Company Description #LI-Remote Job Description This role owns the operating model for how Workday work is requested, prioritized, and delivered across HR. Sitting between HR Centers of Excellence (COEs) and HR Technology, it translates business needs into well-defined requirements, manages dependencies between teams, and ensures Workday investment is sequenced against capacity and aligned to HR’s strategic priorities. Success looks like: every piece of Workday work coming through a consistent process, the HR roadmap reflecting real priorities and realistic timelines, HR teams building stronger Workday capability over time, and a platform delivering its full potential. Role Responsibilities: Workday Roadmap & Planning Owns the consolidated cross-HR Workday roadmap — the single integrated view across all COE module roadmaps. Works with COE System Leads and HR Tech to sequence initiatives against capacity and technical constraints, surface interdependencies, and facilitate prioritization decisions when conflicts arise. - Meets bi-weekly with COE System Leads to review priorities, incorporating new requests and changes to capacity or technical constraints - Surfaces interdependencies across COEs — for example, where a Recruiting change affects Pre-boarding, or a Core HCM data change has downstream impacts on Reporting - Prepares clear trade-off options when competing priorities arise, facilitating decisions and ensuring outcomes are documented in the roadmap Governance & Intake Owns the end-to-end process by which Workday change requests are submitted, assessed, and prioritized — from initial intake through to a decision on whether and when work proceeds. - Maintains a standardized intake template grounded in problem definition, impacted users, business goals, and success measures — moving the conversation from ‘what we want to build’ to ‘what problem we are solving and for whom’ - Facilitates a monthly governance forum with CHRO, COE leaders, and HR Tech leadership to review roadmap status and make prioritization decisions - Tracks adherence to the intake process and ensures smaller enhancements move through the system efficiently rather than sitting in backlogs Operating Discipline & Ways of Working - Establishes clear categories of work — major initiatives, enhancements, break/fix, and BAU — with agreed criteria for how each is handled, resourced, and tracked - Sets required artefacts at each stage: a business requirements brief before any build begins; a test plan with defined owners before any deployment - Defines ownership across HR and HR Tech at every handoff point, so nothing falls between teams - Simplifies delivery paths for lower-risk enhancements without compromising quality; introduces consistent sizing practices so estimates are reliable Stakeholder Forums Designs and runs recurring forums to keep HR COEs, HR Tech, and senior leadership aligned on priorities, progress, and decisions: - Monthly Workday Governance Forum — CHRO, COE Heads, HR Tech leadership: roadmap status and prioritization decisions - Bi-weekly COE System Leads Forum — working-level alignment on upcoming work and cross-COE dependencies - Workday Advisory Board — Market HR and HRBP representatives: voice of the business into roadmap and solution design Enablement & Capability Building - Provides COEs with templates and toolkits for process mapping, role matrices, and workflow documentation - Contributes practical input during design sessions on what Workday can and cannot do natively — helping COE System Leads sense-check designs and avoid unnecessary custom configuration - Works with COE System Leads to sharpen requirements briefs from high-level business needs into something specific enough for HR Tech to size and scope - Runs coaching sessions on requirements writing, test planning, and Workday’s data model; stays current on Workday’s product roadmap and brings recommendations to governance HR–HR Tech Integration - Serves as the primary connection point between HR COEs and HR Tech — ensuring needs are clearly understood on both sides - Maintains clear boundaries between HR responsibilities (requirements, UAT, change management) and HR Tech responsibilities (configuration, technical design, deployment) - Identifies and addresses process friction on both sides of the relationship, advocating for improvements wherever they are needed Change Management & User Experience - Maintains a centralized Workday SharePoint site covering roadmap status, ways of working guidance, job aids, and release updates - Provides COEs with standardized templates for change management, training, and communications - Establishes user experience principles ensuring configuration decisions prioritize usability for employees, managers, and HR teams - Tracks Workday usage metrics and NPS, sharing insights to identify where features are underused or further enablement is needed Qualifications: - Hands-on Workday experience across multiple modules (e.g. Core HCM, Recruiting, Compensation, Absence, Reporting) — able to engage substantively in requirements and design conversations - Experience running governance or program management processes in a complex HR or HR Tech environment, including facilitating decisions with senior stakeholders - Proven ability to work across organizational boundaries — bringing together HR, HR Tech, and business stakeholders with different priorities, and producing decisions rather than just discussions - Comfortable operating without direct authority — able to influence and hold people to process through relationships and credibility - Familiarity with product