• Own and execute the end-to-end electronic onboarding process, ensuring timely completion of all required employment documentation. • Facilitate partnership with external vendors to initiate and monitor occupational health testing, background checks, I-9 employment verifications, verify candidate credentials, education verification and other pre-employment requirements. • Ensure compliance with established guidelines and designated licensing codes. • Partner with IT to coordinate technical assistance to properly set up their access and equipment. • Set up employee profiles in internal HR systems and trackers. • Assist the Care Advisory team to ensure completion and proper filing of all new hire paperwork, including offer letters, resumes, credentialing verification, and other necessary employment documentation to their personnel file and ensure they are compliant for audit readiness, as applicable. • Monitor the progress and integration of new employees, proactively identify any delays or compliance risk, provide support and resolve issues independently or escalate appropriately. • Provide timely professional communication with candidates, managers and internal stakeholders throughout the onboarding process to enable a smooth start with full completion of required employment documents. • Schedule orientation for new hires and communicate the list of new hires to hiring managers and track attendance, follow up on non-attendance and document outcomes. • Audit and maintain employee information such employment credentials according to established guidelines and regulated licensing standards including facilitating with the employee and updating our systems/files as necessary. • Regularly audit data for discrepancies and compliance regulations across our HR systems and ensure compliance with all processes. • Prepare documentation for internal and external audits. • Support audit preparation activities and ongoing compliance initiatives in partnership with HR leadership. Exercise discretion and maintain high level of confidentiality regarding all company information. • Completion of all required training assigned. • Proactively identify process gaps or inefficiencies and recommend improvements to strengthen compliance and operational effectiveness.

• Serve as the primary point of contact for all reported worker’s compensation reported incident; respond to and process injury reports within 24 hours. • Monitor and track workers compensation claims, partnering closely with supervisors and adjusters to ensure all data is accurate, current and compliant. Support employees with leave cases connected to workers compensation. • Assist in administering benefit programs and leaves related to workers compensation cases. • Manage accurate and timely administration of benefits, from enrollment to COBRA, and maintain strong relationships with employees and benefits carriers. • Meet all required timeframes for notifications, payment approvals and reporting. • Provide exceptional customer service to employees, candidates, vendors and guests. • Maintain strict confidentiality of all employee information, including HIPAA-protected data, compensation details, and benefits records. • Other projects and duties as assigned.

• Support ICHRA segmentation updates, manual data uploads, audience list refreshes, and QA within Braze to support communications developed by your Manager. • Support the execution and support of ongoing ICHRA operational campaigns including payments, monitoring workflows, error messaging, and optimization of recurring communications. • Support intake, prioritization, and organization of collateral and communication requests from Product, Operations, AM/IM, Gravie Care, Finance, Carrier Relations, and other stakeholders. • Conduct periodic audits of ICHRA-facing communications and collateral to ensure accuracy as operations, regulatory requirements, or product features evolve, and implement updates as needed. • Assist in the development of new collateral as identified by Manager. • Help review and edit communications to support your Manager, as needed, for clarity, tone, and alignment with Gravie’s brand guidelines across member and employer touchpoints. • Help support your Manager with ongoing projects that help support the overall member, employer and product marketing experience. • Help shape the communications experience for a fast growing ICHRA benefit portfolio and ensure members and employers receive clear and helpful messaging. • Join a team that is scaling quickly and contribute to building communications infrastructure that drives meaningful impact.

• Establish and scale the HRBP partnership model while directly supporting complex, high-impact workforce and business decisions • Serve as the primary people advisor to Medical Group executives, physicians, APP leaders, and clinical operations leadership • Lead workforce strategy and planning, including capacity models aligned to growth, billing, and provider coverage needs • Partner with Total Rewards to help shape competitive, equitable, and sustainable compensation practices in areas without fully developed infrastructure • Evaluate and advise on workforce decisions by surfacing tradeoffs, cost implications, and downstream impacts (e.g., turnover, staffing models, contract structures) • Connect insights into hiring, turnover, contracts, and workforce trends to identify risks and inform business decisions • Guide organizational design and role clarity, advising leaders on structure, leveling, reporting relationships, and role scope as the Medical Group evolves • Provide executive-level coaching and advisory support on performance, team effectiveness, and decision-making • Surface workforce insights and risks by identifying trends across engagement, attrition, performance, and compliance • Influence senior leaders who may not have full visibility into workforce or financial implications, enabling more informed, data-driven decisions • Help leaders understand and effectively leverage strategic HR partnership to drive business outcomes • Help define partnership models and operating cadence, establishing how HR and Medical Group leadership collaborate on talent and workforce priorities