• Partner with our regional leadership and serve as a subject matter expert around talent for teams by understanding hiring needs, position specifications, and search requirements. • Create and execute search strategies to source active & passive candidates through industry research, networking, cold calling, and complex internet searches. • Manage the candidate experience throughout the recruiting process with a high level of integrity, attention to detail and proactive communication. • Negotiate with the selected candidate on salary, benefits, and other terms of employment. • Own and enhance APAC-focused pre-onboarding, onboarding, and offboarding processes, ensuring a seamless employee experience. • Conduct exit interviews and provide insights to inform retention strategies. • Partner with the global team to optimize ServiceNow (SNOW) for the APAC regions, including ticketing workflows and knowledge base (KB) enhancements to drive self-service. • Ensure adherence to APAC employment laws, mandatory training, audits, and local regulatory requirements. • Drive People Ops international compliance deliverables and support audits. • Leverage Workday and other tools to perform regular data audits, produce regional reports, and deliver meaningful workforce insights for leadership. • Identify opportunities for automation and efficiency across HR processes, collaborating with global and regional teams to implement scalable solutions. • Act as a trusted advisor for employees and managers, fostering engagement, ensuring alignment with company values, and driving initiatives that enhance employee satisfaction. • Provide guidance and support to managers and employees on employee relations matters, including performance management, conflict resolution, and policy interpretation. • Support APAC compensation and performance review cycles, including preparing communications, coaching managers, and ensuring consistency and fairness. • Collaborate with executive aligned HRBP team members on regional workforce planning, providing insights, tracking key priorities for the business and other projects.

People Operations Partner Location: Wichita KS US Job Description: Come join our award‑winning team! Syndeo Outsourcing is seeking a People Operations Partner for our headquarters in Wichita, KS. This role supports our internal staff and offers a unique opportunity to practice HR excellence in an environment that values your contributions, working alongside a team that understands and appreciates the complexity of HR, payroll, and benefits administration. Syndeo’s Work Environment, Benefits and Perks: - Flexible work options that allow you to work where you are most productive – in the office or a hybrid model. - A robust benefit package including traditional benefits (medical, dental, vision, etc.) as well as lifestyle benefits like pet insurance (our furry friends are part of the Syndeo family, too!). - Excellent paid time off benefits including paid time off on your birthday and paid time off for volunteering activities so you can participate in community initiatives that you are personally passionate about. - Annual profit-sharing bonuses, community service opportunities, access to local sporting events and more… About This Role: As an HR Outsourcing company delivering expert HR, payroll, and benefits services to our clients, we know what exceptional people support looks like and we're committed to providing that same level of excellence to our own team. We've reached an exciting point in our growth, and we're ready to invest in a dedicated People Operations Partner to support our most important asset: our people. This role will serve as the heartbeat of our employee experience, ensuring our team receives the same best-in-class HR support we deliver to our clients every day. As our People Operations Partner, you'll be the trusted HR advisor who ensures our people leaders and staff feel supported, engaged, and empowered to do their best work. You'll own the full employee lifecycle, from onboarding new hires to navigating complex employee relations situations, coaching managers, and fostering a culture where people thrive. You'll also have the unique advantage of working alongside experts in HR, payroll, and benefits, giving you access to best practices and resources that most internal HR teams can only dream of. The People Operations Partner’s job responsibilities include: - Serve as the go-to HR resource for employees and managers, providing guidance on everything from performance management to workplace policies - Maintain accurate and up-to-date job descriptions and job postings - Recruit for open positions and maintain a recruitment plan to ensure a consistent pipeline of candidates - Assist with the design and delivery of an exceptional onboarding experience that sets new team members up for success - Serve as the Learning Management System (LMS) Administrator, assigning training and monitoring completion - Maintain Employee Handbook, making periodic updates as requested by executive leadership - Partner with leadership on organizational development, talent planning, and culture initiatives - Handle employee relations matters with discretion, fairness, and sound judgment - Coach managers to be more effective leaders and build stronger teams - Serve as the Performance Management System Administrator monitoring the annual IDP lifecycle - Drive engagement initiatives and programs that make this a great place to work - Ensure compliance with employment laws and maintain HR best practices - Own internal HR metrics and analytics