• Oversee all facilities training programs, including curriculum development and content creation (videos, guides, resources, etc.). • Lead monthly service manager training sessions (onsite) and support regional initiatives. • Revamp and audit facilities training programs to ensure relevance and effectiveness. • Partner with Director of Facilities Operations to provide oversight and confirmation of travel arrangements for field manager training. • Oversee facilities new hire onboarding status, ensuring timely completion and attendance across all regions. • Own and manage the learning management system (LMS), ensuring accurate tracking, reporting, and functionality for training purposes. • Track training progress for facilities-related assignments and communicate updates to Regional Directors of Facilities (RDOFs). • Assign facilities training to field teams in partnership with property operations and oversee compliance with deadlines; work closely with HR on other training needs. • Review work order patterns with supervisor to identify trends and training needs. • Track and report on facilities training program effectiveness, including establishing goals, measuring outcomes, and analyzing ROI for related initiatives. • Manage the succession planning bench for facilities roles and oversee development plans for maintenance techs aspiring to become supervisors (company-wide and specific strategies as needed). • Meet monthly with RDOFs and Regional VPs to review facilities recruitment and training needs, including open positions, turnover, disciplinary actions, and succession planning. • Collaborate with supervisor to design and implement new service-related initiatives and processes (e.g., preventive maintenance plans, inventory systems, facilities assessments), including: • Identify organizational training gaps and create solutions for developmental issues and facilities bench building (processes, vendors, initiatives). • Vet vendors, manage communication, and oversee rollout and training for new vendor partnerships. • Update training frequency and cadence to keep content dynamic and aligned with any new initiatives. • Take ownership of a specific subject matter area for the organization (as assigned).

We’re FuturLab, the award-winning game studio behind PowerWash Simulator 1 and 2, the Velocity series, Peaky Blinders Mastermind, and many more awesome games. FuturLab is entering the next phase of its development. We operate primarily as a remote-first studio, with a small, intentional team based in Brighton. Maintaining strong communication, alignment and culture across a distributed team is a key part of how the studio operates. With a studio of around 100 people and a deliberate focus on strengthening consistent, values-led leadership capability and team effectiveness, we are looking for a Head of People who can help shape how the studio operates as it approaches its long-term scale.  This role sits on the Senior Leadership Team alongside the Head of Production and Head of Technology and works directly with the founders to support the studio’s next stage of development. Rather than focusing primarily on HR administration, this role centres on leadership capability, organisational effectiveness, and people strategy. The Role The Head of People acts as a strategic partner to the leadership team, helping the studio strengthen leadership capability, improve organisational alignment, and ensure the people function supports studio performance. Key areas of focus include: - Improving organisational design and team effectiveness - Shaping and implementing the studio’s people strategy - Supporting culture, communication and alignment across teams - Developing and strengthening the people function About You You will likely bring experience from organisations that have grown from around 50 to 200 people and understand the challenges of scaling teams, leadership capability and organisational structure. You will be comfortable working directly with founders and senior leaders and confident helping organisations navigate periods of growth and change. You are likely someone who: - enjoys working at the intersection of leadership, culture and organisational effectiveness - is comfortable advising senior leaders and providing constructive challenge - brings both strategic thinking and practical judgement You will align strongly with FuturLab’s values, including humility, kindness, resilience and a commitment to continuous improvement, and be comfortable operating in an environment where behaviours such as collaboration, accountability and “doing the right thing, kindly” are actively expected and reinforced.

• Support key onboarding administrative processes, focusing on the professional post-contract signature activities, like payroll, benefits and Zoho enrolments. • Organise and maintain accurate professional records via our proprietary platform: inputting, updating, and maintaining customer and professional personal data, and processing various forms. • Execute benefits enrolment documentation and administrative tasks on behalf of customers and professionals, including collaboration with the vendors where necessary. • Provide payroll data, including time and expense details, to support payroll administration, working in close coordination with the payroll team and Local Payroll Provider. Ensure data is accurate and timely. • Support and execute processes related to timesheet administration, including processing submissions and managing related queries from professionals and customers. • Execute and support administrative processes related to visa renewals for professionals, ensuring all required documentation is collected, verified and data updated in GP Platform. • Communicate effectively both verbally and in written form with professionals and customers to explain and resolve administrative queries and concerns (via email and other channels). • Ensure service excellence by strictly adhering to established SLAs and Standard Operating Procedures (SOPs). • Participate in the continuous improvement of administrative support processes. • Carry out audits and checks on data changes to ensure accurate and timely payment for the professionals.

Chronic Care Staffing is Hiring a Healthcare Recruiter & HR Support – Fully Remote! Location: Remote (Work from Anywhere) Schedule: Full-Time Pay Rate: $55,000 – $60,000 per year Employment Type: Full-Time Overview Chronic Care Staffing (CCS) is experiencing rapid national growth and is seeking a high-performing Healthcare Recruiter & HR Support professional to join our Talent Acquisition team. We hire remote healthcare professionals—including nurses, medical assistants, dietitians, and other care team members—who support patients nationwide through Chronic Care Management (CCM) and Remote Patient Monitoring (RPM) programs. This is a fast-paced, production-driven role with clear performance expectations. If you thrive in a metrics-focused environment and enjoy supporting employees beyond the offer stage through onboarding and engagement, this opportunity is for you. Responsibilities Recruiting & Talent Acquisition - Manage full-cycle recruiting for remote clinical roles (LPN/LVN, RN, CMA/RMA) and select non-clinical positions - Achieve a monthly hiring goal of approximately 20–30 new hires - Source candidates through Indeed, LinkedIn, and other platforms - Conduct high-volume phone interviews and candidate screenings - Coordinate next steps, including AI mock calls and Spanish assessments - Extend offers and move candidates efficiently through the hiring pipeline - Maintain clean and organized ATS documentation Onboarding & Employee Experience - Partner with HR and leadership to ensure smooth onboarding and first-week readiness - Support new hire orientation, documentation, and early engagement touchpoints - Serve as a resource for employee questions during the transition from candidate to team member - Strengthen retention by improving the hiring-to-onboarding experience HR & Employee Relations Support - Assist with employee relations initiatives, including coaching support and issue escalation - Support HR projects such as engagement efforts, process improvements, and policy communication - Collaborate with managers to maintain a positive remote workplace culture - Reinforce CCS standards of professionalism, accountability, and care coordination excellence