• Support the intake, and tracking, of union grievances related to pay, timekeeping, classification, retroactive corrections, dues/fringe deductions, and contract interpretation. • Coordinate with internal partners and site leadership to gather facts, documentation, data extracts, and system records to evaluate grievances. • Support management of end‑to‑end program for processing union retro payments, including timelines, controls, and partner checkpoints. • Develop union-, client-, and site‑specific datasets to ensure accurate retro calculations and payment execution. • Establish manual procedures and batch processes to support union corrections across multiple systems (SAP, ADP, CATS, CADO, and our related platforms). • Create a triage process to create manual workarounds and resolve data issues. • Improve governance framework that defines roles, handoffs, Service level agreements, controls, and escalation paths for unions. • Ensure audit readiness by maintaining complete datasets, calculation logic, exception logs, approvals, and traceable evidence. • Collaborate with internal partners to agree on contract interpretation, dues/fringe rules, and remedy approaches. • Coordinate communications to employees and union representatives regarding changes, timelines, and outcomes. • Document SOPs, playbooks, and training materials for recurring union calculations, data management, and batching procedures. • Analyze recurring defects and causes and recommend sustainable process and system improvements.

• Assist with the onboarding process to ensure completion of all hiring-related paperwork. • Assists with managing staff correspondence (i.e., new hires, promotions, terminations). • Responsible for entering and maintaining EMR, payroll, and HRIS software. • Help with questions related to company policies and procedures. • Maintain current knowledge of state and federal accreditation requirements and guidelines. • Maintain company policies and procedures. • Manage personnel files. • Notify staff when HR credentials are due to expire. • Notify supervisors when 90-day and annual evaluations are due. • Respond to correspondence received from outside organizations. • Responsible for instruction and completion of all trainings/in-services. • Implement the company’s mission and values to maintain a positive work environment. • All other responsibilities as assigned.

• Act as a trusted advisor to senior leaders on workforce planning, organizational design, talent management, succession planning, and change management. • Partner with executive leadership on complex employee relations, performance management, and leadership effectiveness matters. • Lead and manage employee relations matters, including investigations, performance improvement plans, disciplinary actions, and terminations. • Oversee talent processes including performance management, leadership development, career progression, and succession planning. • Partner with Compensation and Finance teams on job leveling, compensation planning, incentive programs, and annual merit and bonus cycles.

• Design & Deliver Learning & Development Programs • Facilitate learning sessions for managers and employees when needed. • Partner with HR Business Partners and business leaders to identify skill gaps and design targeted development initiatives. • Execute Compliance Training Initiatives • Support updates to training content in alignment with evolving regulatory requirements. • Provide reporting and insights to leadership regarding compliance training participation and risk areas. • Support Talent Management & Performance Processes • Create resources that support career pathing and internal mobility. • Analyze performance and engagement data to identify development opportunities and recommend action plans.