to inform decision-making and continuous improvement - Collaborate with our client-facing teams to stay current on HR trends and bring fresh ideas to our internal practices - Serve as main point of contact for internal timekeeping and payroll processing - Serve as main point of contact for internal benefit administration to include newly eligible employees, qualifying live events and open enrollment - Manage office key fobs including new hire issue, lost fobs and fob collection for exiting employees - Coordinate regular maintenance of company fleet vehicles and manage periodic MVR renewals - Process garnishments and verifications of employment - Assist with the planning of office events - Assist with employee wellness initiatives - Assist COO and CFO with Salary Administration Program - Assist CFO and COO with staffing projections - Perform other duties as assigned. Skills & Qualifications: - 3-5 years of progressive HR generalist or business partner experience - SHRM-CP or equivalent certification, or the ability to earn certification within one year of employment - A proactive, solutions-oriented mindset with the ability to work independently - Ability to work in a fast-paced environment - Excellent verbal and written communication skills - Strong problem solving and decision-making skills - Proficiency in MS Office applications - Ability to pass pre-employment screenings About Syndeo: We are on a mission to alleviate the relentless struggle of business owners and HR departments to recruit, retain, engage, and support a committed workforce. We help them care for their people with heroic services to make being a business owner easier. Our specialty lies in fostering deep engagement among employees that grows into thriving workplace culture, and we started with our own. We believe giving employees the freedom to achieve self-actualization ultimately leads to significant business growth. Our work matters for the companies we work with because we make it easier to stay in business. Guided by our non-negotiables, we focus on serving people, not just accounts. We are all on the same team striving for the same goals. Join a team specializing in developing dynamic company cultures, treating people with respect, and innovating for the future. We are always looking for professionals who share our passion and principles to join forces with us.

Base Salary Range: 151000 - 236000 Company Description Nexthink is the leader in digital employee experience management software. The company provides IT leaders with unprecedented insight allowing them to see, diagnose and fix issues at scale impacting employees anywhere, with any application or network, before employees notice the issue. As the first solution to allow IT to progress from reactive problem solving to proactive optimization, Nexthink enables its more than 1,300 customersto provide better digital experiences to more than 18 million employees. Dual headquartered in Lausanne, Switzerland and Boston, Massachusetts, Nexthink has 9 offices worldwide. Job Description This is a newly created Director-level role at the intersection of three agendas that matter deeply to Nexthink right now: building a world-class Total Rewards function, driving a significant Workday implementation to a successful landing, and accelerating the use of AI and automation across HR operations. You will report directly to the Chief People Officer and manage the HRIS team, operating as a peer to our HR Business Partnering, Talent Acquisition, and Talent Success leads. This is not a caretaker role. Nexthink has an established compensation framework - your job is to own it, administer it with rigor, and evolve it as our workforce grows across 19 countries. You will be the most senior HR voice on total rewards and people technology, ensuring our compensation programs remain competitive, equitable, and scalable as the business scales. You will partner with a dedicated Workday implementation team in Business Transformation who own project delivery - meaning you bring the HR expertise and compensation design authority, while they deliver the technical build. If you want to own a compensation function that matters, shape how a growing global technology company evolves its people programs, and do it with direct access to the CPO and leadership team - this is the opportunity. What You Will Own Total Rewards - Own and administer Nexthink's established global compensation framework: maintain job architecture, grade profiles, and salary bands across 19 countries, ensuring they remain accurate, competitive, and fit for purpose as the workforce grows - Run the annual compensation cycle end-to-end - merit and bonus plan design, manager self-service in Workday Advanced Compensation, approval workflows, and compensation statements - Run the annual compensation benchmarking cycle: manage market data partners, analyse results against the existing framework, and recommend targeted band adjustments to the CPO as the workforce and market evolve - Own pay equity monitoring: run the annual pay equity review against the existing framework, surface findings to the CPO, and manage remediation tracking across all geographies - Advise HR Business Partners on offer, promotion, and retention decisions - as the most senior compensation authority in the People & Talent function - Design compensation models for cross-border relocations in support of the company's geographic growth strategy - Support equity plan administration in partnership with Finance and Legal: grant communication, vesting schedules, and ownership transition