SOCi, the leader in AI-powered marketing solutions for multi-location businesses, is currently looking for an experienced HR Operations Manager to own and optimize HR systems, employee lifecycle operations (post-onboarding), and HR data integrity across the organization. This role ensures all HR processes are executed accurately, efficiently, and in compliance with company policies and audit requirements. This position serves as the primary owner of the HRIS ecosystem (UKG), including system configuration, workflows, integrations, and reporting. The ideal candidate brings strong technical expertise, including experience working with HR data, systems architecture, and SQL or similar tools. This role does not directly own benefits or payroll administration but partners closely with those functions to ensure accurate data flow and operational execution. SOCi expects to pay a base salary in the range of $92,000 - $115,000 USD base. Within the range, individual pay is determined by factors such as job-related skills, experience, and relevant education or training. Who We Are SOCi is redefining how multi-location enterprises achieve local and AI search visibility with the world’s first agentic workforce. Built specifically for distributed brands, SOCi’s brand-trained agents are guided by a unified visibility engine that autonomously executes and optimizes local marketing work across AI search, GEO ecosystems, social, and reviews — ensuring every location is visible, discoverable, and growing in today’s geo-driven landscape. Trusted by leading brands like Ford, Ace Hardware, and Liberty Tax, and recognized by Fast Company as one of the World’s Most Innovative Companies, SOCi transforms marketing from software you manage into work that gets done — intelligently, consistently, and at scale. Your Key Responsibilities HRIS Strategy & Systems Administration - Serve as the primary global administrator for UKG, overseeing configuration, security roles, business rules, and complex workflows. - Lead the optimization and maintenance of our HR tech stack, including integrations with Workato, Deel, Awardco, 360Learning, and ClickUp. - Partner with IT and external vendors to lead system enhancements, UAT testing, and the deployment of new features or automations. Data Integrity & Advanced Analytics - Own HR data integrity across all platforms; conduct regular audits of organizational structures, compensation alignment, and lifecycle data to ensure a "source of truth." - Develop and maintain sophisticated HR dashboards (headcount, attrition, DEI, and compensation) using SQL or similar tools to provide actionable insights to leadership. - Build and maintain audit-ready documentation and SOPs to ensure global compliance and reporting accuracy. Employee Lifecycle & Compensation Operations - Oversee the operational execution of the post-onboarding lifecycle, including promotions, international transfers, and terminations, ensuring seamless data flow to Payroll. - Operationalize core compensation cycles, including annual merit reviews, quarterly bonuses, and equity administration. - Manage Leave of Absence (LOA) programs via Tilt and UKG, ensuring compliance with local regulations and a smooth experience for employees. Service Delivery & Process Optimization - Lead the HR service delivery model (AskHR via ClickUp), ensuring timely and accurate resolution of employee inquiries regarding benefits, policies, and systems. - Identify operational bottlenecks and implement scalable, automated solutions to improve the employee experience. - Support high-impact annual programs such as Open Enrollment and engagement initiatives, ensuring system readiness and data coordination. Operational Compliance & Audit Readiness - Ensure HR operations are executed in alignment with internal policies and approval frameworks - Conduct periodic operational compliance reviews and spot audits including employee classification (exempt/non-exempt) - Verify documentation completeness and alignment with approved changes - Ensure HR data fields (job, comp, location, etc.) are accurate and compliant - Identify and escalate data or process risks - Maintain audit-ready documentation and file management practices - Run recurring audits: job data, comp entries, cost centers, PTO balances/configurations, reporting structure accuracy - Correct discrepancies and implement preventative fixes (workflow updates, checklist updates, training) - Maintain audit trails for lifecycle transactions What You’ll Need to be Successful - Remote Opportunity: Ability to work 100% remotely - Must Have: - 5–8+ years of progressive experience in HR Operations / HRIS roles - Deep hands-on experience with UKG (required) - Strong experience managing HR systems, integrations, and workflows - Experience with HR data analysis and reporting (SQL strongly preferred) - Proven experience managing employee lifecycle operations - Familiarity with tools such as Awardco, Lattice, 360Learning, or similar platforms - Strong understanding of HR data structures and system architecture - Willing to adapt to changes in the job description as deemed necessary by the business and accept all other duties as assigned - Desired Skills (but not required): - Experience in high-growth or multi-system environments preferred This position will remain open with applications due by April 25, 2026. This position is being hired on an urgent basis. The application window may close before April 25, 2026 if SOCi receives a sufficient number of applications to select a candidate prior to that date. What SOCi Provides to You - Comprehensive Benefits Package (full-time