• Lead and develop the Total Rewards function across compensation, benefits, employee health, and retirement programs • Own the strategy, design, and execution of compensation programs • Oversee payroll operations to ensure accurate, timely processing • Direct the design, implementation, and ongoing management of benefits and employee health programs • Maintain governance and oversight of 401(k) programs • Provide strategic insights and reporting to executive leadership • Monitor external market trends and regulatory changes • Manage vendor relationships across benefits, payroll, and rewards programs • Ensure compliance with all applicable compensation and benefits regulations • Partner with HR and business leaders to develop clear communication strategies • Maintain alignment with HR systems and workflows • Manage People Operations to ensure core processes are running effectively

• Own day-to-day administration and ongoing support of our People Technology systems. • Configure and maintain workflows, business processes, security roles, integrations, dashboards, and reports. • Translate business requirements into scalable system solutions aligned with operational needs. • Identify and implement automation opportunities to improve efficiency and user experience. • Lead system upgrades, releases, and feature adoption activities. • Support user acceptance testing (UAT) and validate system changes prior to deployment. • Design, build, test, and maintain system integrations between Workday and internal/external platforms (e.g., payroll, benefits, ATS, finance systems). • Develop and maintain inbound and outbound integrations using appropriate tools (e.g., Workday Studio, EIB, APIs, web services, or middleware platforms). • Troubleshoot integration errors and implement enhancements to improve reliability and performance. • Monitor integration performance and resolve data discrepancies in partnership with stakeholders. • Ensure data integrity, system controls, and compliance with internal policies and regulatory requirements. • Manage security roles and access governance across platforms. • Conduct regular audits and system health reviews to maintain system performance. • Partner with People Partners, Talent Acquisition, Payroll, IT, and Finance to gather requirements and implement system enhancements. • Communicate system updates, changes, and impacts to stakeholders. • Serve as primary operational contact for People Technology vendors, managing support cases and routine escalations. • Develop and maintain documentation, SOPs, and knowledge resources including data mapping logic and technical specifications for integrations. • Stay current on HR technology trends and recommend enhancements aligned with People & Culture operational needs.

• Serve as primary administrator for BambooHR, managing permissions, configurations, workflows, and system updates. • Maintain role-based access controls to ensure data privacy and compliance. • Own system documentation and change management processes. • Conduct recurring audits to ensure 100% data integrity across. • Execute and validate all employee data changes. • Manage and monitor integrations between BambooHR and downstream systems (e.g., payroll, and engagement tools). • Serve as primary owner of the HR Service Desk. • Ensure HR data supports compliance with local labor regulations and internal governance standards. • Produce ad hoc reports for Finance, Leadership, Stakeholders, and system support needs.

• Serve as the primary advisor for the executive team on People & Culture activities, focusing on organizational development, talent management, change management, culture shaping, and people analytics to drive sustainable growth • Develop and implement forward-thinking people strategies that align with business objectives and foster a high-performing, accountable culture centered on the client experience. • Collaborate with client group leaders to assess and develop talent, ensuring roles are filled with high-performing individuals who contribute to long-term organizational success • Partner with business leaders to lead workforce planning, talent planning, and succession planning processes across client groups identifying current and future talent needs, assessing critical talent risks, and building robust succession pipelines that ensure organizational readiness and associate growth • Stay abreast of emerging AI-powered HR tools and support the organization in leveraging technology to enhance talent decisions and the associate experience • Leverage employee engagement data and insights to identify trends, surface concerns, and design targeted plans that strengthen culture and reduce attrition • Partner with People & Culture Centers of Excellence (COEs) to drive strategy within client groups, enhancing team dynamics, associate engagement, and talent development to build a resilient and adaptable workforce • Lead and participate in high-impact cross-functional projects to develop and implement innovative programs and processes that support long-term company initiatives • Provide visionary leadership, coaching, and development to People & Culture team members, fostering a culture of continuous improvement • Partner with the Associate Relations Center on complex and high-visibility associate relations concerns and investigations, ensuring long-term organizational stability