impacts - Partner with Finance on headcount cost modelling, compensation scenario planning, and people data inputs for financial planning People Systems & HRIS Leadership - Lead and develop the HRIS team, setting direction and building capability to serve as a trusted partner across HR, Finance, and IT - Serve as the HR function's senior authority on Workday: own people requirements for the ongoing Workday implementation, make binding design decisions on compensation module configuration, and sign off on deliverables before go-live - Partner with the Business Transformation Workday team - you bring HR and compensation expertise; they own technical project delivery; together you make the implementation land - Own Workday data governance: org hierarchy accuracy, position management discipline, compensation data quality, and the standards that give Finance and payroll confidence in the system - Manage the ongoing Workday roadmap for HR: release management, future module expansions, and integration health with payroll, Finance, and IT systems - Build the people analytics foundation: define core metrics, produce the CPO and leadership dashboard, and establish the data infrastructure for future analytics investment AI & HR Transformation - Lead the People & Talent AI adoption roadmap - identify highest-leverage opportunities for a lean HR team and sequence delivery by impact and effort - Drive the first wave of HR automation: onboarding workflows from Workday hire events, AI-assisted policy Q&A, job description generation tied to the job architecture, and compensation cycle automation - Evaluate and implement AI vendor tools that augment Workday and the broader HR function - conversational assistants, analytics layers, and document intelligence - Build a clear ROI measurement framework for every automation deployed: time saved, error reduction, and HR capacity freed - documented for leadership and board review - Partner with IT, Legal, and Business Transformation on AI governance, GDPR compliance, and data residency across all operating countries Qualifications - Senior Total Rewards, Compensation, or HR Technology leadership experience - you have administered and evolved compensation frameworks, run benchmarking cycles, and managed annual merit and bonus programs at a global company - Workday expertise in HCM and Advanced Compensation - you understand how the system is structured, can make informed design decisions alongside a technical implementation team, and can hold a Workday partner accountable to HR requirements - People management experience - you know how to develop HRIS or HR operations professionals and build a high-trust, high-output team - A genuine track record of driving process change through technology or automation - something you built or deployed that produced measurable outcomes - Strong analytical fluency - comfortable modelling compensation scenarios, building geo-differentiated salary band frameworks, and presenting methodology to a CFO or senior leadership team - Ability to operate effectively in a global, multi-currency environment with payroll complexity, EOR arrangements, and multi-country data considerations - Excellent stakeholder communication - you can translate complex compensation and systems decisions into clear guidance for HRBPs, managers, Finance partners, and senior leadership #LI-Hybrid Additional Information We are the pioneers and trailblazers of a global IT Market Category (DEX) that is shaping the future of how the world works, giving our customers' IT Teams total digital visibility across their enterprise. Our innovative solutions integrate real-time analytics, automation, and employee feedback across all endpoints. This enables our IT teams to solve complex technical challenges, create ever more productive workplaces, and deliver happy, satisfied employees in the digital workplace. Total Rewards @ Nexthink At Nexthink, we offer one of the most comprehensive and generous benefits plans. Your total rewards compensation package includes base salary and may also include a commission or performance bonus plan. We provide our US employees with 100% covered company benefits that consist of health, dental, vision as well as access to life insurance, long-term disability, and accidental death/personal loss coverage. In addition, we offer: - Flexible Hours and unlimited vacation (employees have unlimited paid time off on top of the 15 days of holidays we offer), 11 company-paid holidays, and 3 extra days for volunteering. - Hybrid work model that balances office and remote work, with structured onboarding to foster connections and team integration. - Free access to professional training platforms to explore your interests and enhance your skills. - Up to 16 weeks of paid leave for birthing parents/primary caregivers, 6 weeks for secondary caregivers. - Plan for the future with a 401(k) plan featuring up to 4% company matching contributions, vesting immediately, to grow your retirement savings. - Bonuses for referring successful hires after three months of continuous employment. Base salary ranges are determined by country, role, level, experience, and skills. The range displayed on each job posting reflects Nexthink's good faith determination of the minimum and maximum targets for new hire salaries across all US locations. Individual pay is determined by related factors, including job skills, experience, and relevant education or training, which may impact a final offer. Your Talent Acquisition Partner can share more about the specific salary range during the hiring process.