permanent, non-contract roles only) - Health insurance plans, dental, and vision - Wellness incentives - 401(k) plan with employer match - Flexible Work Environment (full-time, non-contract roles only) - Flexible paid time off - Quarterly wellness days - Paid holidays - Unique employee engagement programs - Empowering Career Growth and Success What’s Important at SOCi Led by a team of industry experts, SOCi is leading the pack in agentic marketing for multi-location brands. Our passionate team of SOCialites work from home around the globe! Our collaborative, dynamic culture allows our teams to work cross-functionally and optimize productivity. We are a fast-paced, agile environment where thought leadership and input are encouraged. If you are looking for a place where you can come and make a difference in the way enterprise organizations utilize social technology, then SOCi is for you. Visit soci.ai for more information. #LI-Remote

• Partner with Global Head of People Strategy and Experience, and consulting leadership to align headcount, skill mix, and hiring plans to business demand • Diagnose gaps in capacity, capability, and leverage (pyramid health) • Partner with TA and Staffing to prioritize hiring against real business needs and identify investments. • Drive a high bar for performance through clear standards, calibration, and differentiation • Partner with leaders to assess talent, identify underperformance early, and take action • Support promotion and advancement decisions with rigor and consistency • Ensure performance management is not a process, but a tool for decision-making • Coach People Managers on how to lead, develop, and manage their teams effectively • Identify patterns of leadership risk (avoidance, inconsistency, overload) and intervene • Use data (survey insights, retention signals, workload patterns) to inform action • Drive adoption of key people initiatives (performance model, career paths, compensation changes) • Translate strategy into practical execution within the consulting environment • Ensure consistency across teams while allowing for necessary business nuance • Own specific people strategy initiatives as required • Use data to diagnose organizational health and inform decisions • Provide leaders with clear, actionable insights • Surface risks early (attrition, engagement, performance gaps)

Associate Human Resources Director – Behavioral Health Works  Remote: California | Full-Time | Reports to COO | Starting at $100,000 (DOE) Own It. Behavioral Health Works has grown to over 1,000 employees across multiple states. More complexity, more opportunity, more need for someone who actually knows what they're doing. This role reports directly to the COO - no HR Director layer between you and leadership. That means real autonomy, real ownership, and a direct seat at the table. For the right person, this is a clear path to stepping into the HR Director role as the organization continues to grow. If you need a lot of direction to get going, this isn't the right fit. If you thrive on trust and independence, keep reading. What You'll Do You'll lead the full HR function across a multi-state behavioral health organization. That means owning both the strategic and the day-to-day - no handing things off to a layer above you. Employee Relations & Compliance - Lead all employee relations functions - conflict resolution, workplace investigations, disciplinary actions, PIPs, and terminations - Serve as a strategic partner to leadership on people issues, performance management, and organizational effectiveness - Ensure consistent application of company policies, employment laws, and best practices across all states - Oversee complex LOA, accommodation, and return-to-work cases - Collaborate with legal counsel as needed to manage and mitigate organizational risk - Maintain thorough documentation and risk management practices on all ER matters Culture & Leadership - Coach and support managers on handling employee concerns, communication, and team dynamics - Develop and implement HR policies and programs that promote a positive, compliant work environment - Monitor engagement, turnover, and workplace trends - and actually do something about them - Promote a fair, respectful, and inclusive culture across a geographically distributed workforce HR Operations - Oversee benefits, workers' comp, payroll compliance, and compensation programs - Partner with site and department leaders to ensure HR is supporting operations, not just processing paperwork - Lead and develop HR team members as the department scales Who You Are You've been the most senior HR person in the building before and you're comfortable with it. You don't wait for permission to solve a problem. Multi-state HR isn't new to you. You can build systems from scratch and clean up ones that weren't built right the first time. And you're motivated by the idea of growing into a Director-level role at an organization that's still in motion. Required - PHR or SPHR - Bachelor's degree - 3–5 years HR experience; 1–2+ years in an HR management role - Strong multi-state employment law knowledge (FMLA, ADA, EEOC, OSHA, FLSA) - Advanced Excel or Google Sheets Preferred - Master's degree in Human Resources or Business Administration - Behavioral health or healthcare background - CentralReach or BambooHR experience - Post-merger HR integration experience About BHW We provide ABA therapy for children with autism and related disorders across multiple states. Our people are our product - HR isn't a support function here, it's a strategic one. We're growing, and we want someone who wants to grow with us.

