continuously uplevel thought leadership specific to People Operations and Technology, leveraging emerging frameworks and technologies - Keep our house clean through comprehensive documentation of process, workflow, system configuration, and integration - Establish and train the team using best practice methods for People systems - Lead, execute, contribute to and/or consult on projects, programs and work as needed Data Integrity, Management & Analysis - Monitor, audit, maintain, and troubleshoot the HRIS system to ensure data integrity and system compliance - Maintain data integrity by developing routine audit procedures, creating audit reports, analyzing data, and defining corrective solutions - Respond to requests for systems support and reports - Develop data management protocols and standards, including data entry, integration, validation, and quality assurance procedures - Establish and document audit procedures for the People Systems tech stack - Ensure People Systems align with internal technology, procurement, and retention policies - Build custom reports and dashboards for key metrics; fulfill ad-hoc report requests - Analyze complex datasets to ensure system functionality and set-up The Right StuffExperience - 12+ years of progressive experience in People (HR) with specific experience in people operations and tech stack ownership (Workday required), tier 1 team member relations, team member resource development and delivery, payroll management, and regulatory and compliance management - 5 + years of direct people management experience, including building, developing, and leading teams to consistent achievement of excellent business outcomes - Prior experience preferred in a high-growth tech-forward environment with a mix of private and public company experience preferred - You know what great looks like in a 1,000- to 5,000-person company and can also thrive in an earlier-stage environment that requires flexibility and building tools and resources, sometimes from scratch - Prior experience in insurance, insurtech, fintech, healthtech, lending, or financial services preferred - Workday certification(s) preferred - Bachelor's degree or equivalent experience required Knowledge & Capabilities - Deep knowledge of HR workflow, regulatory, and compliance requirements across the employee lifecycle, with the capability to develop rigorous, highly efficient, compliant workflows, processes, and standard operating procedures - Demonstrated capability of developing, testing, and implementing tech- and AI-enabled solutions that create a flywheel of continuous improvement for the team and company, both independently and with stakeholders - Demonstrated capability to plan and execute HR transformation and/or system implementation projects leveraging agile and iterative methodologies - Outstanding technical and analytical capabilities with specific experience in People (HR), Talent and organizational technology, metrics, reporting, and data visualization - Has the knowledge, and cultivates the relationships, necessary to provide thoughtful insights on market trends, best practices, and benchmarking Expected Competencies - Ownership: Leads with a one-team, extreme ownership mindset, We Are The They - Collaboration & Influence: Develops high-trust relationships org-wide and works collaboratively with cross-functional stakeholders to identify and consider a wide range of needs, creatively designing solutions that solve for the most needs - Critical Thinking: Leverages first principles, integrative thinking, and Pie's Collaboration and Decision-Making Framework (CDMF) for designing the data-driven, maximum win/win solutions, considering all stakeholder needs - Strategy: Demonstrates the ability to think integratively as an organizational leader, develops multi-year strategies and aligns multiple functions around cohesive strategic narratives; cultivates internal and external networks for identifying emerging opportunities and novel strategies that open new possibilities for their team and function; prepares for scale while identifying inefficiencies that solve functional challenge - Growth Mindset: Leads with questions and curiosity, demonstrating self-awareness and humility, models continuous learning and growth through integration of personal, team, and cross-functional feedback, flexing and adapting as needs and context change; recognizes when behavior/thinking is below the line, and actively works to uplevel self - Grit & Resilience: Persists through complex challenges while role modeling resiliency and supporting the team and peers - Communication: Writes and speaks with accuracy, clarity and confidence with audiences at all levels of the company, including the CEO and Senior Leadership Team; demonstrates emotional control and role models Pie’s communication and feedback model; engages in constructive debate while actively listening; seeks and receives real-time candid feedback with kindness and positive intent - Execution: Has high standards for performance and execution that continues to increase as you and the function develop and as the business requires it; willing and able to operate in detail mode, knowing when and how to flex between the strategic birds-eye view and the tactical details and providing direction and guidance to the team; fosters a culture of high accountability within team, leading by example - Team Organization & Planning: Designs organizational structures that address business needs, team effectiveness, and team development and that can scale; develops operational rhythms that ensure functional alignment, develops monitoring systems that reduce complexity and provide real-time visibility into performance and enable risk identification - Team Building & Performance Management: Builds and executes talent strategies to enable the function to achieve and maintain a level of performance; sets and measures against clear expectations at the individual and team level on a monthly, quarterly, and bi-annual basis The use of AI in Application Review: To support a fair, efficient, and consistent hiring process, we use AI-powered tools to assist in the initial screening of