CircusTrix dba Sky Zone Human Resources Business Partner (HRBP) Full-time Locations: Remote in Colorado Department: People & Culture Reports to: Director of People & Culture – Field Operations Travel: Up to 60% FLSA: Exempt ____________________ WHO WE ARE: At Sky Zone, our mission is to enrich lives through the power of boundless play – whether that’s on the trampoline court, behind the scenes, or at the corporate level. We believe play fuels confidence, connection, and joy, and we’re proud to create experiences that reflect that purpose in everything we do. As the leader in active indoor entertainment, we host unforgettable birthdays, team events, and school parties across the country. Backed by our parent company, CircusTrix, and recognized as a top franchise and growth brand, we continue to raise the bar for innovation and impact in the industry. Our culture is shaped by our core values: We Play Without Limits, Ignite Innovation, Grow Together, Fuel Joy, and Serve Big, Give Bigger. Whether in a park or a boardroom, these values guide how we lead, collaborate, and show up for each other and for the communities we serve. ____________________ WHO YOU ARE: You’re an experienced and dynamic HR professional who thrives on partnership, performance, and impact. You balance strategic vision with hands-on execution, using your HR expertise to shape culture, develop leaders, and strengthen teams. You’re a trusted advisor who leads with empathy and courage – someone who sees the potential in people and knows how to unlock it. HOW YOU BRING OUR MISSION TO LIFE: As the bridge between strategy and execution, you keep Sky Zone’s people and culture at the center of every business decision. You help elevate leaders, strengthen teams, and create consistency across our parks – delivering an employee experience that mirrors the joy and energy our guests feel every day. Here’s how you’ll make that impact: Strategic Partnership - Serving as a consultant and coach to multi-unit and field leaders, influencing people decisions that align with business goals. - Collaborating with leadership to build workforce plans that strengthen bench, ensure succession readiness, and promote talent mobility. - Partnering with HR COEs (Talent Acquisition, Payroll & Benefits, Compliance, HRIS) to deliver integrated, scalable solutions. - Tracking and analyzing key people metrics—turnover, retention, internal mobility, engagement, and investigation closure rates—to identify opportunities for improvement. - Using data to spot trends and driving continuous improvement against regional scorecard targets. - Connecting people strategies directly to financial and operational outcomes such as revenue growth, guest satisfaction, and cost efficiency. - Translating HR initiatives into measurable business results that demonstrate clear ROI on people programs. Talent & Culture - Championing a culture of accountability, performance, and operational excellence across all assigned units. - Driving employee engagement by leveraging survey insights and field feedback to strengthen culture and reduce turnover. - Facilitating leadership development, career pathing, and coaching to build capability and confidence across the organization. Employee Relations & Compliance - Providing proactive guidance on employee relations, performance management, and investigations, balancing risk with business priorities. - Ensuring full compliance with federal, state, and local employment laws across multiple jurisdictions. - Fostering equitable and consistent decision-making by partnering closely with leaders on employee matters. Operational Excellence - Aligning workforce strategies with operational priorities by partnering with district and general managers to optimize staffing, scheduling, and labor practices that support revenue, service, and profitability goals. - Leveraging people analytics and operational KPIs (turnover, productivity, labor efficiency, guest satisfaction, and compliance metrics) to diagnose challenges and build actionable solutions. - Leading change management initiatives that strengthen execution and consistency across the field. - Embedding HR best practices into daily operations, driving accountability in leadership through workforce planning, performance coaching, compliance, and safety. - Using data-driven insights to influence business decisions and delivering tangible outcomes—stronger bench strength, lower turnover costs, and improved operational performance. - Setting annual people goals with leaders that align with the AOP and key business KPIs. - Traveling regularly to parks for on-site visits, leadership meetings, and talent or engagement sessions. WHAT YOU BRING TO THE TEAM: - Bachelor’s degree in Human Resources, Business Administration, or related field, preferred; HR certification (PHR, SPHR, SHRM-CP/SCP) are a plus. - 5+ years progressive HR experience, including at least 3 years supporting multi-unit or field-based operations. - Proven ability to influence leaders and drive change across dispersed teams. - Strong knowledge of employment law and best practices across multiple states. - Demonstrated success in building leadership