• Support leaders with performance management guidance, employee relations support, and people-related problem-solving in a fast-paced environment. • Coordinate and administer performance management processes, including timelines, manager enablement resources, training support, communications, and documentation. • Advise managers on conducting effective performance conversations, delivering constructive and actionable feedback, and navigating sensitive employee situations, escalating to People Business Partners as appropriate. • Support employee separation processes in partnership with People Business Partners, People Operations, and Legal, ensuring compliant, timely, and empathetic execution. • Conduct exit interviews, synthesize themes, and share insights to inform retention, engagement, and manager effectiveness efforts. • Analyze people and performance data to identify trends, flag risks, and surface opportunities for additional support, training, or process improvements. • Provide backup support to People Business Partners as needed.

• Deliver meaningful metrics, trends, key insights, and analytic solutions in all areas of HR support and services • Perform quantitative and qualitative analyses answering key business questions • Create Executive Briefing presentations • Develop and maintain analytics products • Manage analytics product portfolio • Identify opportunities to advance products & services along the analytics maturity curve

• Drive the People strategy for central Operations functions operating across the network • Partner with senior leaders to design scalable organizational structures aligned to business strategy • Build and implement workforce planning frameworks that anticipate growth, capability gaps, and succession needs • Establish clear standards and decision principles for people-related matters across Operations • Use workforce data and talent insights to inform organizational and talent decisions • Lead cross-functional, network-wide talent initiatives in partnership with R&D, Quality, and People COEs • Coach senior leaders on organizational effectiveness, succession planning, and leadership capability • Identify systemic talent risks and design practical, durable solutions • Create alignment and consistency across sites while accounting for operational realities • Williness to travel up to 15%

• Oversee the HR functions for clients, reviewing and monitoring all policies and systems • Manage the employee lifecycle, including onboarding, performance management, and employee relations • Align HR initiatives and people strategy with business needs • Build relationships as a trusted HR advisor to key client stakeholders • Proactively identify trends and propose actions related to employee engagement • Develop new HR policies and review existing ones for changing environments