• Own the strategy and execution of how Instructure grows, develops, and retains its people. • Develop and champion organizational design principles, spans and layers frameworks, and team effectiveness philosophies. • Partner with leaders on workforce planning, succession planning, 9-box calibration, and talent reviews to ensure we have the right people in the right roles. • Lead talent insights and analytics that inform strategic decisions about org structure and capability gaps. • Build talent and organizational effectiveness frameworks that help our workforce develop new capabilities and grow alongside Instructure’s AI-enabled products and ways of working. • Partner with business leaders to assess current-state capabilities, identify future-state skill needs, and create development roadmaps that upskill and prepare our people for what’s next. • Stay ahead of industry trends in AI talent strategies and workforce design, bringing outside-in perspective on how leading tech companies are enabling their people to do their best work with AI. • Lead the design and delivery of our THRIVE performance development framework, including year-end reviews, goal setting, and quarterly check-ins. • Drive adoption and continuous improvement of performance practices that reinforce accountability, growth, and transparency across the organization. • Partner with HRBPs to ensure performance management is embedded in the business—not a once-a-year HR exercise. • Own the end-to-end engagement and employee listening strategy, including survey design, execution, analysis, and action planning. • Translate engagement data into actionable insights for leaders. Build the muscle for managers to own engagement on their teams. • Develop pulse and lifecycle listening mechanisms that give us real-time signal on the employee experience. • Lead Instructure’s DIB strategy and partner with ERG leaders to create meaningful programming and community. • Embed inclusive practices into talent processes—hiring, development, promotions, succession—so DIB isn’t a standalone initiative but how we operate. • Track and report on DIB metrics; advise leadership on where we’re making progress and where we need to push harder.

• Provide online instruction to a maximum load of 70 students • Timely interaction with students and quality assessment of student work • Maintain accurate records and submit when required • Participate in faculty development opportunities • Keep current in the field of study/area of expertise • Proactively engage with students through teaching and forums • Notify University administrator of any course issues

• Deliver Human Resources (HR) services to Access' people leaders and employees • Providing strategic consultation and support for HR programs, including employee engagement, organizational effectiveness, performance management, conflict resolution, and employee relations • Collaborate with the People & Culture team to design, deliver, and execute initiatives and projects that align with Access' People & Culture strategy and business priorities • Support and enhance the development of Access' culture, employee experience, and diversity, equity, and inclusion (DEI) strategies • Develop strong partnerships with people leaders • Recommend solutions and facilitate action plans that align with Access’ business priorities • Participate in the investigation and resolution of employee concerns • Administer Access’ employment policies and procedures • Support the application of disciplinary policies • Contribute to the design, delivery, and administration of Access’ Performance Management process in Workday • Actively promote Access’ Employee Assistance Program (EAP) and wellness initiatives • Manage sensitive and confidential matters, protecting the security of information, data, and files • Ensure that all HR programs, policies, and processes are implemented in a manner that supports the organization’s vision, priorities, and values

Now Hiring: Candidate Experience Specialist (Remote) – Supporting the New England Region Pay Range: $29–$33/hr Full-Time | Monday–Friday | 8:00 AM – 5:00 PM ET At First Student, every safe ride to school starts with a smooth hiring process—and our Candidate Experience Specialists are at the heart of it all. We’re looking for someone based in the New England Region to join our remote team, supporting candidates through each step of their hiring journey, primarily focused on Rhode Island and the surrounding area. What You’ll Do: - Be the main point of contact for new hires after their interview is scheduled through our AI Recruiting Assistant. - Guide candidates through offer acceptance, background checks, paperwork, and pre-employment requirements. - Answer questions, follow up on missing items, and help candidates progress smoothly. - Coordinate with internal teams to ensure training schedules and compliance steps are all set. - Track candidate progress in our applicant tracking system and proactively flag any delays. - Provide clear, timely communication so every new hire feels supported and informed from start to finish. Who Thrives in This Role: - You’re comfortable handling phone and email communication with a friendly, professional touch. - You stay organized, even with a full to-do list. - You have experience in a support, call center, or customer service role and are looking for something more behind-the-scenes. - You’re interested in growing your skills in HR, recruiting, or onboarding. - You enjoy process-driven work and love seeing things through the right way. What We Offer: - 100% remote work environment (New England Region only) - Consistent Monday–Friday schedule, 8:00 AM–5:00 PM ET - PTO and paid holidays - Medical, dental, and vision coverage - 401(k) with company match - Discounts on cell phone plans, car purchases, travel, and more through Perk Spot - Supportive onboarding and a team that values communication and consistency At First Student, we believe that starting off on the right foot sets the stage for long-term success. If you get satisfaction from helping people, staying organized, and making sure new hires feel prepared every step of the way—we’d love to hear from you. First for a reason: At First Student, we are a family of 60,000+ employees who take pride in safely transporting more than 5 million students and passengers to and from their destinations each day! Our family of brands include Transco, Total Transportation, Maggies Paratransit, and GVC II. Our employees are at the forefront of safety and innovation; they create and implement the most advanced training and technology the transportation industry has to offer. In the state of Washington, all technician and driving positions, including but not limited to van drivers and any other position requiring employees to drive a company-owned vehicle, are considered safety-sensitive and are therefore subject to drug and alcohol testing, including cannabis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. First is also committed to providing a drug-free workplace. First will consider for employment qualified applicants with criminal histories consistent with the requirements of the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Ordinance, and any other fair chance law. Philadelphia’s Fair Criminal Record Screening Standards Ordinance Poster is at this link or upon request https://www.phila.gov/media/20210423160847/Fair-Chance-Hiring-law-poster.pdf.