applications. These tools help us identify qualifications and prior work experiences that align with the requirements of the role. All AI-reviewed applications are still subject to human oversight and decision-making at multiple stages of the process. By submitting your application, you acknowledge and consent to Pie utilizing these AI technologies to assist in our evaluation process. Base Compensation Range $165,000—$210,000 USD Compensation & Benefits - Competitive cash compensation - A piece of the pie (in the form of equity) - Comprehensive health plans - Generous PTO - Future focused 401k match - Generous parental and caregiver leave - Our core values are more than just a poster on the wall; they’re tangibly reflected in our work Our goal is to make all aspects of working with us as easy as pie. That includes our offer process. When we’ve identified a talented individual who we’d like to be a Pie-oneer , we work hard to present an equitable and fair offer. We look at the candidate’s knowledge, skills, and experience, along with their compensation expectations and align that with our company equity processes to determine our offer ranges. Each year Pie reviews company performance and may grant discretionary bonuses to eligible team members. Location Information Unless otherwise specified, this role is remote. Remote team members must live and work in the United States (territories excluded) and have access to reliable, high-speed internet. Additional InformationPie Insurance is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, marital status, age, disability, national or ethnic origin, military service status, citizenship, or other protected characteristic. Pie Insurance participates in the E-Verify program. Please click here, here and here for more information. Pie Insurance is committed to protecting your personal data. Please review our Privacy Policy. Safety First: Pie Insurance is committed to your security during the recruitment process. We will never ask you for credit card information or ask you to purchase any equipment during our interview or onboarding process. Pie Named to 2025 America's Best Startup Employers Pie Insurance 2025 State of Workplace Safety Report #LI-REMOTE #BI-REMOTE

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description This role offers an opportunity to contribute to a global, remote-first organization by supporting leaders and employees through complex people-related matters. As a Senior People Relations Partner, you will act as a trusted advisor to HR and business leaders, managing performance management cases, workplace investigations, and employee relations challenges from start to resolution. You will play a key role in maintaining compliance, strengthening workplace practices, and ensuring fair and consistent processes across the organization. Working within a fast-paced and distributed environment, you will collaborate cross-functionally with teams such as Legal, HR, Payroll, and IT to support employee lifecycle events and mitigate organizational risk. The position requires sound judgment, strong documentation skills, and the ability to navigate sensitive situations with discretion. This is a contract role offering meaningful impact within a dynamic and globally connected team. - Partner with HR and business leaders to manage performance management cases from initiation to resolution, including coaching managers and supporting termination decisions when required. - Guide leadership through employee relations matters such as conduct concerns, policy violations, employee complaints, and performance issues. - Conduct thorough workplace investigations, gathering documentation, interviewing stakeholders, and delivering clear summaries with actionable recommendations. - Ensure employee relations processes and outcomes are well documented and compliant with employment laws and internal policies. - Monitor potential risk indicators in employee behavior and escalate concerns appropriately to relevant stakeholders. - Maintain accurate records of employee relations cases using internal case management systems. - Collaborate with Legal, HR, Payroll, and IT teams to support compliant and efficient offboarding processes. - Contribute to improving employee relations practices, documentation, and internal resources, and occasionally deliver training or guidance to managers. Qualifications - 5+ years of experience in Employee Relations, HR Business Partnering, or People Relations roles. - Strong experience managing performance management processes and supporting termination decisions. - Proven expertise conducting workplace investigations and handling sensitive employee matters. - Solid understanding of U.S. employment law and HR compliance requirements; global experience is a plus. - Excellent documentation and communication skills, with the ability to present clear findings and recommendations to leadership. - Ability to manage multiple cases simultaneously in a fast-paced and evolving environment. - Strong judgment and risk awareness with the ability to identify and escalate potential issues early. - High level of discretion when handling confidential information and sensitive situations. - Experience working within distributed or remote global organizations is preferred. - Familiarity with HRIS platforms and HR-related systems is a plus. Benefits - Fully remote work environment within a globally distributed organization. - Opportunity to work with an international team across multiple regions and cultures. - Exposure to complex global employee relations challenges and strategic HR initiatives. - Professional growth through collaboration with senior HR, legal, and leadership stakeholders. - Flexible work environment that supports autonomy and remote collaboration.