GoGlobal is looking for a proactive, knowledgeable, and people-driven HR Specialist to support employees and client operations across Brazil, Argentina, Chile, and Peru. This role blends hands-on HR process management as well as some technical payroll expertise, ensuring excellent service delivery and full compliance with local labor and tax regulations. You will serve as the primary HR representative for these markets, collaborating closely with cross-functional and cross-border teams. This position requires a self-motivated and solutions-oriented professional, capable of navigating complexity and ambiguity while building processes and relationships that enhance the employee experience across Latin America. Roles & Responsibilities - Serve as a trusted HR point of contact and internal teams, clients and client employees in the region. - Manage our employee lifecycle, including onboarding, contract and policy management, benefits coordination, and offboarding. - Provide expert guidance on local labor and social security laws, ensuring full compliance across all jurisdictions. - Draft and maintain compliant HR documentation (e.g., contracts, handbooks, HR letters) tailored to each country, and each client when applicable. - Monitor labor law updates and conduct independent research to stay ahead of regulatory changes; share updates proactively with internal and client teams. - Collaborate with internal teams (Legal, Finance, Sales, Ops, etc.) on cross-functional initiatives. - Manage supplier-related tasks or local vendor coordination (where applicable). - Provide HR consultancy, and payroll advisory to internal teams, clients and employees in line with each country’s requirements. - Oversee or support year-end payroll processes, audits and reconciliations (e.g., 13th salary, vacation pay, income declarations). - Maintain confidential and audited payroll records, aligned with both local laws and GoGlobal’s global data security standards.

You have seen what happens when HR operates purely in reactive mode. Tickets get closed, forms get filed, fires get put out. But nobody is asking the harder questions: Are we paying people fairly? Are our systems actually connected? Is this manager situation a one-time thing or a pattern? Does leadership even know what they do not know about their people? SureCost does not want that version of HR anymore. SureCost is a PE-backed healthcare technology company that helps pharmacies purchase smarter, stay compliant, and work more efficiently. With approximately 65 employees and a fully remote team, we are at a stage where the business is growing and HR needs to grow with it. We have the foundation: an HRIS, core policies, and an experienced team. What we are missing is the strategic layer. Someone who looks at what exists, sees what is fragmented or underbuilt, and knows exactly how to close the gap. This role reports directly to the CEO and has the full scope of HR: systems, recruiting, compensation, performance, employee relations, and culture. You will be the only HR professional at the company, which means you own all of it. The tactical and the strategic. The day-to-day and the long game. If you are energized by that kind of ownership rather than overwhelmed by it, we should talk. This is NOT the right role if you... - Expect to hand off administrative work to a coordinator or assistant - Need a fully mature, well-documented HR function to be effective - Are more comfortable maintaining systems than assessing and improving them - Have spent most of your career in large HR departments with narrow specialization - Want a role where strategic priorities are handed down to you rather than shaped by you WHEN YOU ARE CONSIDERING A NEW ROLE, YOU HAVE QUESTIONS. HERE ARE THE ONES WE HEAR MOST. What is the current state of HR at SureCost? Functional but fragmented. There is an HRIS, a handbook, and established policies. But some tools and processes have grown up separately rather than as part of a cohesive system. The person in this role before stepped down after doing solid foundational work in a more tactical capacity. The opportunity now is for someone to take a clear-eyed look at what is in place, identify what needs to be connected or rebuilt, and bring a level of strategic thinking to the function that has not existed here yet. What does a typical week look like in this role? It will vary, especially early on. In the first few months, expect a lot of discovery: auditing systems, getting to know the team, sitting with the CEO to understand the business priorities and where HR can make the most impact. Beyond that, a given week might include a recruiting debrief, a compensation benchmarking exercise, a one-on-one with a manager navigating a people issue, and a presentation to leadership on a policy update. There is no typical week. There is a clear mission and your judgment about how to execute it. What does success look like in year one? A consolidated, streamlined HR tech stack with less duplication and more visibility. A compensation philosophy that is documented, defensible, and understood by managers. A recruiting process that is structured and consistent. And a CEO who feels like HR is a function they can rely on strategically, not just a service desk. The bigger goal is that by the end of year one, the HR function reflects the ambition of the business, not just where the business has been. What is the culture like at SureCost? Collaborative, low-ego, and mission-driven. The team genuinely cares about the pharmacies they serve and about each other. Because the company is PE-backed, there is real growth ambition and a bias toward getting things done. Remote-first means the culture lives in communication habits, team rituals, and how people show up for each other without being in the same room. The person who thrives here is someone who builds trust quickly, communicates proactively, and does not need to be the loudest person in the meeting to have influence. What are the benefits like? Competitive health, dental, and vision coverage. 