• Serve as the HRIS lead for the People and Culture Team. • Provide HRIS data support for various HR functions such as Payroll, Recruitment, Benefits, Employee Relations, FP&A etc. • In collaboration with T.I.M. (Technology & Information Management), use functional and technical knowledge to provide employees with general guidance and informal training, as needed. • Maintain the PCHR intranet and other internal information sites by ensuring updated HR Forms, policies, and other reference materials are available. • Collaborate with T.I.M. in the maintenance of the HRIS to ensure it meets the needs of the PCHR Team and the organization. • Within PCHR, serve as the primary point of contact for HRIS-related inquiries and issues. • In collaboration with T.I.M., ensure that HRIS training is delivered for PCHR. • Collaborate with PCHR and T.I.M. to develop and implement system improvements and enhancements. • Generate and analyze HRIS reports to assist with strategic decision-making. • Lead in entry of business and employee data into the HRIS system. • Execute regular data audits within the HRIS to validate the accuracy and completeness of employee records. • Develop and maintain comprehensive documentation for HRIS processes, procedures, and system configurations. • Communicate departmental needs related to dashboards to internal stakeholders and develop team reports based on data analysis. • Identifying and monitoring key HR metrics and trends. • Present findings and recommendations to support decision-making processes. • Provide data, trends, reports and analysis to HR Strategist and HR Business partners. • Provide support for HR audits including gathering required documents and liaising with auditors. • Implement established HR policies, procedures, handbooks and initiatives.

• Partner closely with Clinical and Operations leaders to drive people strategy that supports business growth, team effectiveness, and organizational health • Coach managers through performance management, employee relations, team development, engagement, retention, and other day-to-day people matters • Support and strengthen core people infrastructure, with ownership or partnership on programs like performance reviews, talent assessments, succession planning, and organizational planning • Lead and support cross-functional projects that improve how the business operates, including policy updates, job description work, organizational design, team planning, and process improvements • Partner with leaders to translate company and team OKRs into people strategies that drive execution and business outcomes • Identify organizational risks, talent gaps, and manager support needs, and proactively recommend solutions • Partner with leaders through change management efforts as teams evolve, scale, or reorganize • Partner with the Employee Relations Specialist to identify employee relations trends, surface risks, and recommend solutions that improve manager support and team effectiveness • Use data, trends, and business context to guide recommendations and solve complex people challenges • Ensure compliance with applicable employment laws, policies, and people practices across a distributed workforce

• Design and scale a compliant, globally consistent People Operations framework • Partner closely with Legal on employment law, regulatory compliance, immigration, and risk mitigation • Oversee payroll, benefits, mobility, and vendor management across multiple jurisdictions • Ensure audit readiness, documentation rigor, and strong internal controls • Establish operational standards that balance global consistency with local nuance • Provide clear, data-informed perspective on team health, performance, and organizational risk • Own global recruiting strategy across technical and non-technical functions • Implement structured hiring processes that increase talent density and hiring rigor • Improve time-to-hire, quality-of-hire, and hiring manager accountability • Partner with Finance to align headcount planning with budget forecasting • Support long-term workforce modeling and geographic expansion planning • Own and optimize the People technology stack (HRIS, ATS, payroll, performance tools, analytics) • Rationalize and integrate systems to improve reporting integrity and reduce redundancy • Establish strong data governance and scalable workflows • Drive automation and operational efficiency • Build a tech-enabled People platform designed for long-term growth • Partner closely with the senior leadership team on organizational design, leadership effectiveness, and company-wide priorities as the company scales • Strengthen role clarity, leveling frameworks, and job architecture • Implement and maintain performance management systems aligned to a high-accountability culture • Define organizational structures and decision-making frameworks that support scale and accountability • Establish leadership expectations and support development of managers across the organization • Improve operating rhythms, documentation standards, and cross-functional coordination • Define and scale workspace strategy across offices, remote environments, and field deployments • Ensure workspaces support productivity, collaboration, and operational needs across distributed teams • Partner with Finance and Operations on real estate strategy, cost management, and vendor selection • Establish standards for workplace experience, safety, and compliance across locations • Align workspace planning with headcount growth and geographic expansion