capability, driving engagement, and reducing turnover. - Ability to balance strategic thinking with hands-on execution in a fast-paced environment. - Willingness to travel regularly across assigned regions (up to 50-60%). - Demonstrates strategic HR expertise with the ability to align people strategies directly with business objectives. - Exercises strong judgment in employee relations and conflict resolution, effectively managing investigations, performance issues, and sensitive matters. - Leads organizational change with confidence, building buy-in and engagement among leaders and team members. - Forecasts workforce needs, builds succession pipelines, and ensures bench strength through proactive talent management. - Maintains deep knowledge of multi-state employment laws and regulations to ensure compliance and consistency across all locations. - Interprets HR metrics, KPIs, and people analytics to inform decisions and drive measurable outcomes. - Aligns HR practices with operational priorities, connecting people strategy to revenue growth, service excellence, productivity, and profitability. - Able to remain stationary for computer-based work and frequent communication via phone and Teams, as well as move throughout parks during visits, with or without reasonable accommodation. WHY THIS ROLE MATTERS: The HRBP ensures that people and business strategies move in sync. By translating workforce data and field insights into action, you fuel stronger performance, deeper engagement, and operational excellence across every park so our people and our business keep bouncing forward together. ____________________ Compensation range is $90-$100k + bonus based on qualifications, experience, and performance. Full-time employees at CircusTrix enjoy a competitive benefits package including medical, dental, and vision coverage along with a 401k plan with company matching. Eligibility for 401k is based on age and tenure requirements. Application deadline: April 25, 2026 While we anticipate the application window will close on this date, Sky Zone reviews applications on a rolling basis and will consider candidates until the position is filled. CircusTrix and its brands are proud to be equal opportunity employers. We celebrate diversity and are committed to creating an inclusive environment for all team members. #excl

CircusTrix dba Sky Zone Human Resources Business Partner (HRBP) Full-time Locations: Remote in Washington Department: People & Culture Reports to: Director of People & Culture – Field Operations Travel: Up to 60% FLSA: Exempt ____________________ WHO WE ARE: At Sky Zone, our mission is to enrich lives through the power of boundless play – whether that’s on the trampoline court, behind the scenes, or at the corporate level. We believe play fuels confidence, connection, and joy, and we’re proud to create experiences that reflect that purpose in everything we do. As the leader in active indoor entertainment, we host unforgettable birthdays, team events, and school parties across the country. Backed by our parent company, CircusTrix, and recognized as a top franchise and growth brand, we continue to raise the bar for innovation and impact in the industry. Our culture is shaped by our core values: We Play Without Limits, Ignite Innovation, Grow Together, Fuel Joy, and Serve Big, Give Bigger. Whether in a park or a boardroom, these values guide how we lead, collaborate, and show up for each other and for the communities we serve. ____________________ WHO YOU ARE: You’re an experienced and dynamic HR professional who thrives on partnership, performance, and impact. You balance strategic vision with hands-on execution, using your HR expertise to shape culture, develop leaders, and strengthen teams. You’re a trusted advisor who leads with empathy and courage – someone who sees the potential in people and knows how to unlock it. HOW YOU BRING OUR MISSION TO LIFE: As the bridge between strategy and execution, you keep Sky Zone’s people and culture at the center of every business decision. You help elevate leaders, strengthen teams, and create consistency across our parks – delivering an employee experience that mirrors the joy and energy our guests feel every day. Here’s how you’ll make that impact: Strategic Partnership - Serving as a consultant and coach to multi-unit and field leaders, influencing people decisions that align with business goals. - Collaborating with leadership to build workforce plans that strengthen bench, ensure succession readiness, and promote talent mobility. - Partnering with HR COEs (Talent Acquisition, Payroll & Benefits, Compliance, HRIS) to deliver integrated, scalable solutions. - Tracking and analyzing key people metrics—turnover, retention, internal mobility, engagement, and investigation closure rates—to identify opportunities for improvement. - Using data to spot trends and driving continuous improvement against regional scorecard targets. - Connecting people strategies directly to financial and operational outcomes such as revenue growth, guest satisfaction, and cost efficiency. - Translating HR initiatives into measurable business results that demonstrate clear ROI on