• Build relationships with managers and leaders to optimize team performance and engagement. • Partner with leaders and guide in the following areas: career planning, performance management, change management, data reporting and analysis, employee relations, learning and development, recognition programs, and strategic development. • Analyze trends and metrics in partnership with the Talent team to identify and support the development of solutions, programs, and policies that support business and employee growth. • Identify, escalate, and navigate employee relations issues with an empathetic, solution-oriented approach. • Analyze problems and deliver solutions where precedent may not exist. • Advise on the design and execution of organizational people strategy, including organizational design and large-scale change initiatives. • Flex seamlessly between multiple product and project teams, adding ‘off-title’ value in a thoughtful, prioritized way. • Design, launch, and iterate culture-building initiatives that align with company values and business goals. • Drive inclusive engagement strategies that build belonging across locations, levels, and functions.

• Serve as a trusted advisor to front-line and mid-level leadership on matters such as performance management, employee relations, policy interpretation, and employee engagement. • Partner with managers to improve engagement, retention, and morale through the execution of custom people initiatives, solutions, and interventions. • Manage and resolve low-to-moderate complexity employee relations/performance matters. Conduct initial fact-finding for investigations and escalate high-risk cases. • Facilitate core people processes and programs for your client group, including annual compensation reviews, performance cycles, goal setting, and departures. • Monitor people metrics and stay interview themes to identify trends and identify proactive solutions before challenges arise. • Ensure practices are conducted in a way that is equitable and consistent. • Participate in cross-functional HR projects and initiatives, as required.

• Partner with hiring managers to support the full-cycle of recruiting for vacant positions** ** • Coordinate interviews and ensure a thoughtful, inclusive candidate experience • Support candidate communication, scheduling, and offer logistics • Maintain accurate and up-to-date candidate tracking in Blueland’s ATS • Help ensure hiring practices align with Blueland’s values and behavioral competencies • Demonstrate a growth mindset when evaluating Blueland’s interview process and candidate experience. • Support payroll processing and maintain data integrity across HR systems (HRIS, payroll, benefits) • Support compliance-related activities (new hire documentation, audits, reporting) • Play a key role in onboarding and offboarding employees, ensuring smooth, human-centered transitions • Assist with employee lifecycle processes including job changes, manager updates, and documentation • Support reporting and data requests related to headcount, turnover, and people metrics • Lead by example through fostering an inclusive, respectful, and positive workplace culture • Serve as a reliable and approachable point of contact for all team members • Support People & Culture initiatives tied to engagement, feedback, and manager enablement • Contribute ideas to continuously improve how we support the team and leaders at Blueland

• Serve as the primary strategic HR partner to Regional Vice Presidents and Market Operations Directors across multiple markets • Recommend, translate, and execute people initiatives aligned with operational goals, including workforce planning, leadership capability, retention, and culture • Anticipate emerging needs and challenges, proactively offering solutions—not just surfacing issues • Use data, trends, and insights to inform decisions and create interventions that scale across regions and store formats • Lead with a high level of independence, navigating ambiguity while influencing leadership toward optimal people decisions • Influence leaders toward effective, long-term people decisions through strong judgment, business acumen, and operational understanding • Operate with end-to-end ownership, shifting fluidly between strategic planning, project execution, and tactical tasks that support daily operations • Drive and support enterprise initiatives (performance cycles, compensation reviews, org design changes, HR system launches) while ensuring field execution and adoption • Build repeatable, scalable processes that reduce manual lift for stores and improve consistency across regions • Establish rhythms, standards, and operating mechanisms that ensure consistency of HR support across regions • Diagnose root causes of operational and people challenges such as turnover, staffing models, leadership gaps, and team effectiveness, and develop targeted, scalable solutions to address them • Partner with field leaders to design and execute workforce plans that support current and future business needs, including staffing strategies, labor optimization, performance management, and leadership bench development • Implement interventions that improve operational readiness, strengthen leadership performance, and reinforce long-term organizational health across markets • Use analytical and dashboards to generate insights and make data-backed recommendations that enhance workflows, shift behaviors, and influence long-term strategy • Serve as the escalation point for complex employee relations matters across multiple districts • Guide leaders in consistent application of policies, values, and leadership behaviors • Shape and reinforce programs that enhance engagement, build teamwork, and reduce avoidable employee friction • Partner with Talent Acquisition on hiring strategies, forecasting, and capability planning for leaders and hourly teams • Support and influence leadership development, succession planning, career pathing, and bench readiness for multi-unit operations • Coach leaders to elevate their decision-making, communication, and team leadership effectiveness • Ensure all practices comply with federal, state, and local requirements across a growing multi-state footprint • Partner cross-functionally to ensure strong execution of core HR programs including benefits, compensation, accommodations, investigations, and performance cycles • Apply strong risk judgment to protect the business while maintaining trust and fairness across teams • Lead people-related components of change tied to new market expansion, org design shifts, process improvements, or structural realignments • Diagnose operational inefficiencies and create scalable HR processes that support growth and reduce complexity for leaders • Influence field adoption of new tools, systems, and workflows through clear communication and partnership