Build the Future with Us — EquipmentShare is Hiring an HRIS Analyst II At EquipmentShare, we’re not just filling a role — we’re assembling the best team on the planet to build something that’s never been built before. We’re on a mission to transform an industry that’s been stuck in the past by empowering contractors and communities through innovative technology, real-time support, and a team that truly cares. We’re hiring an HRIS Analyst II to support our Corporate Headquarters in Columbia, MO and we’re looking for someone who’s ready to grow with us, bring energy and drive to their work, and help us build the future of construction. The HRIS Analyst will maintain and organize human resources information within the Human Resources Information System (HRIS). The HRIS Analyst will provide expert level knowledge of Workday functionality, features, configuration and best practices. This position is fully remote. Primary Responsibilities - Support the configuration and maintenance of assigned HR Information Systems (HRIS), including but not limited to Workday, Greenhouse and Docebo. - Participate in system implementation, upgrades, and routine maintenance tasks. - Gather feedback from system users regarding functionality and document concerns or suggestions for review. - Support users during the rollout of new functionalities, including providing basic training and troubleshooting. - Follows established procedures for updating, validating, and correcting employee records or other related HR data. - Provide input on process improvements that could enhance system efficiency and reduce manual tasks and prepare end-user documentation or training materials as needed. - Help develop testing scenarios and participate in User Acceptance Testing (UAT) for system updates and new releases. Why EquipmentShare? Because we do things differently — and we think you’ll feel it from day one. We’re a people-first company powered by cutting-edge technology. That means our proprietary T3 platform doesn’t just run our business — it also makes your job easier, safer, and more connected. Whether you’re behind the wheel, under the hood, leading a branch, or closing deals — tech supports you, and you drive us forward. We’re a team of problem-solvers, go-getters, and builders. And we’re looking for teammates who take pride in doing meaningful work and want to be part of building something special. Perks & Benefits - Competitive compensation - Full medical, dental, and vision coverage for full-time employees - Generous PTO + paid holidays - 401(k) + company match - Gym membership stipend + wellness programs (earn PTO and prizes!) - Company events and food truck nights - 16 hours of paid volunteer time per year — give back to the community you call home - Career advancement, leadership training, and professional development opportunities About You You want to be part of a team that’s not just changing an industry for the sake of change — we’re transforming it to make it safer, more secure, and more productive. You bring grit, heart, and humility to your work, and you’re excited about the opportunity to grow within a fast-paced, mission-driven environment. We’re looking for people who: - See challenges as opportunities - Embrace change and continuous improvement - Bring energy, effort, and optimism every day Skills & Qualifications - Knowledge of HR business processes preferred - Strong verbal and written communication skills - Ability to work without constant supervision and is a self starter - Ability to work quickly and think logically, especially under pressure - Thrives on learning and growth opportunities; desires new challenges and enjoys a good puzzle - Ability to use diplomacy and tact when handling problems - Ability to be flexible and adapt to change in a positive manner Education and Experience - At least 2 years experience in HR Analyst position or equivalent - At least 1 year experience in Workday Physical Requirements - Required a minimum of quarterly paid travel to meet with various stakeholders and team members - Ability to work standing and sitting for extended periods of time A Workplace For All At EquipmentShare, we believe the best solutions come from a team that reflects the world around us. Our initiative — A Workplace For All — is rooted in the belief that we must work together to solve some of the toughest problems in construction. That means attracting, developing, and retaining great people from all walks of life. We value different backgrounds, talents, and perspectives. We want you to feel like you belong here — because you do. EquipmentShare is an EOE M/F/D/V. Employment is contingent on passing a background check. Additionally, some roles require passing a drug test, depending on the job responsibilities.

Role Description This leadership role provides a unique opportunity to shape and manage comprehensive compensation strategies across a large, multi-location organization. The Director of Compensation will oversee the design, implementation, and ongoing management of base pay, incentive programs, and executive compensation plans. You will lead a high-performing compensation team while partnering with business leaders and HR colleagues to ensure programs are competitive, equitable, and aligned with organizational goals. This position requires both strategic vision and operational expertise, providing guidance on pay structures, market benchmarking, and incentive plan design. Working remotely, you will have the flexibility to drive impact while collaborating with teams across diverse locations. The role offers exposure to complex compensation challenges and the chance to influence company-wide policies that attract, retain, and motivate top talent. - Lead the compensation function, managing a team of managers and senior professionals, ensuring high performance and professional development. - Design, implement, and maintain comprehensive compensation programs for corporate and non-provider employee groups, including base salary, incentive plans, and executive compensation. - Partner with senior leadership to align compensation strategies with organizational objectives, market trends, and regulatory requirements. - Conduct market benchmarking, pay analysis, and salary surveys to maintain competitive and equitable compensation structures. - Provide expert guidance on job evaluations, salary structures, incentive program design, and total rewards strategies. - Drive process improvements, program stabilization, and change management initiatives related to compensation. - Collaborate with HR, finance, and business leaders to ensure compensation programs support talent acquisition, retention, and performance objectives. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced degree preferred. - At least 8 years of progressive compensation experience within a large or complex organization. - Minimum of 5 years managing teams, including leadership of managers or senior-level professionals. - Strong experience designing, implementing, and stabilizing compensation programs across multiple locations or business units. - Knowledge of incentive plan design, executive compensation, and total rewards strategy. - Experience in healthcare services, multi-site operations, or joint venture environments highly preferred. - Exceptional analytical, communication, and stakeholder management skills. - Ability to operate effectively in a remote work environment while collaborating across teams and geographies. Benefits - Competitive annual salary range of $180,000 – $200,000. - Full-time, permanent, remote position with standard business hours (Mon–Fri). - Comprehensive health, dental, and vision coverage. - Opportunities for professional growth and leadership development. - Flexible work environment supporting work-life balance. - Access to a dynamic team and collaborative organizational culture. - Opportunity to influence company-wide compensation strategy and practices.