people programs. Talent & Culture - Championing a culture of accountability, performance, and operational excellence across all assigned units. - Driving employee engagement by leveraging survey insights and field feedback to strengthen culture and reduce turnover. - Facilitating leadership development, career pathing, and coaching to build capability and confidence across the organization. Employee Relations & Compliance - Providing proactive guidance on employee relations, performance management, and investigations, balancing risk with business priorities. - Ensuring full compliance with federal, state, and local employment laws across multiple jurisdictions. - Fostering equitable and consistent decision-making by partnering closely with leaders on employee matters. Operational Excellence - Aligning workforce strategies with operational priorities by partnering with district and general managers to optimize staffing, scheduling, and labor practices that support revenue, service, and profitability goals. - Leveraging people analytics and operational KPIs (turnover, productivity, labor efficiency, guest satisfaction, and compliance metrics) to diagnose challenges and build actionable solutions. - Leading change management initiatives that strengthen execution and consistency across the field. - Embedding HR best practices into daily operations, driving accountability in leadership through workforce planning, performance coaching, compliance, and safety. - Using data-driven insights to influence business decisions and delivering tangible outcomes—stronger bench strength, lower turnover costs, and improved operational performance. - Setting annual people goals with leaders that align with the AOP and key business KPIs. - Traveling regularly to parks for on-site visits, leadership meetings, and talent or engagement sessions. WHAT YOU BRING TO THE TEAM: - Bachelor’s degree in Human Resources, Business Administration, or related field, preferred; HR certification (PHR, SPHR, SHRM-CP/SCP) are a plus. - 5+ years progressive HR experience, including at least 3 years supporting multi-unit or field-based operations. - Proven ability to influence leaders and drive change across dispersed teams. - Strong knowledge of employment law and best practices across multiple states. - Demonstrated success in building leadership capability, driving engagement, and reducing turnover. - Ability to balance strategic thinking with hands-on execution in a fast-paced environment. - Willingness to travel regularly across assigned regions (up to 50-60%). - Demonstrates strategic HR expertise with the ability to align people strategies directly with business objectives. - Exercises strong judgment in employee relations and conflict resolution, effectively managing investigations, performance issues, and sensitive matters. - Leads organizational change with confidence, building buy-in and engagement among leaders and team members. - Forecasts workforce needs, builds succession pipelines, and ensures bench strength through proactive talent management. - Maintains deep knowledge of multi-state employment laws and regulations to ensure compliance and consistency across all locations. - Interprets HR metrics, KPIs, and people analytics to inform decisions and drive measurable outcomes. - Aligns HR practices with operational priorities, connecting people strategy to revenue growth, service excellence, productivity, and profitability. - Able to remain stationary for computer-based work and frequent communication via phone and Teams, as well as move throughout parks during visits, with or without reasonable accommodation. WHY THIS ROLE MATTERS: The HRBP ensures that people and business strategies move in sync. By translating workforce data and field insights into action, you fuel stronger performance, deeper engagement, and operational excellence across every park so our people and our business keep bouncing forward together. ____________________ Compensation range is $90-$100k + bonus based on qualifications, experience, and performance. Full-time employees at CircusTrix enjoy a competitive benefits package including medical, dental, and vision coverage along with a 401k plan with company matching. Eligibility for 401k is based on age and tenure requirements. Application deadline: April 25, 2026 While we anticipate the application window will close on this date, Sky Zone reviews applications on a rolling basis and will consider candidates until the position is filled. CircusTrix and its brands are proud to be equal opportunity employers. We celebrate diversity and are committed to creating an inclusive environment for all team members. #excl