401(k) with company contribution. Annual bonus eligibility. Flexible time off and company holidays. And a direct reporting relationship to the CEO that gives you real visibility into where the business is going and a genuine seat at the table for how it gets there. HOW TO APPLY — PLEASE READ THIS CAREFULLY We are not looking for a polished resume that checks every box. We are looking for someone who has done this kind of work, knows what it actually takes, and can articulate that clearly. Step 1: Submit your application online. Start by completing the online application, where you will upload your resume. You can find the posting and apply directly at surecost.com/careers. Step 2: Send us a cover letter that actually tells us something. In addition to your online application, please email your cover letter (one page maximum, no templates) to aford@surecost.com. We want to hear you answer the following two questions in your own words: - Describe a time you stepped into an HR function that was working but underperforming. What did you find, what did you prioritize, and what changed because of your work? - What is the most common mistake HR professionals make when they inherit a function from someone who was strong tactically but limited strategically? Important: In the subject line of your cover letter email, include the phrase "Ready to Elevate" along with your name. Cover letters that arrive without this phrase will not be reviewed. This is intentional and tells us you read carefully. Your online application gets you in the system. Your cover letter is what gets you noticed. Cover letters that read like they were written to match a job description will not move forward. Cover letters that read like they were written by someone who has actually done this work will. SureCost is an equal opportunity employer. We are committed to building an inclusive environment where people of all backgrounds can do the best work of their careers.

Title: Human Resources Analyst Senior Location: Phoenix United States Job Description: DEPARTMENT OF FORESTRY AND FIRE MANAGEMENT In partnership with local, county, state, and federal agencies, the Arizona Department of Forestry and Fire Management (DFFM) protects Arizona's people by: providing coordination and resource response for the suppression and management of wildland fire; delivering education to aid in wildland fire prevention; providing integrated management strategies, technical assistance and information through various Department programs; collaborating in forest restoration projects; and ensuring fire and life safety through permitting, plan reviews and building inspections. Human Resources Analyst Senior Job Location: Address: 1110 W. Washington St. Suite 500, Phoenix, AZ 85007 Posting Details: Salary: $67,567-$71,000 Annually Grade: 22 Closing Date: Open Until Filled - The first round of resume reviews will be on 04/15/2026* Job Summary: Performs advanced level professional human resources work in classification and compensation, employee recruitment, testing and selection, organizational studies, benefits, and entry into the State's human resources information system while providing excellent customer service. Back-up for recruitment, FMLA, ADA, other leaves of absence, and Workers Compensation. This position may offer the ability to work remotely, within Arizona, based upon the department's business needs and continual meeting of expected performance measures. The State of Arizona strives for a work culture that affords employees flexibility, autonomy, and trust. Across our many agencies, boards, and commissions, many State employees participate in the State's Remote Work Program and are able to work remotely in their homes, in offices, and in hoteling spaces. All work, including remote work, should be performed within Arizona unless an exception is properly authorized in advance. Job Duties: Essential Duties and Responsibilities include but are not limited to: - Provides technical advice and guidance to agency management and agency staff regarding classification actions to include the development and revision of position descriptions, assessing classification and grade assignments to ensure positions are correctly classified in accordance with the State of Arizona classification system. - Conducts thorough salary analyses, offering informed recommendations on salary-related actions ensuring internal equity and conformity to applicable rules and guidelines. Ensures timely processing of salary actions, creates and maintains reports, documents and tracks all salary actions such as salary change requests, spot incentives, etc. - Initiates the recruitment process with the hiring manager and serves as a backup to the Recruitment/Operations Analyst to include preparing and posting announcements, attending job fairs, screening applications, researching & recommending assessments, assisting with developing and reviewing interview questions. Monitoring interviews and other assessments, providing interview panel training, reviewing employment verifications, conducting