Job Description Summary In this role, you will provide comprehensive HR support to internal customers and act as a strategic partner to division leadership. You will serve as an internal HR consultant on business and people-related matters, proactively assessing and anticipating HR needs and working toward effective, solution-focused outcomes. The People Operations Manager will support HR initiatives, operational efficiencies, and organizational effectiveness while providing expertise, guidance, and coaching to leaders on highly sensitive and complex employee relations matters, including performance management, corrective action, and terminations. The People Operations Manager plays an active role in shaping and implementing HR strategies through close partnership with managers and employees. This position reports to the Director or VP of People Services or the Sr. People Operations Manager, depending on division structure. Job Details We trust that as a People Services Manager you will: (responsibilities) - Partner with business, functional, and Division President–level leaders to understand priorities, address challenges, and align on action plans. - Proactively contribute to meetings and discussions, offering HR insights and solutions that support business strategy and the overall talent agenda. - Maintain strong business acumen, including awareness of industry trends, competitive landscape, and organizational dynamics. - Foster strong workplace relationships, reinforcing morale, productivity, and a positive employee experience. - Collaborate with People Team members and Centers of Excellence to implement core HR program succession planning, performance calibration, development planning, assessments, engagement action planning, staffing strategies, total rewards initiatives, and leadership training. - Build and maintain industry-specific knowledge and participate in relevant HR or recruiting conferences and seminars. - Support the integration of HR processes into Workday, ensuring ease of use and consistent adoption. - Partner with leaders on key employee‑related initiatives including performance management, engagement follow-up, merit and bonus cycles, and organizational planning. - Anticipate and assess staffing needs in alignment with business and Division-level goals. - Lead and resolve complex employee relations matters through thorough, objective investigations and collaboration with People Leadership and Legal Counsel. - Provide clear HR policy interpretation and day-to-day guidance to leaders and employees. - Maintain strong knowledge of employment laws and compliance obligations—including deep familiarity and comfort navigating California employment law—and partner with Legal as needed. - Facilitate HR and leadership training sessions confidently and effectively. - Collaborate with leadership to develop offers for new hires, promotions, and internal transfers. - Manage and support special projects throughout the year, ensuring quality and timely execution. - Maintain understanding of divisional financial health, long-term plans, culture, and market positioning. - Provide ongoing performance management coaching and support to leaders, including career development and corrective action guidance. - Perform additional duties as assigned to support business and HR objectives. What you will need: (competencies, behaviors & attributes) - Business Acumen - Customer Focus - Developing Direct Reports and Others - Drive for Results - Priority Setting - Self-Knowledge About you: - Bachelor’s degree or equivalent desired - At least 5 years of experience in an HR Generalist role, with 2–3 years of HR management experience strongly preferred. - Ability to travel up to 40% is required - Ability to use with ease the Microsoft suite of solutions - Workday experience a strong plus - Has strong knowledge and understanding of current state and federal laws in division's they support - Must have strong leadership, analytical, interpersonal, communication, problem solving, and creative thinking skills - Effective facilitation skills - Engages proactively with the division teams and leadership - Has the ability to navigate a complex reporting relationship –will report into Corporate HR, but will work very closely with their field clients - Takes initiative and displays a sense of urgency – is highly responsive to business needs and unexpected situations that emerge - Knows when and how to make tough decisions and when to get guidance - Highly approachable and displays a positive approach to both work and internal customers - Ability to juggle multiple priorities at once - Utilizes a consultative approach when engaging with internal customers - Strong project management and leadership skills, ability to effectively manage multiple projects - Ability to partner effectively with all levels of employees - Stays abreast of external best practices and incorporates these into discussions, decisions and solutions Will have responsibilities such as: - Interviewing, selecting, and training employees - Setting rates of pay and hours of work - Appraising productivity; handling employee grievances or complaints, or disciplining employees - Determining work techniques - Planning the work - Apportioning work among employees - Determining the types of equipment to be used in performing work, or materials needed - Planning budgets for work - Monitoring work for legal or regulatory compliance - Providing for safety and security of the workplace Essential Functions: Successful job applicants will be able to perform these functions. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions. - Report to Division/Corporate Office/Community daily and adhere to schedule - Ability to oversee direct reports daily and provide guidance as needed - Ability to access, input, and retrieve information from a computer and/or electronic device - Ability to have face to face conversations with customers, co-workers and higher-level manager - Ability to sit or stand for long periods of time and move around work environment as needed - Ability to operate a motor vehicle - Comply with company policies and procedure Physical Demands: - Must be able to able to remain in a stationary position 50% of the time - The ability to frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds FLSA Status: Exempt Compensation FLSA Status: Exempt Salary Range: $91,810 - $133,110 Bonus or Commission Eligible: Up to 20% Annual Incentive Bonus (AIP) Click here to visit our career site and learn more about our career paths, amazing culture, and benefits applicable to this position. Ready to join our team? Please follow the prompts provided to apply. The application window is expected to remain open for 45 days from the posting date. For Colorado Only: Paid Sick Leave per the Colorado Healthy Families & Workplaces Act. *Taylor Morrison experience and/or successful completion of training program may override required education and/or experience requirement. Job descriptions are not intended as, nor should be construed to be, exhaustive lists of all responsibilities, skills, efforts, or working conditions associated with a job. They are intended to be accurate reflections of those principal job duties and responsibilities essential for making fair pay decisions about the job. Benefits of Working With Taylor Morrison We are looking for dedicated professionals that share our values of putting the customer - and their needs - first. In addition to a great team atmosphere, career development and advancement opportunities, we offer full-time employees an extensive benefits package, to include: - Competitive Compensation - Health Care - Medical/Dental/Visio​​n/Prescription​​ Drug Coverage - 401(k) with Company Matching Contributions - Flexible Spending Accounts - Disability Programs - Employee & Dependent Life Insurance - Vacation & Company Holidays - Tuition Reimbursement - Employee Home Purchase Rebate Program - Home Mortgage Program - Employee Assistance Program (EAP)