Job Address: 10123 Alliance Road, Suite 320 Blue Ash, OH 45242 MOBILE EMPLOYEE LIFE CYCLE (HR) MANAGER CommuniCare Health Services is a fast-growing health care provider with over 130 facilities in 6 states. That's a whole lot of opportunity for you to join our team and make a difference in the lives of others! This is not your typical healthcare company, and we are not looking for a typical Employee Life Cycle (HR) Manager. The successful candidate will not only have the HR skills, but will also be: - People and engagement focused, and a creative force with a strong ability to recruit - Forward-thinking, open-minded, with a desire to impact change - Goal-oriented, determined, and able to demonstrate continuous improvement in prior Human Resources leadership positions. The Mobile Employee Life Cycle (HR) Manager will be dispatched to locations where additional HR support is needed or there is a vacancy. This is a remote position that can be based near any of our Cincinnati, OH area centers, with travel required to meetings as needed. Mobile ELCM/HR Managers are responsible for: - Focused, professional recruitment efforts that will attract the right people for the right jobs. - Consistent, positive engagement efforts that will create a team of employees who reflect CommuniCare’s core values and know they are respected members of the CommuniCare family. - Ensuring regulatory legal compliance for all relevant federal, state, and local laws and regulations as they apply to all team members. - Recognition that reduces turnover to a minimum. - Supporting managers to enable them to focus on their people as the agents for the special care we give. What We Offer: The position of Mobile ELCM/HR Manager is a full time, salaried position, flexible hours, with salary based on experience. We offer a supportive working environment, competitive wages, PTO plans, and a menu of benefit options from life and disability plans to medical, dental, and vision coverage from quality benefit carriers. We also offer 401(k) with employer match and Flexible Spending Accounts. QUALIFICATIONS: - A degree in Human Resources Management or related field - Certification as SPHR/SHRM preferred - 2+ years’ experience in Human Resources managing personnel - Minimum 2 years’ experience Recruiting - Prior experience in Healthcare required; Long Term Care experience preferred. - Prior experience with ATS systems required. - Strong public speaking and organizational skills - Working knowledge of federal and state employment regulations - Detail oriented, excellent writing, grammar and communication skills Benefits As a CommuniCare employee you will enjoy competitive wages and PTO plans. We offer full time employees a menu of benefit options from life and disability plans to medical, dental, and vision coverage from quality benefit carriers. We also offer 401(k) with employer match and Flexible Spending Accounts. About Us Since 1984, CommuniCare Family of Companies has been committed to delivering exceptional person-centered care as a national leader in post-acute care for those that are chronically ill or have complex conditions. Our more than 130 skilled nursing, assisted living, and long-term care facilities deliver sophisticated and transformative care to nearly 16,000 residents and patients at any given time. CommuniCare employs more than 16,000 employees across several states. As a family owned and operated company, family and heart are woven into every aspect of our continuum of care. Our mission, to serve with pride, is evident and is a quality residents, families and community partners have come to expect and trust. Dedicated to improving the lives of seniors, we put extraordinary service above all else. We continue to raise the bar and innovate wherever possible to deliver a higher quality of life for those far beyond our facilities. Because of this, our facilities are a better place for residents to live, patients to stay, employees to work, and families to heal.

• Partner with Field Service leaders to understand business priorities, workforce challenges, and operational goals • Translate needs into HR strategies that improve productivity, retention, and employee experience • Use workforce data and field insights to recommend proactive solutions around staffing, scheduling, performance, and engagement • Provide guidance on employee relations matters, including investigations, conflict resolution, performance issues, and policy interpretation • Support a fair, consistent, and compliant approach to managing a distributed workforce • Provide leadership on effective communication, team development, and accountability • Support talent planning, succession planning, and leadership development for supervisors and field technicians • Partner with Learning & Development to identify skill gaps and training needs specific to field operations • Collaborate with Talent Acquisition to ensure timely hiring of field technicians and support roles • Provide insights on labor market trends, turnover drivers, and workforce forecasting • Support onboarding processes that prepare new hires for success in a field-based environment • Champion a culture of safety, accountability, and customer service excellence • Lead engagement plans tailored to remote and mobile employees • Support change management efforts related to new technologies, processes, or organizational shifts • Ensure compliance with federal, state, and local employment laws, and company policies • Support workers' compensation, safety programs, and return to work processes • Partner with HR Operations to ensure accurate and timely HR transactions, reporting, and documentation