• Design, configuration and implementation of SAP SuccessFactors solutions within the Talent Management Suite • Customizing and system configuration of the relevant SuccessFactors modules • Implementation of business requirements from HR, management and adjacent departments • Configuration of Business Rules, workflows, forms, roles and permissions • Creation, development and administration of a role-based permissions concept based on Role-Based Permissions (RBP) • Analysis and resolution of authorization issues within the SuccessFactors landscape • Coordination with HR, IT security and compliance regarding roles, permissions and governance requirements • Support for integrating the SuccessFactors solution into the existing H4/S4 landscape • Ensuring a consistent data, role and permissions structure • Support for testing, rollout and go-live activities • Analysis, optimization and further development of existing configurations and processes in talent management • Collaboration with internal teams as well as external partners and service providers • Work as part of an agile team

City/State Norfolk, VA Work Shift First (Days) Overview: Overview The HR Representative serves as a front-line support to colleagues by providing real-time, accurate and comprehensive responses to inquiries regarding general HR-related issues, policies, procedures and processes. Processes employee related transactions accurately based on research, employee-specific information and process guidelines. Education - High School Diploma (required). Certification/Licensure - n/a Experience - Human Resources experience (preferred). - 1 year of administrative experience (required). - Customer Service experience (required). Benefits: Caring For Your Family and Your Career • Medical, Dental, Vision plans • Adoption, Fertility and Surrogacy Reimbursement up to $10,000 • Paid Time Off and Sick Leave • Paid Parental & Family Caregiver Leave • Emergency Backup Care • Long-Term, Short-Term Disability, and Critical Illness plans • Life Insurance • 401k/403B with Employer Match • Tuition Assistance – $5,250/year and discounted educational opportunities through Guild Education • Student Debt Pay Down – $10,000 • Reimbursement for certifications and free access to complete CEUs and professional development •Pet Insurance •Legal Resources Plan •Colleagues have the opportunity to earn an annual discretionary bonus if established system and employee eligibility criteria is met. Sentara Health is an equal opportunity employer and prides itself on the diversity and inclusiveness of its close to an almost 30,000-member workforce. Diversity, inclusion, and belonging is a guiding principle of the organization to ensure its workforce reflects the communities it serves. In support of our mission “to improve health every day,” this is a tobacco-free environment. For positions that are available as remote work, Sentara Health employs associates in the following states: Alabama, Delaware, Florida, Georgia, Idaho, Indiana, Kansas, Louisiana, Maine, Maryland, Minnesota, Nebraska, Nevada, New Hampshire, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, Washington, West Virginia, Wisconsin, and Wyoming.

• Align HR strategies with business goals through workforce planning, skill assessments, and organizational design—particularly within Engineering and other supported functions. • Partner closely with Talent Acquisition to translate workforce plans into effective hiring strategies, ensuring the right talent is hired at the right time. • Leverage people data, engagement insights, and organizational health metrics to diagnose trends, influence leadership decisions, and measure the impact of HR strategies on business outcomes. • Develop and monitor key people metrics (e.g., attrition, performance, engagement, capacity planning) to support operational and financial objectives. • Elevate leadership effectiveness through executive coaching, leadership development programs, and data-driven talent insights. • Advise leaders on performance management, team effectiveness, and organizational health. • Improve programs, processes, and systems that impact productivity, performance, engagement, and employee perceptions across the organization. • Partner cross-functionally to ensure a consistent, inclusive, and scalable employee experience. • Advance talent management practices including performance management, succession planning, talent reviews, and engagement strategies using continuous improvement methodologies. • Lead and support complex employee relations matters, including performance issues, investigations, conflict resolution, and policy interpretation, ensuring fair, consistent, and compliant outcomes. • Champion corporate values and foster a culture of accountability, inclusion, and high performance. • Serve as the primary People partner for assigned client groups, owning the full employee lifecycle from organizational design and hiring through development, performance, and succession planning.

• Develops and implements an employee relations strategy that establishes standards for workplace investigations, documentation, and case management • Oversees and conducts complex investigations, ensuring compliance with federal, state and local employment laws; partners with legal on high risk cases • Analyze ER data to identify trends, risk areas, and improvement opportunities; collaborate with head of Talent Management and head of L&D to inform training and preventative initiatives • Lead and develop a team of Employee Relations professionals, establishing service-level expectations and operational excellence; build cross-functional partnerships across People Business Partners, Legal, Compliance, and the broader People Team