file reviews, and reviewing motor vehicle records. - Processing performance appraisals, instructional design and facilitation of trainings related to HR projects including the development and facilitation of New Employee/Supervisor Orientation, Recruitment Process, and subjects related to HR policy. - Reports to HR Director and assists with conducting complex duties requiring analysis and decision making when interpreting rules, and making evaluations from ambiguous data. - Assists with maintaining HR related agency policies, research necessary updates, and communicate updates to employees. - This position may also be assigned to various teams and special projects. - Performing human resources system analysis, keying/data entry, researching and analyzing data errors. - Process requests and monitor FMLA, ADA, and other leaves of absences in the absence of the Employee Relations Specialist. - Other duties as assigned as related to the position. Knowledge, Skills & Abilities (KSAs): Knowledge of: - Employment related State and Federal Statutes, regulations, rules, laws, policies and procedures. - Principals and practices of classification, compensation, recruitment, FMLA, ADA, and other leaves of absence. - Analytical techniques. - Research and problem solving techniques. - Human resources systems and procedures. - The techniques, principles, and methods used in recruitment and testing. - Personnel methods and techniques of public personnel administration. Skills in: - Interpret, explain, and make decisions in accordance with personnel rules and departmental policies. - Verbal and written communication. - Time management and organization. - Conducting research, analyzing data and report preparation. - Software applications, to include Microsoft Office, Google Suites (Docs, Sheets, Presentations, Gmail) Ability to: - Plan, organize, and coordinate activities to accomplish work assignments. - Establish and maintain effective working relationships. - Respond to a wide range of human resources inquiries and situations with accuracy and diplomacy. - Write clear, complete, and accurate reports. - Work cooperatively to provide quality customer service. - Learn AZ360. - Maintain confidentiality. - Drive on State business. Selective Preference(s): The ideal candidate for this position will have: - At least 3 years of professional level human resources work. - A degree from an accredited college in a human resources related field or HRCI or SHRM certification. - Previous or current State of Arizona Human Resources work experience. Pre-Employment Requirements: - Valid Arizona Drivers License Any employee operating a motor vehicle on State business must possess and retain a current, valid class-appropriate driver's license, complete all required training, and successfully pass all necessary driver's license record checks. The license must be current, unexpired, and neither revoked nor suspended. Employees who drive on state business are subject to driver's license record checks, must maintain acceptable driving records, and must complete all required driver training. An employee who operates a personally owned vehicle on state business shall maintain the statutorily required liability insurance (see Arizona Administrative Code (A.A.C.) R2-10-207.11). If this position requires driving or the use of a vehicle as an essential function of the job to conduct State business, then the following requirements apply: Driver's License Requirements. All newly hired State employees are subject to and must successfully complete the Electronic Employment Eligibility Verification Program (E-Verify). Benefits: - The State of Arizona provides an excellent comprehensive benefits package including: - Affordable medical, dental, life, and short-term disability insurance plans - Top-ranked retirement and long-term disability plans - 10 paid holidays per year - Paid Parental Leave-Up to 12 weeks per year paid leave for newborn or newly-placed foster/adopted child (pilot program, learn more at hr.az.gov/family-leave-expansion). - Vacation time accrued at 4.00 hours bi-weekly for the first 3 years - Sick time accrued at 3.70 hours bi-weekly - Deferred compensation plan - Wellness plans - Tuition reimbursement eligible after one year of employment By providing the option of a full-time or part-time remote work schedule, employees enjoy improved work/life balance, report higher job satisfaction, and are more productive. Remote work is a management option and not an employee entitlement or right. An agency may terminate a remote work agreement at its discretion. Learn more about the Paid Parental Leave program here. For a complete list of benefits provided by The State of Arizona, please visit our benefits page Retirement: - Positions in this classification participate in the Arizona State Retirement System (ASRS). - Participation is a mandatory condition of employment for all employees who meet the eligibility and membership criteria as defined in statute. - Enrollment eligibility will become effective after 27 weeks of employment. - The current contribution rate is 12.00% Contact Us: If you have any questions please feel free to contact Selene Rojas at srojas@dffm.az.gov for assistance. The State of Arizona is an Equal Opportunity/Reasonable Accommodation Employer. Persons with a disability may request a reasonable accommodation such as a sign language interpreter or an alternative format by calling (623) 236-6664. Requests should be made as early as possible to allow sufficient time to arrange the accommodation.

