Role Description The HR Manager - Integration drives successful HR transitions for newly acquired companies, ensuring seamless workforce integration, regulatory compliance, and cultural alignment. This role delivers efficient onboarding by managing HR due diligence, streamlining policy alignment, and optimizing payroll and benefits transitions, while also designing and implementing onboarding and training programs that accelerate employee assimilation and support long-term talent development. By collaborating with HR, Finance, IT, and Operations, the HR Manager - Integration minimizes disruption, equips leaders and employees with the tools and knowledge needed to succeed, and drives business continuity and engagement post-acquisition. Key Responsibilities - Lead due diligence and post-acquisition HR strategies that align acquired employees with company policies, culture, and operational goals. - Develop and manage HR integration project plans with clear timelines and deliverables, collaborating with key stakeholders across HR, Finance, IT, and Operations. - Identify and address employment risks, ensuring adherence to labor laws, payroll regulations, and corporate policies throughout the integration process. - Assess and integrate HR policies, handbooks, and procedures from acquired companies, maintaining regulatory compliance and operational consistency. - Develop communication strategies that reinforce company values and help acquired employees assimilate into the organization. - Track key HR integration milestones, assess employee engagement, and provide leadership with data-driven insights on acquisition outcomes. - Provide coaching and support to acquired leaders to facilitate a smooth transition. - Partner with Payroll and Finance teams to ensure accurate and timely transition of acquired employees into existing payroll systems. - Oversee benefits alignment, ensuring newly acquired employees receive accurate information and have a seamless transition to company-sponsored benefit programs. - Design and coordinate first-day and first-week engagement experiences for newly acquired employees, ensuring clarity on policies, culture, and company expectations. - Ensure proper documentation and data migration for employee records in alignment with company HRIS requirements. - Act as a key resource for acquired employees, addressing HR-related inquiries and fostering a sense of inclusion and belonging. - Design and implement onboarding and training programs for newly acquired employees and leaders, including development of scalable training materials that support policy adoption, system navigation, and cultural integration. Qualifications - Bachelor's degree in Human Resources, Business Administration, or a related field. - 5+ years of HR experience, with at least 2 years in M&A integration or HR project management. - Experience in managing payroll, benefits, and HR operations during acquisitions. - Strong project management skills with the ability to manage multiple priorities and deadlines. - Excellent interpersonal and communication skills to work effectively with stakeholders at all levels. - Ability to drive change and facilitate cultural integration. - Knowledge of employment laws and regulations related to mergers and acquisitions. - Proficiency in HRIS systems and data migration processes. - HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred. - Experience in a fast-paced, high-growth environment. - Previous exposure to private equity-backed acquisitions is a plus. EEOC Statement Zeus provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

• Supports the VP of Labor Relations by developing and implementing labor strategies • Manages labor relations processes, ensuring compliance with labor laws • Effectively manages union relationships • Collaborates with senior leadership to develop programs that address workplace disputes and promote a supportive work environment • Develops and applies policies, supporting the implementation of best practices for various labor relations issues • Administers the company’s labor strategy and ensures compliance • Provides guidance on dispute resolution, including negotiations, grievances, and arbitration • Develops and executes bargaining strategies aligning with business objectives • Builds and maintains relationships with national and local union organizations • Coordinates with Finance for CBA-related budgeting and economic considerations • Partners with Training & Development to create effective management strategies • Maintains awareness of current employment trends and regulations

• Establishes and nurtures a visible and positive HR presence in any market that requires additional HR assistance; in airports with a vacancy in the HR department, serves as the temporary PCBP for the day-to-day operations on property • Travels to new airport retail and restaurants transitioning into the company portfolio to onboard new team members, conduct training, and roll out company policies on property; creates an atmosphere of being the employer of choice while at the airport by ensuring new team members are welcomed and supported during transition • Provides recommendations and overview of any issues on property when assisting branches to Senior Director of People and Culture Operations • Maintains in-depth knowledge of HR best practices, federal/state/local regulations, and company HR policies and procedures; ensures they are fully considered before decisions are made to minimize risk and exposure to the organization • Supports hiring managers with recruiting; assists with identifying candidates for open roles while adhering to the company’s hiring processes • Manages and resolves employee relations; conducts confidential HR investigations • Advises leadership on compliance, engagement, retention, training, and disciplinary issues as they arise; communicates trends, strengths, weaknesses, and improvement opportunities for locations they support • Support & coordinate all people and culture initiatives and business practices. • Collaborates with the corporate People & Culture department to develop enhancement of practices to improve transitions and training.

