• 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

Compensation Range: $90,000.00 - $100,000.00 Plus Incentive Bonus based on Performance Location: This role may reside in California, Colorado, Florida, Illinois, Massachusetts, North Carolina, Nebraska, New York, or Texas The People Business Partner will work closely with the Business Partner team on all teammate relations cases to help support developmentally and administratively. This role nurtures and formulates partnerships across the People function and the business to deliver value-added service to all teammates that reflect the business objectives of ADC. The People Business Partner maintains an effective level of business acumen aligned with Alamo’s strategic plans, culture, and core values. This role serves as the first point of escalation for our teammates. This position has no direct supervisory responsibilities but does serve as a coach and an advisor for both venue and support center teammates. WHAT WE OFFER - A fun workplace where you can be yourself and do awesome work! - Free movies & food - Paid time off - Competitive pay - Flexible scheduling - Medical, dental, vision, FSA, HSA, and voluntary benefits are available for all full-time and part-time teammates OUR MISSION: To Ensure EVERY Guest and Teammate Has An AWESOME Experience And Is EXCITED To Come Back LOCATION: Applicants should be located in Austin, TX (preferred), Los Angeles, CA, New York, NY, or Denver, CO. TIME FRAME: We expect this to be a 3 to 4-month position. CORE ROLE RESPONSIBILITIES - Supports Venue and Support Center by engaging and partnering with all complex Teammate Relation issues, investigations, inquiries, concerns/questions, and provides guidance when appropriate - Provides day-to-day performance management guidance and support - coaching & counseling, performance improvement plans, disciplinary actions, and career development, as well as exits - Maintains in-depth knowledge of multi-state legal requirements related to the day-to-day management of teammates, reducing legal risks and ensuring regulatory compliance - Acts with urgency to ensure compliance with Title VII and ADA protections, maintaining in-depth knowledge of both, in proportion to the associated risk - Partners with the legal counsel as needed/required - Is familiar with the EEOC process and evaluating business risks - Has a deep understanding of the interactive process under the ADA - Working knowledge of FLSA and tipped and or variable-hour workforce QUALIFICATIONS - Bachelor's degree in Human Resources or related field preferred - At least 3 years of experience resolving complex employee relations issues - At least 3 years of progressive Human Resources experience in a fast-paced environment, hospitality industry preferred - Excellent communication skills - written and verbal - Excellent interpersonal and customer service skills - Excellent priority and time management practices, with the ability to be extremely detailed - Occasional weekend and night availability for urgent Operational needs - Experience working in a multi-unit, multi-state environment required (Currently located in CA, CO, FL, IL, MA, MN, NE, NY, NC, TX) - Maintains knowledge of federal, state, and local regulations and has the ability to interpret and apply as appropriate, seeking outside counsel when needed OUR CORE VALUES: DO THE RIGHT THING We strive to be a force of good in our company, in our industry and in the world. We stand up for our beliefs even when it is hard. We start from a place of kindness. FOSTER COMMUNITY We value what is unique about each other and celebrate our differences. We treat each other with respect, support each other’s passions, and help each other grow. We welcome healthy debate but don’t tolerate intolerance. We take this commitment outside our 4 walls, creating neighborhood theaters that are deeply tied to the local community. BOLDLY GO Like the crew of the Starship Enterprise™, we seek out new experiences and pursue innovation in all of our work. We take risks and chart new territory. We learn from our mistakes and continuously improve. GIVE A SH!T We are passionate about creating awesome experiences. We obsess over every detail and take pride in our work because we know it makes all the difference to our guests and our teammates. Our pursuit of excellence drives us to do our best. Company: Alamo Drafthouse Cinema