• Serve as the lead HRBP to senior leaders across EPDD, Tech Services, and Cyber Security, aligning people strategy, workforce plans, and org design to technical and company goals. • Provide coaching and thought partnership to technical leaders on people leadership, team effectiveness, difficult conversations, performance, and change. • Lead or support complex, sensitive employee relations matters within technical teams, ensuring fair, consistent, and legally compliant outcomes, and coaching managers on ER best practices and appropriate escalation. • Partner with technical leaders, Finance, and TAO on organizational design, workforce planning, talent profiles, leveling, and compensation guidance to support scalable, efficient teams and high-quality hiring and internal mobility. • Guide leaders through full-cycle performance management and partner with Talent Management/Talent Development on leadership and team development, manager capability building, succession planning, and development for high-potential and critical technical talent. • Use data and insights (headcount, attrition, internal mobility, engagement, performance, demographics) in partnership with People Analytics to identify trends and drive targeted action plans. • Act as a steward of Included Health’s culture and values within technical teams, supporting healthy, sustainable work practices and inclusive, psychologically safe environments where all team members can do their best work. • Collaborate closely with HR Operations, Benefits, Leave Administration, Finance, Legal, Talent Acquisition, and Total Rewards to ensure people decisions are consistent, compliant, and aligned to employee experience and budget constraints.

Role Description Responsible for corporate learning and development function within the Human Resources Operations Team. Implements all aspects of organizational development. - Develops training programs, facilitates corporate learning & development change management initiatives, and reviews current development programs to ensure alignment to company goals. - Implements and reports on the effectiveness of leadership development, team development, and organizational communication programs and practices. - Participates in the evaluation and implementation of operational efficiencies in HR operations, services, processes and procedures. - Leverages innovative practices and improvement of data processing methods to streamline and automate when effective. - Recommends, develops, and implements training programs that support business objectives. - Partners with HR business partners and business leaders to proactively identify and address training needs of the organization. - Researches, designs, and implements practices that foster a strong corporate learning and development culture across the organization. - Develops organizational development training content, including instructional materials, e-learning modules, job aids, and facilitator guides. - Identifies and recommends opportunities to improve learning processes for scale and automation, and documents processes. - Proactively identifies ways to automate processes and partners with IT as necessary to implement automation. - Responsible for processing and ensuring all employee related learning and development data transactions are consistently accurate and evaluated for continued automation and opportunities for scale. - Through audits identifies potential data integrity issues and partners with appropriate departments to prevent continued issues through automation or other means. - Ensures organizational training programs meet compliance, quality, and performance standards. Qualifications - Bachelor’s Degree in Human Resources, Business Administration or related field or equivalent experience. - PHR, SPHR, or related HR Certification preferred. - 8-15 years of experience in Human Resources or a specific HR discipline. Requirements - Excellent verbal and written communication skills, including presentations and training. - Experience supporting HR programs, policies, practices and procedures preferred. - Tactfulness and self-confidence to appropriately maintain employee confidential information. - Ability to manage multiple projects and priorities in a matrixed organization. - Ability to work independently or as a team and effectively manage time. - Technically savvy with excellent Microsoft Excel skills. - Must have the ability to proactively research and review federal/state laws, regulations, and policies, and recommend courses of action. - Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. - Ability to proactively research and implement new technology to streamline processes. Benefits - Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. - The compensation displayed for this role is a general guideline based on these factors and is unique to each role. - Monetary compensation is one component of ASM's overall compensation and benefits package for employees. EEO Requirements - It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. - We affirm our commitment to these fundamental policies. - All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. - All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. Disclaimer The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.

• Serve as a trusted advisor to operations leaders, providing strategic guidance on organizational effectiveness, workforce planning, and people-related decisions • Own and drive the execution of people strategies that directly support business goals, including performance, engagement, and retention outcomes • Establish and maintain a strong rhythm of business with leaders, including regular operational check-ins, talent reviews, and workforce planning discussions • Own execution of core HR processes (performance management, talent reviews, workforce planning), ensuring consistency, quality, and timeliness across the business • Monitor and act on key workforce metrics (e.g., turnover, vacancy, engagement), partnering with leaders to drive accountability and improve outcomes • Partner with leaders to assess organizational health, using data and insights to diagnose challenges and implement targeted solutions • Provide strategic HR support across a multi-site technician workforce, including both union and non-union team members, ensuring alignment with collective bargaining agreements and consistent application of policies • Provide hands-on support and guidance on employee relations matters, ensuring timely resolution, fairness, and alignment with company policies and labor agreements • Ensure compliance with employment laws, company policies, and collective bargaining agreements, minimizing organizational risk • Coach leaders to strengthen leadership capability, accountability, and decision-making • Identify root causes of organizational challenges and design solutions that are simple, scalable, and effective, avoiding unnecessary complexity or bureaucracy • Deliver solutions with a focus on speed, practicality, and ease of adoption within the business • Partner cross-functionally to implement programs and initiatives that enhance the overall Team Member experience

• Own employee relations matters end-to-end, from candidate hiring to new hire training to employee performance management • Organize and run annual and quarterly performance review cycles (communications, manager enablement, and completion tracking) • Partner with leadership to improve consistency across pay scales and internal alignment on job titles/levels across teams • Work with management to communicate performance improvement issues as requested and develop constructive ways to work on areas of improvement • Develop and lead reporting to senior management on key performance metrics for hiring and employee performance; support basic benchmarking with standardized KPIs • Serve as primary point of contact with candidates, ensuring efficient movement through the hiring process, including coordinating travel and schedules with the Executive Assistant • Coordinate corporate insurance policy administration (ensure policies are current, negotiate renewals or new coverage, and confirm employee classifications/codes are accurate • Maintain all HR files and records, including offer letters and employment agreements • Serve as primary owner/admin for our employee platform (Gusto), including employee data accuracy (titles, org chart), signatures/acknowledgements, and day-to-day HR operations • Coordinate payroll administration and resolve day-to-day payroll/tax-related issues in partnership with Finance and external providers as needed • Own benefits administration including plan documentation, communications, open enrollment coordination, and being the point of contact for benefits questions and life-event changes • Develop and maintain comprehensive onboarding materials (including benefits guides, FAQs, and plan comparisons) to ensure a consistent and transparent new hire experience • Partner closely with Finance to maintain inputs for SG&A planning (forecasted hiring, start dates, compensation, etc.) • Serve as primary owner/admin for our candidate tracking system (Greenhouse), including maintaining candidate records, timely updates, and ensure key hiring data is captured • Improve and maintain HR templates for offer letters, employment agreements, and equity-related agreements (in coordination with Legal/Finance as needed) • Help maintain Flatiron culture and facilitate team connection through the ideation and planning of team building events