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description If you are a compassionate collaborator, putting people first, showing care and concern for all, where servant leadership is your passion, here’s your opportunity to become part of, and support Devereux’s outstanding Devereux Education Strategies and Solutions (DESS) team. This position is a remote position with occasional travel to Devereux locations as needed. In this role, you will collaborate with other dedicated professionals who share your passion for helping individuals in need. We offer: - A unique opportunity where the work you perform will support Devereux’s Educational programs throughout the country, resulting in contributions that have relevance to the provision of services to individuals. - Supportive team collegial work atmosphere with the ability to deliver high-quality People Operations needed to support decisions. - The ability to serve as a servant leader in a collaborative environment with supportive leadership, while having an opportunity to make a significant impact in our organization. Devereux’s DESS People Operations/Human Resources Department responsibilities include: - Consultation and Service Delivery including technical assistance, research and guidance to DESS Center managers, supervisors and staff in areas including recruitment, compensation, benefits, employee relations, retention, safety and communications and compliance. - Provides Employee relations counseling to employees. Conducts investigations, exit interviews and represents the organization in legal proceedings that involve unemployment, workers’ compensation, PHRC/EEOC or other actions involving employees and/or former employees. - Works collaboratively with National People Operations Director and Center supervisory personnel to develop and implement retention strategies. - Maintains People Operations System records (Oracle) to include inputting, and manipulation of data for reporting and monitoring. - Develops and implements employee motivation, celebration, recognition and reward activities and initiatives. - Identify, recommend, guide and/or implement organizational efforts to ensure compliance with federal, state and licensing agency regulations as well as school-based regulations. - Maintain personnel records to ensure compliance with DESS and Devereux regulatory mandates. - Demonstrate a commitment to Servant Leadership and Diversity, Equity, Inclusion and Belonging through continuous development, modeling, inclusive behaviors and proactive education to employees. Qualifications - Bachelor’s degree in People Operations/Human Resources or related field; PHR Certification preferred. - Minimum of Five (5) years’ People Human Resources/People Operations - related experience covering key PO functions with employee relations, performance management, workers' compensation, leaves of absence, benefits, compensation and training. A master's degree in human resources or related may substitute for one year of the experience requirement. - Experience in Behavioral Health/Education setting is preferred. - Highly proficient with HRIS and electronic personnel systems (e.g., ADP, Oracle, myAvatar, Microsoft Office Suite). - Extensive knowledge of federal, state, and local labor laws, and compliance regulations. - Proven experience in managing end-to-end recruitment processes, including job postings, candidate screening, interviewing and hiring. - Strengths in managing and resolving employee conflicts and cultivating a positive work environment. - Exceptional verbal and written communication skills with ability to collaborate with employees at all levels, lead teams, and provide direction and training. - Work independently and as part of a team. - Requires flexibility and an ability to adapt to the demands of rapidly changing priorities. Must demonstrate use of sound judgement and be able to make quick and accurate decisions independently. - Systems oriented thinker, detail-oriented Servant Leader with exceptional customer service skills and accountability. Requirements - Devereux has a zero-tolerance policy for abuse and maintains policies and procedures to systematically reduce the risk of abuse to occur in our organization. - Devereux fosters a culture of reporting abuse, and will cooperate with the authorities to the fullest extent possible. Benefits - In addition to a competitive salary, Devereux provides a comprehensive health and welfare program to eligible full-time employees, family members and domestic partners. - Eligible employees are eligible to start benefits after 30 days of employment. - Medical (including telemedicine via phone, web, app), dental, prescription drug, preventative care, and mental health services. - Student loan debt assistance, tuition reimbursement and continuing education assistance. - Generous time-off (start accruing 1st day), 403(b) retirement plan with matching benefit, and voluntary/employee paid supplemental life and accident coverage. - Employee assistance / work-life balance program. Company Description Devereux is one of the nation’s largest nonprofit organizations, providing services, insight and leadership in the evolving field of behavioral healthcare. Founded in 1912, Devereux operates a comprehensive national network of clinical, therapeutic, educational and employment programs that positively impact the lives of 10,000+ children, adults – and their families – every year. Our Mission: Devereux changes lives – by unlocking and nurturing human potential for people living with emotional, behavioral or cognitive differences. With nearly 6,500 employees working in programs across the country, Devereux is a trusted partner for families, schools and communities, serving individuals in the areas of autism, intellectual and developmental disabilities, specialty mental health, education and foster care. At Devereux, Servant Leadership is embedded throughout our culture and every aspect of our organizational framework. Our mission-driven, people-first mindset is at the heart of the compassionate and high-quality programming we provide – every day – for the individuals and families we serve, and other key stakeholders. We believe a workplace rooted in inclusivity – offering a sense of belonging to all those who walk through our doors – is fundamental to delivering the highest quality healthcare services. Through open dialogue and the creation of brave spaces, we will engage in work that gives each of us a chance to change the world – one person, one family, one community at a time.