At Curana Health, our mission is to radically improve the health, happiness, and dignity of seniors nationwide. As a national leader in value-based care, we partner with senior living and skilled nursing communities to enhance outcomes, streamline operations, and create new financial opportunities. Our 1,000+ clinicians serve over 1,500 communities across 33 states, driving rapid growth and setting new standards for high-risk, underserved populations. To further this incredible mission, we’re reimagining what it means to be a People team—moving beyond traditional HR to become an engine of innovation and impact. Our mandate is clear: we are a product team with an internal customer – we must design intentional, scalable provider experiences and build agile systems that keep pace with and fuel the rapid growth of the organization.  Imagine being part of a lean, dynamic HR team where your ideas and initiatives directly contribute to meaningful improvements in healthcare, surrounded by a tight-knit crew who genuinely care about each other and are obsessed with caring for one of our most vulnerable populations. Summary If you thrive in a fast-paced, high-growth environment and want your work to matter every single day, you’ll fit right in as our Employee Relations Specialist. We value hands-on execution, strategic vision, systems thinking and building —and we’re looking for passionate professionals who are eager to make a difference, embrace challenges, and help us set new standards for employee experience and healthcare delivery. Essential Duties & Responsibilities The Employee Relations Specialist plays a critical role in supporting Curana Health’s commitment to a respectful, compliant, and high-trust workplace. This individual contributor partners closely with managers, HR colleagues, and employees to address employee relations matters, support investigations, and ensure consistent application of company policies and employment practices across a multistate healthcare environment. This role is ideal for someone who is highly organized, detail-oriented, and comfortable navigating sensitive situations with professionalism, empathy, and sound judgment. The Employee Relations Specialist exercises independent judgment and discretion in evaluating employee relations issues, recommending appropriate courses of action, and supporting consistent, legally compliant outcomes. While this role does not make final employment decisions, it plays a key advisory role in disciplinary and termination related matters. Employee Relations Support & Case Management - Act as a trusted go-to HR resource for employee relations matters, navigating policy interpretation, mediating workplace disputes, and driving performance improvement conversations. - Own the intake, documentation, and hands-on management of employee relations cases from the initial report to final resolution—ensuring prompt follow-through, strategic escalation, and impeccable records every step of the way. - Lead fact-finding efforts and actively participate in investigations of employee complaints, policy breaches, and workplace concerns, all while adhering to proven protocols and escalation pathways. - Craft concise, objective investigation summaries, articulate findings and clear recommendations, and maintain thorough supporting documentation. - Collaborate closely with managers, equipping them with actionable guidance and recommendations for corrective actions—whether it’s coaching sessions, formal warnings, or preparing for terminations. - Deliver strategic guidance on disciplinary actions and termination decisions, ensuring management and Employee Relations leadership have the insight needed for final calls and execution. - Identify patterns and recurring themes in employee relations cases, surfacing actionable insights and trends to HR leadership to proactively mitigate risks and drive continuous improvement. Cross-Functional Collaboration - Partner closely with HR Operations, Benefits & Leave, and HR Business Partners to seamlessly resolve employee concerns that span multiple HR disciplines. - Partner directly with Legal, Compliance, or outside counsel on escalated employee relations issues, ensuring expert guidance and risk mitigation. - Support audits, reporting, and internal data requests, supplying accurate and insightful information related to employee relations activity. Continuous Improvement & Documentation - Drive the creation, updating, and optimization of employee relations SOPs, templates, and playbooks to promote best practices at every turn. - Contribute to manager resources and deliver training materials on employee relations best practices, policy application, and risk awareness to empower leadership. - Champion a culture grounded in fairness, respect, accountability, and unwavering compliance with Curana’s values. Policy Application & Compliance Support - Champion the consistent application of Curana policies, ensuring every action aligns with federal, state, and local labor laws across all jurisdictions. - Drive compliance-focused processes involving employee discipline, separations, and workplace conduct, ensuring best practices are always followed. - Keep meticulous, up-to-date documentation in HR systems and case management platforms, maintaining an audit-ready record of all actions and outcomes. - Assist in preparing and submitting unemployment claims documentation and responses, working collaboratively with HR Operations or external partners as necessary. Qualifications Education & Experience - Bachelor’s degree in human resources, Business Administration, or a related field preferred. - 2–4 years of experience in an HR, employee relations, compliance, or investigations-focused role. - Experience supporting employee relations matters in a multistate, healthcare, or regulated environment is strongly preferred. - Healthcare, services, or high growth organization experience a plus. Knowledge & Skills - Working knowledge of employment laws and HR best practices (e.g., FLSA, ADA, FMLA, antidiscrimination and retaliation laws). - Strong written and verbal communication skills, with the ability to handle sensitive matters professionally and discreetly. - Excellent documentation, organization, and case management skills. - Ability to manage multiple concurrent cases, prioritize effectively, and meet deadlines in a fast-paced environment. - Comfort exercising judgment independently while understanding escalation thresholds and governance boundaries. - Proficiency with HRIS and case management systems; experience with Workday or similar platforms preferred. Work Environment & Expectations - Primarily a remote role with occasional travel as needed for investigations, training, or team meetings. - Regularly handles confidential and sensitive information requiring a high degree of integrity and discretion. - Job duties may evolve based on organizational needs. - <10% travel expected