Department Name: Employee Engagement Work Shift: Day Job Category: Human Resources Estimated Pay Range: $24.32 - $36.48 / hour, based on location, education, & experience.In accordance with State Pay Transparency Rules. You have a place in the health care industry. At Banner Health, caring for people is at the core of all we do. We are committed to fostering a strong, inclusive culture where every team member feels valued and supported. If that sounds like something you want to be a part of - apply today! In this role you will build relationships with internal stakeholders and manage complex employee leave cases. You will facilitate team members returning from leave, return to work restrictions, and ensure compliance with FMLA, ADA and other relevant labor laws. The ideal candidate will be detail-oriented and capable of working in a fast-paced environment, while managing 30-40 open cases simultaneously, and maintaining accurate records of all correspondence through case notes. This position is remote for applicants who reside in the following states: Arizona (AZ), California (CA), Colorado (CO), Nebraska (NE), Nevada (NV), and Wyoming (WY). In addition, this position requires working hours aligned with the Arizona Time Zone. Within Banner Health Corporate, you will have the opportunity to apply your unique experience and expertise in support of a nationally-recognized healthcare leader. We offer stimulating and rewarding careers in a wide array of disciplines. Whether your background is in Human Resources, Finance, Information Technology, Legal, Managed Care Programs or Public Relations, you'll find many options for contributing to our award-winning patient care. POSITION SUMMARY This position is the subject matter expert responsible for creating and maintaining records and managing team member leave of absence transactions. Provides concierge level of excellent customer service to all internal and external contacts to the Leave of Absence Concierge Team. Answers, triages issues as appropriate, working closely with the Employee Relation Teams and ensures checks and balances on actions being processed in HR systems. CORE FUNCTIONS 1. Creates detailed leave of absence cases in case management system, manage through to closure, escalating as needed with leadership. Reviews documentation to assure proper policy application and regulatory compliance related to maintenance of employee records and leave of absence processes. 2. Provide outstanding customer service to system-wide employees with leave of absence inquiries. Handle sensitive employee situations that may involve complex triage and de-escalation of upset/angry/disgruntled callers. Work closely with employee relations and leadership on escalating issues for further investigation and resolution. 4. Advises leaders and employees on the interaction of leave laws with paid time off, workers compensation, and short-term and long-term disability benefits. 3. Research and analyze complex employee record and leave of absence issues, work with Payroll, Benefit Operations and other departments as needed to resolve in a timely manner. 4. Process and ensure compliance for leaves of absence other projects as appropriate. 5. Provide continuous training, guidance and navigation support to employees, leaders, physicians, temporary staff/contractors on leave of absence processes. MINIMUM QUALIFICATIONS Knowledge, skills and abilities as normally obtained through the completion of an Associate’s degree in Business, Human Resources or related field, or equivalent working knowledge. Knowledge of the leave requirements and other legal protections afforded by the FMLA, ADA, and other applicable laws, generally obtained through two to four years of experience. Strong analytical and problem solving skills, proactive mind-set and ability to multi-task. Outstanding customer service skills, ability to remain calm under pressure and to handle confidential information appropriately. Basic knowledge and understanding of Human Resources and related functions including, but not limited to, payroll, benefits and compensation. PREFERRED QUALIFICATIONS . Additional related education and/or experience preferred. Anticipated Closing Window (actual close date may be sooner): 2026-07-18 EEO Statement: EEO/Disabled/Veterans Our organization supports a drug-free work environment. Privacy Policy: Privacy Policy