• Company summits: own planning, coordination, logistics, and vendor management. • Virtual company events: plan and run 2+ virtual events per year • Recognition programs: design and run structured recognition — peer-to-peer, milestone celebrations, and creative moments that go beyond a birthday slide • Rewards and prizes: coordinate gift cards, swag codes, raffle prizes, and other engagement incentives throughout the year • End-of-year gifts: select, order, and distribute annual gifts and letters to employees (SwagUp, vendor coordination) • Employer branding: build out TQ’s employer brand presence (early-stage initiative) • Quarterly People Ops newsletter: create and distribute the newsletter via Figma • Slack communications: announce new hires, post announcements, triage and manage #dept_people • Welcome session coordination: schedule and run new hire welcome meetings (Tuesdays) • New hire happy hours: organize virtual happy hours for each new hire cohort • Buddy program: pair new hires with buddies, maintain the Notion page and deck, track participation, own #tq_buddies Slack channel • I-9 verification: complete Section 2 for new hires within 3 business days of start • Scanned mail processing: receive, triage, and file physical mail — state agency correspondence, tax registrations, finance items. Maintain the time-sensitive mail tracker • 1099 contractor mail and filing: organize correspondence into annual folders, coordinate with finance • Contractor onboarding: own the process for hourly contractor requests and onboarding • Easy Llama trainings: assign, update, and ensure completion of required compliance trainings • Workplace posters: update and store workplace posters in company Drive • Co-working stipend administration: validate WeWork requests, assign seats, manage the WeWork portal, audit usage semi-annually • L&D stipend admin: answer employee questions, maintain the spreadsheet, send weekly approval emails • Desk budget refresh: add 4-year tenured employees to the home office refresh program quarterly • Swag vendor management (SwagUp): ensure new hire packs ship on time and inventory is stocked • TQ Swag Store coupons (Square): manage coupon code creation and maintain the running list