Title: People Experience Manager Location: New York City, New York Job Description: Garner’s mission is to transform the healthcare economy, delivering high-quality and affordable care for all. We are fundamentally reimagining how healthcare works in the U.S. by partnering with employers to redesign healthcare benefits using clear incentives and powerful, data-driven insights. Our approach guides employees to higher-quality, lower-cost care, creating a system that works better for everyone. Patients achieve better health outcomes, employers spend healthcare dollars more effectively, and physicians are rewarded for delivering exceptional care rather than performing more procedures. Garner is one of the fastest-growing healthcare technology companies in the country. Our products are trusted by the most sophisticated employers and providers in the industry, and we are building a team of talented, mission-driven individuals who are motivated to make a meaningful impact on healthcare at scale. About the role: We’re looking for an exceptional People Experience Manager to join our People Team and lead our Employee Experience and Facilities functions. This role is responsible for designing and scaling the programs, environments, and systems that enable Garner’s team to perform at the highest level. You will play a critical role in shaping a hybrid work experience that attracts top talent, accelerates onboarding, strengthens culture, and enables employees to do the best work of their careers. This is a highly cross-functional, high-impact role reporting to the Head of People, with two direct reports. Where you will work: This role will be based in our New York City office (in the Financial District). You must be willing to work in the office at least 3 days per week on Tuesday, Wednesday and Thursday. What you will do: - Onboarding: Design and continuously improve a best-in-class onboarding experience that enables new hires to contribute meaningfully from Day 1 - Recognition & Milestones: Build and scale programs that make our employees feel valued and motivated to continue pushing boundaries, and celebrate key moments across the employee journey - Engagement & Social Infrastructure: Architect high-quality offsites, events, and social programs that strengthen relationships and foster collaboration - Hybrid Work Experience: Define and operationalize ways of working that maximize efficiency and inclusion across in-person and remote teams - Culture & Organizational Development: Partner with the Head of People to identify organizational gaps and design targeted programs that reinforce a high-performance, feedback-driven culture - Workplace Operations: Oversee office operations and manage the Office Manager to ensure a seamless, safe, and fulfilling in-office experience - Vendor & Budget Management: Own vendor selection, relationships, and budgets across Facilities and Employee Experience to ensure scalable, high-impact operations - Real Estate Planning: Partner with Finance and IT to proactively plan and execute on office expansion needs as headcount scales rapidly The ideal candidate has: - Experience across both startups and mature companies, including at least 2 years leading an Employee Experience function and at least 1 year leading a Facilities function - Ability to simultaneously manage a wide variety of both strategic and operational workstreams - Propensity to think in terms of systems, always seeing the full picture and designing for scale - Strong analytical and technical abilities, including proficiency in Google Sheets and Claude Code (or similar) - Proven ability to build and lead a high-impact team, setting a high bar for execution and investing in the growth of their people - Deep belief that employee experience should directly enable business performance - A desire to be a part of a high-performing, mission-driven team that operates with intense urgency, a strong sense of individual accountability, and a commitment to authentic feedback This is a unique opportunity to join a fast-growing company in a transformative role, helping shape the future of healthcare. Please note: we are unable to sponsor or take over sponsorship of an employment visa at this time. Compensation Transparency: The target base compensation range for this position is $150,000-$180,000. Individual compensation for this role will depend on various factors, including qualifications, skills, and applicable laws. In addition to base compensation, this role is eligible to participate in our equity incentive and competitive benefits plans, including but not limited to: flexible PTO, Medical/Dental/Vision plan options, 401(k) with company match, flexible spending accounts, Teladoc Health and more. Fraud and Security Notice: Please be aware of recent job scam attempts. Our recruiters use getgarner.com and garnerhealth.com email domains exclusively. If you have been contacted by someone claiming to be a Garner recruiter or a hiring manager from a different domain about a potential job, please report it to law enforcement here and to candidateprotection@garnerhealth.com. Equal Employment Opportunity: Garner Health is proud to be an Equal Employment Opportunity employer and values diversity in the workplace. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics. Garner Health is committed to providing accommodations for qualified individuals with disabilities in our recruiting process. If you need assistance or an accommodation due to a disability, you may contact us at talent@garnerhealth.com.