• Co-own the end-to-end onboarding process, continuously refining the experience to ensure new hires are set up for success from day one. • Manage and maintain employee records within HRIS tool, ensuring data integrity across the full employee lifecycle. • Draft, review, and manage employment contracts, addenda, and related documentation. • Process employee changes including promotions, compensation adjustments, role transitions, and personal information updates with accuracy and confidentiality. • Lead off-boarding processes including exit documentation, system deactivation, and knowledge transfer coordination. • Identify gaps and recommend improvements to lifecycle processes based on employee feedback and operational insights. • Coordinate and manage interview scheduling across multiple time zones, ensuring a seamless experience for candidates and hiring teams. • Own candidate communications throughout the hiring funnel, from initial outreach to offer stage. • Prepare and issue offer letters, employment agreements, and pre-boarding documentation. • Maintain accurate and up-to-date recruitment pipelines, tracking key metrics such as time-to-fill and candidate conversion rates. • Partner with hiring managers to improve recruitment workflows, identify bottlenecks, and streamline logistics. • Build and maintain people dashboards and reports covering headcount, attrition, recruitment metrics, and employee demographics. • Analyse people data to surface trends, flag risks, and provide actionable insights to the People & Culture Lead. • Support quarterly and annual people reviews with data-driven reporting on workforce composition and movement. • Track and report on key HR operational metrics including onboarding completion rates, time-to-productivity, and employee query resolution times. • Serve as the primary point of contact for employees on HR-related inquiries, providing timely and accurate guidance on policies, processes, and benefits. • Proactively identify recurring employee questions or pain points and recommend process or communication improvements. • Support employees through key moments including onboarding, benefits enrolment, internal transfers, and return-from-leave transitions. • Draft and update HR policies, employee guidelines, and standard operating procedures in collaboration with the People & Culture Lead. • Ensure all people policies reflect current labour regulations and company standards. • Maintain policy acknowledgement records and ensure timely distribution of policy updates to employees. • Support internal audits and compliance reviews by preparing documentation and ensuring record accuracy. • Monitor regulatory changes and flag relevant updates that may require policy revisions. • Manage relationships with HR vendors including health insurance providers, benefits platforms, and background check services. • Coordinate benefits enrolment, renewals, and employee communications around benefits programmes. • Track vendor contracts, service-level agreements, and renewal timelines. • Evaluate vendor performance and recommend improvements or alternatives where appropriate. • Administer and optimize HRIS and other internal people systems to improve data accuracy and workflow efficiency. • Maintain internal trackers for recruitment, onboarding, probation reviews, and contract renewals. • Identify opportunities to automate or streamline manual HR processes and propose solutions. • Support the evaluation and implementation of new HR tools as the team scales.

• Partner closely with Senior P&C Business Partners to support managers in performance management, talent development, and succession planning. • Provide support to Senior P&C Business Partners in guiding managers on hiring practices, ensuring equity and consistency. • Assist with workforce planning activities, including headcount tracking and resource allocation. • Support and engage in employee relations case management by gathering documentation and ensuring compliance across the USA and Canada. • Collaborate with P&C Operations, Talent Acquisition, and other P&C teams to deliver smooth onboarding, offboarding, and employee lifecycle processes. • Champion Prenuvo’s mission and values by reinforcing culture and engagement initiatives led by the Senior P&C Business Partners. • Help drive change management and communication efforts during organizational transitions and initiatives. • Utilize Business Partner reporting data to provide insights and summaries to support decision-making • Proactively flag trends, risks, or employee concerns to the P&C BP • Partner closely with P&C Operations as a first-line collaborator for common P&C questions or day-to-day requests.

• Serve as primary escalation point for clinician and RN team issues; provide performance feedback and implement corrective actions as needed • Ensure adherence to internal policies, clinical practice quality and safety standards, and regulatory guidelines • Lead recruitment, onboarding, training, and ongoing development of clinical staff • Support career development and retention through regular 1:1 check-ins and personalized coaching • Manage PTO and clinician scheduling in collaboration with the Clinical Operations team • Develop and update policies related to clinical team personnel

• Partner with leadership to ensure professional growth opportunities are implemented. • Establish, maintain, and communicate clear, equitable pathways for staff advancement. • Maintain ongoing mechanisms to monitor staff satisfaction, morale, and engagement. • Implement feedback systems that allow staff to provide continuous input on culture, processes, and workplace experience. • Conduct and analyze exit interviews to capture institutional knowledge. • Develop structures to celebrate contributions and milestones meaningfully. • Maintain and iterate on workplace guidebook and culture playbook. • Lead the Care Practices team, shifting focus from individual to collective care. • Launch comprehensive staff surveys to gauge the health of internal culture. • Execute the First 90 Days check-in sequence for all new staff. • Manage the implementation of the annual performance review process. • Serve as the primary point of contact for accommodation requests.