• Provide technical control and support for HCM systems • Configure and maintain Workday HCM modules (Core HCM, Onboarding) business processes • Execute mass data changes through EIBs and support Workday releases • Run queries and analyze data to maintain data integrity • Facilitate routine and ad hoc reporting for management and executives • Participate in testing for system updates, new releases, integrations, and new functionalities • Manage People Service Center support tickets and cases • Complete other duties as assigned by management

• Serve as a trusted People & Culture resource for all TrackStreet team members. • Partner with Department Heads to understand goals and operating rhythms, translating business strategy into effective people practices across teams. • Lead full-cycle recruiting and onboarding execution across TrackStreet’s departments, partnering with hiring managers and external recruiters as needed. • Drive TrackStreet’s employee engagement strategy across departments and geographies. • Apply a systems-thinking approach to all people initiatives, recognizing the interconnectedness of departments, tools, and processes.

• Lead end-to-end development of dynamic dashboards including but not limited to headcount/workforce planning, attrition, performance, recruiting, DEI, compensation and engagement to help enable a self-service experience for immediate team stakeholders and cross-functional leaders. • Help launch a series of dynamic dashboards for C-level executives along with business leaders throughout the organization. • Deliver data literacy training focused on data storytelling, dashboard interpretation, and action planning. • Run discovery sessions with our People leadership team and cross-functional business leaders to help translate business questions into actionable reports. Use data to address business questions and help identify historical trends while providing clear recommendations. • Play a key role in building our capabilities to deliver predictive analyses across the business, helping leaders proactively identify future needs and opportunities, and the recommended actions to get there. • Partner with key members of the People Operations team to surface operational gaps & data quality issues. • In collaboration with our Sr HRIS Specialist, identify integration opportunities and work with data engineering/analytics teams to shape data models, joins, and extracts that support robust, multi-source reporting (HRIS, ATS, survey tools, compensation systems, learning systems, etc.). • In partnership with our Sr HRIS Specialist, you will own the creation of people related reports related to workforce planning. • Help create and maintain documentation of key metrics, definitions and any relevant reporting processes and/or procedures to bring awareness and ensure consistency across dashboards. • Uphold data privacy, governance, and security best practices and handle sensitive employee data with care. • Manage stakeholder expectations, timelines and change management, and communicate complex analytical concepts to technical & non-technical audiences. • Continuously improve tooling & processes by automating repetitive workflows, streamlining reporting, and implementing feedback from users. • Partner with Data Technology team to integrate platform data into structured data marts.

• Manage incoming email inquiries from customers, vendors, candidates, and employees • Own the company virtual mailbox • Own the main company phone line • Process state-specific requirements and requests, supporting employer and business accounts as needed • Assist with employment verification requests, unemployment insurance (UI) claims, and other employee-related requests from external sources • Project-manage the hiring process, serving as the main point of contact for candidates and the hiring team, including logistics, job postings, and communications • Maintain and improve hiring workflows and documentation to ensure a consistent and positive candidate experience • Track hiring progress and metrics (e.g., time to hire, pipeline status) and flag risks or delays • Ensure compliance with internal hiring standards and state-specific requirements • Project-manage new-hire onboarding tasks, ensuring appropriate owners are assigned and held accountable • Own the new-hire onboarding experience, including sending offer letters, managing systems access and data entry, and scheduling and/or leading training sessions • Project-manage team member offboarding processes to ensure a smooth transition and proper close-out • Develop, refine, and support enforcement of company-wide policies in partnership with leadership • Serve as the day-to-day owner and primary stakeholder for vendors across HR, IT, and Finance • Track and manage company tech stack details • Project-manage large-scale, company-wide initiatives, such as internship programs or the annual in-person company retreat, in partnership with the Chief of Staff • Serve as the operational owner for People and Operations workflows, ensuring accuracy, timeliness, and consistency across processes • Maintain process documentation and standard operating procedures for core People and Operations workflows • Serve as the primary operational point of contact for employee benefits questions and escalations • Support benefits renewals and open enrollment processes by coordinating vendors, timelines, and communications • Serve as a trusted operational partner to leadership, balancing independent execution with timely escalation