Job Description Sr Director, People Business Partners - North America Applied Systems, Inc., a global leader in insurance technology, is seeking a Sr Director, People Business Partners - North America to help shape the future of work at Applied and strengthen the experience of ~2,200 team members across the region. This strategic leader will oversee a team of five Senior People Business Partners. This role is key in ensuring our people strategies enable our business strategy. As a member of the People Leadership Team, you will empower leaders, elevate organizational capability, and build an environment where talent thrives and teams can do the best work of their careers. You will guide the North America PBP operating model and ensure our people practices fuel performance, scalability, and long - term company success. You'll partner with COEs and collaborate with regional People leaders globally to deliver solutions that enhance growth, belonging, leadership effectiveness, and cultural evolution. This role plays a central part in shaping how our organization grows: removing barriers, building high - trust relationships, and enabling Applied's transformation through its people. What You'll Do Strategic Business Partnership - Drive people strategies that enable growth, operational excellence, and cultural strength - In partnership with our Organizational Design Practice Lead, translate business strategy into workforce plans (org design, headcount and skills, succession) and measure impact using clear, leader-friendly success metrics - Anticipate talent risks and opportunities; advise on organizational effectiveness, change management, and leadership capability building Team Leadership & Operating Excellence Set the overall strategy, vision, and operating model for the People Business Partner function in alignment with the company's business strategy and People strategy - Lead, develop, and coach a team of Senior PBPs; set priorities, remove obstacles, and ensure excellence in execution and stakeholder experience - Establish a consistent operating rhythm (talent reviews, headcount/skills planning, engagement actions) aligned with global practices - Lead continuous improvement of PBP processes, structures, and tools, including redesigning work for human-AI collaboration Talent & Leadership - Participate in planning and decision-making processes with the talent acquisition team to align recruitment goals with business needs; collaborate with the team to assess effectiveness of recruitment strategies and suggest alternatives as necessary - Partner with L&D COE to embed high-quality performance management, talent review, and leadership development; ensure fair, consistent talent processes and calibration - Build and maintain external networks to stay current on People and organizational trends, best practices, and innovations, and translate insights into actionable strategies. - Model Applied's Values in Action and foster a culture of accountability, collaboration, and learning within the PBP organization and across the People function Rewards, Workforce Analytics & Operations - Collaborate with Compensation COE on market-aligned pay practices, pay-for-performance, and job architecture; ensure compensation decisions are consistent and well-governed - Leverage People analytics and HRIS data to guide decisions; translate insights into simple narratives and actions Global Collaboration - Work in lockstep with regional People Directors in India, Europe, and Israel to ensure consistency of standards adapted for local context - Share best practices and act as a connector across regions, COEs, and the North America business What You'll Need to Succeed We're looking for someone who: - Holds a Bachelor's degree or higher, or equivalent combination of education and experience, preferably in business, human resources, or related fields - Has 15+ years of progressive People experience, with deep experience in People Business Partnership or related strategic People roles in complex, matrixed organizations, including 7+ years of direct experience managing People Business Partners - Excels at advising C-level or executive leaders on organization and people strategy - Is able to travel up to 10-15% Your experience should include some or all of the following: - Skilled at simultaneously managing both strategic initiatives and the execution of day-to-day deliverables - Working knowledge of multiple human resource disciplines, including talent acquisition, talent development, compensation practices, organizational development, performance management, employee relations, and federal and state respective employment laws - Successful track record of working and thriving in a dynamic, fast-paced and changing environment that is results oriented and collaborative - Proven ability to influence and challenge senior executives constructively and to shape decisions that balance short-term performance with long-term organizational health - Exceptional leadership skills; able to set vision, drive alignment, and develop high-performing teams - Outstanding communication and executive presence; able to simplify complexity, tell compelling stories with data, and engage effectively with diverse audiences - Strong partnership and collaboration skills with a track record of effective cross-functional work with Finance, Legal, People COE, and other key functions - Ability to operate with a high degree of autonomy, navigate ambiguity, and make sound, timely decisions - Experience with one or more HRIS systems, experience with UKG/UltiPro a plus - Intermediate to advanced MS office skills, including PowerPoint Additionally, you may have: - Experience in a software or tech firm - Advanced degree in Human Resources, Business, Organizational Development, or related field Key Performance Outcomes (examples) - PBP function is recognized by executive leadership as a critical strategic partner in achieving business goals and shaping organizational health - Enterprise-level people and organizational strategies (e.g., workforce, leadership, talent management) are clearly articulated, aligned with long-term business plans, and delivering measurable outcomes - High engagement, strong performance, and robust succession pipeline within the PBP team - Major organizational and cultural transformation initiatives are executed effectively, with strong change adoption, managed risk, and positive employee experience - Exhibits behaviors that exemplify Applied's Values in Action and reinforces those expectations across the People function and the business When You Join Team Applied, You Can Expect A culture that values who you are and recognizes that you aren't just an employee; you are a teammate, and you matter. We thrive on the benefits of our different experiences and celebrate the uniqueness our teammates bring to work with them every day. We flex our time together , collaborating remotely and in-person to empower our teams to work in the ways that work best for them. A comprehensive benefits and compensation package that centers our teammates and helps them to bring their best to work every day: - Medical, Dental, and Vision Coverage - Holiday and Vacation Time - Health & Wellness Days - A Bonus Day for Your Birthday Our targeted starting base salary in the United States for this position ranges from $170,000 - $200,000 USD. To determine a new team member's starting pay, we consider a variety of factors, including someone's depth, breadth, and variety of experience, skills, and responsibilities. Depending on the role, team members may also be eligible to participate in additional compensation plans such as bonus and commission. Learn more about the people behind our products at https://www1.appliedsystems.com/en-us/about-us/jobs/ Your Security Matters: Our candidates' personal information and online safety are top of mind for us. At Applied, we proactively protect your personal information and only communicate with candidates via a secure @appliedsystems.com email or through our official careers portal. Recruiters will never request payments, ask for financial account information or sensitive information like social security numbers. AI Utilization We leverage AI tools to streamline parts of our recruitment workflow (such as resume parsing and interview scheduling). However, candidate screening, interviews, and final decisions are conducted by real humans. EEO Statement Applied Systems is proud to be an Equal Employment Opportunity Employer. Diversity and Inclusion is a business imperative and is a part of building our brand and reputation. At Applied, we don't discriminate, and we are committed to recruit, develop, retain, and promote regardless of race, religion, color, national origin, sexual orientation, gender identity, disability, age, veteran status, and other protected status as required by applicable law. #LI-Hybrid #LI-Chicago #LI-Dallas #LI-Atlanta

• Drive the Enterprise Culture and Talent Agenda • Drive Mercury’s Talent & Culture strategy in alignment with Mercury’s values, business priorities, growth plans, and long-term capability needs • Shape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable way • Bring a modern, external perspective on what high-performing cultures need to thrive in changing environments • Drive Performance, Talent, and Leadership Development • Ensure talent practices are clear, disciplined, and aligned to company performance and future capability needs • Build leadership development strategies that raise the bar on people management, coaching, accountability, and team effectiveness • Partner with the People Business Partner team and senior leaders to identify organizational and leadership capability gaps and put plans in place to strengthen bench strength and readiness • Design, govern, and ensure that the company’s job architecture framework drives clarity, internal equity, and market competitiveness across roles and functions • Shape Employee Experience and Engagement • Own the strategy for employee experience, engagement, listening, and culture health • Strengthening the employee experience across key moments that matter, from onboarding through growth, development, and change • Lead the people and culture dimensions of the company’s ESG strategy, with a focus on inclusion, employee experience, responsible leadership, and community impact

• Act as the technical reference for the team • Lead technical work on complex tasks and requirements • Support analysis and resolution of production incidents • Define technical solutions and development standards • Provide Java development support when necessary • Support SOA / REST / API integrations • Analyze and optimize PL/SQL procedures and routines • Support maintenance of CRM / PS8 / PeopleCode systems • Ensure stability and technical quality of deliveries • Support the manager in technical decision-making