Role Description Several full- and part-time positions for physician assistants (PA) and nurse practitioners (NP) are available at GPHA in Pediatrics, Family Practice and Adult/Gerontology Medicine. The Advance Care Provider (ACP) position is ideal for new graduates to transition into complex, continuity services. ACPs provide: - Urgent and acute care visits - Routine physical examinations - Auditing - Patient assessments such as oxygen qualification Continuity Providers provide comprehensive care for a panel of patients. Services include: - Acute and chronic disease management - Preventive services - Post-hospitalization discharge evaluation At GPHA, PAs and NPs are integral to the success of: - Population health initiatives - Pandemic/outbreak response - Public health issues such as diagnosis and treatment of sexually transmitted disease, viral hepatitis, and obesity Approximately 40% of visits are provided via telemedicine. Inpatient services are not included. NP/PA providers may provide routine Gynecology services; however, this is optional, as GPHA has a full scope Women’s Health Department. Benefits - Health and Financial Benefits including Medical, Dental, Life, Long Term Disability, Employee Assistance Program, 401(k) with lucrative company contribution and match - Paid Time Off including Vacation, Sick, Personal, Education, and Holidays - Professional Growth and Rewards including Generous bonuses, leadership and advancement opportunities, continuing education - Nation-wide [Group] Subscription to “Up to Date”, inclusive of CME for eligible providers - Loan Forgiveness through National Health Service Corps and eligibility for Scholars - Free Malpractice Coverage through the Federal Tort Claims Act Note: Benefits vary for full time and part time providers. Company Description GPHA is a non-profit healthcare organization founded in 1970. We stand committed to providing comprehensive, compassionate and affordable healthcare services to communities experiencing healthcare disparities. GPHA’s Total Healthcare Home offers: - Primary care - Specialty care (Endocrinology-Rheumatology-Infectious Diseases-Nutrition-Podiatry) - HIV disease management - Dental and behavioral healthcare - Pharmacy services to a highly diverse, multilingual population in the Greater Philadelphia and Tri-State area Join a network that values dedication, balance, and purpose. GPHA is an Equal Opportunity Employer. GPHA does not and will not discriminate in employment and personnel practices to include hiring, transferring and promotion practices on the basis of race, color, sex, age, handicap, disability, religion, religious creed, ancestry, national origin, or any other basis prohibited by applicable law.

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to field leadership in a fast-paced, multi-unit retail and sales environment. This role is responsible for supporting leaders and employees across multiple states while ensuring compliance with employment laws and company policies. The HRBP will lead and support employee relations, compliance initiatives, leave of absence administration, ADA accommodations, employee engagement efforts, HR operations and more. This role requires a strong ability to balance employee advocacy with business needs while partnering closely with operational leaders to maintain a positive, compliant, and high-performing workplace culture. Below are the essential functions for this position: Employee Relations - Serve as the primary HR partner for field leaders and employees regarding workplace concerns, conflict resolution, and employee relations matters. - Conduct thorough and objective HR investigations related to complaints, policy violations, and workplace concerns. - Provide coaching and guidance to leaders on performance management, corrective actions, documentation, and terminations. - Partner with leadership to ensure consistent and fair application of company policies and procedures. Compliance & Risk Management - Ensure compliance with federal, state, and local employment laws across multiple states. - Provide guidance to leaders on wage and hour compliance, workplace policies, and employment practices. - Support the development and implementation of HR policies and procedures to mitigate organizational risk. - Maintain accurate and compliant documentation related to employee relations and HR matters. Leave of Absence & ADA Management - Manage and support the administration of leave of absence programs, including medical leave, personal leave, and other statutory leave programs. - Lead the ADA interactive process, working directly with employees and leadership to evaluate accommodation requests. - Coordinate medical documentation and determine appropriate workplace accommodations in compliance with applicable laws. - Partner with legal and HR leadership when necessary to ensure compliance and best practices. Process Development, Rollouts & Training - Lead the development, documentation, and implementation of HR processes to support scale and consistency - Manage HR program rollouts across field and corporate populations, including communication plans and change management support - Design and facilitate HR-led training for leaders on topics such as performance management, employee relations, compliance, and HR best practices - Continuously evaluate and improve HR workflows for efficiency and effectiveness Employee Engagement & Leadership Partnership - Support employee engagement initiatives designed to enhance workplace culture and the overall employee experience. - Partner with operational leaders to identify opportunities to improve retention, morale, and team effectiveness. - Assist with employee recognition programs, engagement strategies, and culture-building initiatives. - Build strong relationships with regional and operational leaders to provide proactive HR guidance. - Serve as a trusted advisor on leadership challenges, team dynamics, and workforce planning. - Provide coaching to managers on leadership development, communication, and employee performance. HR Operations Support - Partner with HR leadership to support day-to-day HR operations across the organization. - Assist with onboarding processes, HR system updates, and employee documentation. - Support HR reporting, workforce data analysis, and organizational insights to inform leadership decisions. - Collaborate cross-functionally with Talent Acquisition, Payroll, Operations, and HR Operations teams. - Any other duties assigned by management.