Role Description We are looking for a strategic builder and a holistic People Operations leader to serve as our Director of People Operations. As a company of ~130 employees and targeting growth, we require an executive to architect scalable systems for talent, culture, and compliance across the organization. Reporting directly to the CEO, you will be the driving force behind our strategic people roadmap, focusing on: - Manager development - Organizational design - Total rewards - Operational excellence You will also oversee the day-to-day HR engine, ensuring our operations are compliant, efficient, and scalable. You will lead a capable team of two, giving you the leverage to focus on strategy, organizational design, and coaching while ensuring the operational engine runs flawlessly. Core Responsibilities - Manager Training Programs (The "Resource" Function) - Design and deliver "Manager 101" and advanced training programs on the fundamentals of leadership: effective interviewing, running 1:1s, delivering critical feedback, and managing compensation discussions. - Train managers on how to document performance issues, conduct Performance Improvement Plans (PIPs), and handle terminations legally and empathetically. - Serve as the trusted confidante and advisor to the executive team and department heads on organizational dynamics and complex people challenges. - Assessments, Strategy & Org Design - Design a compensation philosophy that attracts and retains top talent. - Build salary bands, variable commission plans, and equity structures that align with business goals while protecting the bottom line. - Implement and utilize psychological and behavioral assessments (e.g., Predictive Index, DISC, StrengthsFinder) to improve hiring accuracy, enhance team communication, and optimize organizational design. - Use data (eNPS, retention rates) to identify flight risks and proactively address cultural or structural issues before they impact the business. - Culture, Morale & Career Development - Build clear, actionable career development pathways for key roles. - Own the design and execution of company All Hands meetings and culture events. - Elevate our performance management process from a compliance task into a key strategic system for continuous team upgrade. - Operations, Compliance & Infrastructure - Oversee the People Ops Administrator to ensure onboarding and offboarding are efficient and compliant. - Serve as the final escalation point for investigations and compliance matters (EEO, FLSA, FMLA). - Oversee the Corporate Recruiter to ensure we are executing a highly selective and efficient hiring strategy focused on raising talent density. Qualifications - 8-10+ years of HR experience, ideally in a high-growth environment (e.g., scaling from 50 to 150+ employees). - You have built compensation and equity plans including STI and LTI (Excel proficiency is a must). - Experience using psychometric or behavioral assessment tools to guide hiring and team-building decisions. - Proven track record of training and enabling managers. - SHRM-SCP or SPHR strongly preferred. Benefits - Opportunity to work from home - Excellent work environment - Medical, dental, and vision insurance - Up to 15 days of paid time off - 12 company observed holidays - 401k plan with company match - Life insurance - Professional growth opportunity - Inclusive company culture established by an incredible team!

• Partner directly with our GTM management and leadership teams building trusted advisor status with key stakeholders • Help design and lead the annual delivery of the org’s People Plan agenda • Facilitate and present enablement based topics both ad-hoc / remotely and at global as well as regional departmental in-person offsites • Identify needs, gaps & opportunities within the team’s current people management structure • Support new and experienced people managers across the GTM function • Partner with our People team to deliver our annual People processes • Actively contribute to the enhancement and delivery of these enablement processes • Use AI tools and LLMs to build lightweight enablement workflows

Role Description Due to growth, we are adding an Analyst, People and Culture to our team. The Analyst, People and Culture is responsible for collecting, analyzing, and reporting people and culture data that informs the organization’s people strategy. This role supports scorecard development, engagement metrics, diversity tracking, talent, performance, and learning analytics, and being an administrator for our talent development systems. Reporting to the Manager of People and Culture, the Analyst partners with HR colleagues and leaders to deliver insights that drive decision-making and measure the impact of People & Culture initiatives. Responsibilities - Build and maintain dashboards/scorecards for culture, engagement, learning, and HR service delivery; improve data visualization and usability for leaders. - Lead talent development tool usage and effective application. - Analyze survey results, talent data, and program outcomes to identify trends, opportunities, and action recommendations. - Evaluate learning effectiveness (e.g., completion, feedback, behavior change indicators, business impact proxies) and support reporting for performance management and talent initiatives. - Translate data into insights by partnering with HRBPs/leaders to answer business questions and tell a clear story with data. - Create executive summaries and presentation materials that translate insights into recommended actions and measurable next steps. - Create simple leader tools (guides, talking points, FAQs) that help HRBPs and managers understand results and tools and confidently communicate them. - Prepare executive-ready materials (presentations, summaries, one-pagers) for leadership and governance groups. - Ensure data integrity and privacy compliance, including appropriate handling of sensitive associate data. - Other duties as assigned. Qualifications - Bachelor’s degree in HR, Business Analytics, OD, I/O Psychology, Data Analytics, or related field, or equivalent work experience, required. - 2-4 years of experience in people analytics, HR reporting, learning analytics, survey development and analysis or adjacent analytical roles required. - Proficiency in Excel, HRIS systems, and data visualization tools. - Ability to synthesize insights for varied audiences. - Participate in, adhere to, and support compliance program objectives. - The ability to consistently interact cooperatively and respectfully with other employees. Benefits - Top of the industry benefits for Health, Dental, and Vision insurance - 20 days paid time off - 4 weeks paid parental leave - 9 paid holidays - 401K company match of up to 5% - No vesting requirement - Adoption Assistance Program - Flexible Spending Account - Educational Assistance Plan and Professional Membership assistance - Referral Bonus Program – up to $750!

• Reporting to the VP of People, the Senior Manager of Employee Experience will shape and manage the systems that drive connection and collaboration across Fortis. • This is a strategic, hands-on builder role that blends clear direction-setting with disciplined execution. • The role owns and evolves the programs that define how Fortizens build community and collaborate effectively in a fully distributed environment. • Provide leadership and operational oversight to a small team while personally driving key initiatives from design through delivery. • Build internal programs and rituals that foster belonging in a gamer-heavy organization. • Define and operationalize programs that support how Fortizens works together effectively as a globally distributed company. • Design and execute intentional in-person experiences that strengthen alignment, connection, and collaboration amongst teams. • Champion and structure Guilds so they operate as effective communities, bolstering the network, professional development, and sense of belonging for their members.