• Build and improve core HR and people processes (onboarding, offboarding, documentation, workflows) • Own end-to-end recruitment operations, including pipeline management and candidate experience • Own and improve our ATS (ClearCompany), including structure, workflows, reporting, and use of automation/AI • Use AI tools and automation to improve efficiency across recruitment and HR workflows, reducing manual work and increasing speed • Continuously identify opportunities to remove low-value tasks through better systems, tooling, and automation • Build and maintain SOPs and training materials in Notion (knowledge base), covering both HR and cross-functional operational processes • Work with the Senior Operations Manager and department leads to capture, standardise, and improve processes across the business • Ensure SOPs are clear, practical, and consistently used by managers and teams • Track and report on key HR and recruitment metrics (e.g. hiring pipeline, onboarding, training completion) • Ensure employee records are accurate, secure, and audit-ready in ADP (system of record) • Maintain strong compliance discipline, working with our external HR partner where needed • Identify gaps, prioritise improvements, and implement practical solutions that save time and reduce errors

• Vision, plan, manage, and oversee organizational best practices, policies, procedures, guidelines and tools to meet HR goals that support NDWA, NDWA Labs and Care in Action. • Oversee implementation of human resources policies, programs, and practices, identify opportunities for improvement, and oversee execution of HR improvement projects. • Establish, implement, and lead a talent acquisition strategy that includes robust sourcing, selection, and interview practices designed to recruit and hire the sector’s best talent. • Develop and oversee onboarding and orientation processes and systems to ensure comprehensive organizational integration for incoming staff and their ongoing retention. • Manage compensation and oversee benefits structures and programs to ensure alignment with organizational goals, values, vision, budget, market competition, and employee priorities. • Manage relationships with HR vendors and benefits providers. • Create and maintain a positive and inclusive work culture that promotes employee engagement, retention, and development • Communicate and champion the organization’s values, mission, and goals to all employees. • Manage other area-specific HR projects, as necessary. • Design and implement a strategy to optimize and integrate HR technology, enabling managers and employees to easily perform people-related transactions (e.g. benefits enrollment), facilitates delivery of effective HR services, securely stores employee data, and supports people-related decisions. • Provide day to day management of the HR team and coach, mentor and develop HR staff for professional growth. • Manage complex employee relations matters, including but not limited to investigating complaints and preparing recommendations upon conclusion of investigations in a timely manner with professionalism and sensitivity. • Oversee and implement annual performance evaluations and professional development programs, including organization-wide staff development initiatives, individual professional development plans, results tracking, career pathways, and succession planning. • Work with staff to support communicating issues to supervisors, colleagues, and supervisees. • Play a leadership role as part of management in union negotiations. • Manage effective relationships with union representatives, fostering open communication and building positive relationships with both members and representatives. • Interprets and ensures compliance with the collective bargaining agreement and addresses grievances and disciplinary hearings. • Trains supervisors and managers in labor and employee relations matters. • Addresses grievances and disciplinary hearings in partnership with legal counsel in a timely manner. • Ensure compliance with all existing government and legal reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Paid Family Leave (PFL), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and other relevant local and state labor laws.

• Supports the HR team and responsible for employee relations support • Benefits administration • Onboarding and off-boarding of employees • Personnel file compliance • Talent acquisition support • Serve as the initial point of contact for HR related customer service

• Schedule and conduct pre-consultation meetings with the Center, Offices and Programs • Prepare job analysis, specialized experience statements, and assessment questions • Write clear, informative streamlined job opportunity announcements (JOAs) • Post vacancy announcements on USA Staffing • Process all applications received through automated system • Verify candidates' claims of eligibility under CTAP and ICTAP • Provide status notifications to all applicants • Review applications for basic eligibility and minimum qualifications • Support issuance of competitive, merit promotion, etc. • Ensure compliance and guidance to Selecting Official on regulations • Conduct quality review for all recruitment products • Support selectee initial job offer notification • Audit returned certificates and send disposition notices to non-selected candidates • Maintain examining case files • Answer applicant phone calls and rating appeals related to staffing services • Respond to inquiries from agency stakeholders