Role Description The Pharmacy Technician is an important colleague of ArchWell Health Pharmacy Team. Reporting to the Clinical Pharmacist, the Pharmacy Technician will be providing direct patient care and collaborating with other healthcare team members in a virtual environment to optimize the pharmaceutical care for our patients. This individual will conduct patient outreaches per existing protocols and assist patients with navigating the medication use aspects, including reviewing components of their plan benefits. An ideal candidate will have a deep understanding of Medicare Advantage prescription benefits, possess strong attention to detail, and be driven by a passion for providing quality care to seniors. Duties/Responsibilities - Conduct telephonic outreaches and answer incoming calls regarding member’s medication use, including but not limited to medication adherence, refill request, and medication clarification. - Obtain member’s permission and place refill requests with pharmacies via phone or web systems. - Access medication adherence gap portals or lists and review member’s medical chart notes to determine appropriate action. - Review and process pharmacy refill requests, either via faxes, EMR routes, or direct incoming calls, per established protocol while meeting the expected turnaround time. - Collaborate with other pharmacy staff, providers, and their care teams as needed to resolve any issues or discrepancies related to medication use. - Ensure that all tasks are completed timely, documented accurately, and in accordance with regulations (including HIPAA) and organizational standards. - Attend staff meetings and provide input into current trends, process evaluation, and quality improvement. - Assist with other pharmacy departmental initiatives as they become available. - Additional duties, as assigned. Qualifications - Excellent customer service and communication skills, including telephone etiquette skills, active listening skills, and the ability to follow-through with patients or staff members. - Ability to work effectively and respectfully with colleagues and diverse populations including members, staff, providers, and family members. - High degree of emotional intelligence and integrity, resilient and focused work ethic, with adaptability to handle frequent changes with a positive attitude. - Self-starter with the ability to think creatively and work effectively. - Strong attention to detail and possessing good alpha/numeric data entry skills with minimal errors. - Intermediate proficiency in Microsoft Office Suite products including Word, Outlook and Excel plus a variety of other word-processing, spreadsheet, database, e-mail and presentation software. - Ability to travel on occasion for company meetings. Requirements - High school diploma or equivalent education (GED) required. - Registered Pharmacy Technician with a state board of pharmacy. - A minimum of 2 years of experience in operational pharmacy benefits (health plan or PBM), clinic setting, high volume call center, or retail pharmacy. - eClinicalWorks or similar EMR experience. - Experience working with geriatric patients or a medication adherence program is a plus. - Bilingual in English/Spanish highly desired. Company Description ArchWell Health is a new, innovative healthcare provider devoted to improving the lives of our senior members. We deliver best-in-class care at comfortable, accessible neighborhood clinics where seniors can feel at home and become part of a vibrant, wellness-focused community. Our members experience greater continuity of care, as well as the comfort of knowing they will be treated with respect by people who genuinely care about them, their families, and their communities.