management principles: defining problems before solutions, measuring outcomes not just outputs, and iterating based on user feedback - Knowledge of Workday’s release cycle and product roadmap, with the ability to assess how upcoming features may affect HR’s plans As Workday capability matures, this role can extend to support broader HR systems alignment — applying the same approach across the wider HR technology landscape in partnership with HR Tech. Additional Information This role has a market-competitive salary with an anticipated base compensation of the following range: $165,000-$220,000. Actual salaries will vary depending on a candidate’s experience, qualifications, skills, and location. This role might also be eligible for a sales-based incentive or performance-based bonus. Other benefits include a flexible working environment, comprehensive health insurance, industry-leading parental leave, life insurance, education support, and more. Our Benefits - Flexible working environment - Volunteer time off - LinkedIn Learning - Employee-Assistance-Program (EAP) NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://www.nielseniq.com/global/en/ai-safety-policies. About NIQ NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world’s population. For more information, visit NIQ.com Want to keep up with our latest updates? Follow us on: LinkedIn | Instagram | Twitter | Facebook Our commitment to Diversity, Equity, and Inclusion At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the https://nielseniq.com/global/en/news-center/diversity-inclusion - Career Site Team: Human Resources - Compensation: USD 165000 - USD 220000 - yearly

Overview Working at Atlassian Atlassians can choose where they work – whether in an office, from home, or a combination of the two. That way, Atlassians have more control over supporting their family, personal goals, and other priorities. We can hire people in any country where we have a legal entity. We’re looking for an experienced HR Business Partner to support our R&D organisation, with a focus on Product & Design, through a 12‑month period. You’ll partner closely with Product & Design leaders and their leadership teams as a trusted advisor on all people‑related topics—org design, performance and talent, capability building, and culture. As well as supporting people programs and initiatives. You’ll move comfortably between strategy and execution: shaping the long‑term people agenda for R&D while rolling up your sleeves to solve real‑time issues with leaders and teams. This role is based in Australia and will work with distributed teams across time zones. Responsibilities Key Responsibilities Strategic partnership for Product & Design - Partner with senior Product & Design leaders to understand business and product strategy, and translate it into a clear people plan. - Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across R&D teams and propose data‑driven interventions. - Support organisational design, restructures and workforce planning (e.g. team shape, IC/Manager mix, craft vs. cross‑functional structures) aligned to product and portfolio priorities. - Act as a thought partner on culture, inclusion, leadership effectiveness, and how we build strong product & design organisations over time. Talent, performance & growth - Lead the performance and growth cycles for your client groups (goal‑setting, feedback, calibration, rewards conversations) in line with our global frameworks. - Coach Product & Design leaders and managers to build high‑performing, healthy teams with strong succession pipelines. - Partner with Talent Acquisition on senior hiring (e.g. Group PMs, Heads of Design), role design, and assessment approaches that reflect our craft expectations. - Use talent and performance data to identify capability gaps in areas like product strategy, execution, craft quality, and cross‑functional leadership, then recommend targeted development solutions. Employee relations & manager capability - Provide pragmatic, risk‑aware guidance on complex employee relations matters (performance, conduct, complaints, absence, etc.) in line with Australian employment law and our policies. - Coach managers to handle people issues early and well, building their leadership confidence and capability. - Ensure consistent, fair application of policies and practices across Product & Design teams in Australia and, where relevant, in other regions. Rewards, policy & compliance - Support annual compensation and benefits processes for your client groups, including market reviews, promotions, and pay decisions. - Interpret and apply HR policies and employment legislation in Australia; flag risks and propose options to leaders. - Ensure HR data integrity, documentation and processes meet internal and legal requirements. Change, culture & ways of working - Lead or support people‑related change initiatives within R&D – e.g. reorganisations, new operating models, location strategy, or shifts in how Product & Design work together. - Partner with People CoEs (Talent, Rewards, DEI, Learning, etc.) to roll out global programs and adapt them for the R&D context. - Use engagement, pulse and feedback data from R&D teams to co‑create action plans with leaders and track progress. - Champion inclusive, psychologically safe, high‑performance culture across Product & Design. Qualifications Must‑have - Significant experience as an HR Business Partner (or similar) supporting senior leaders in a complex, matrixed environment. - Experience operating at equivalent level, influencing Director/VP‑level stakeholders and navigating ambiguity with limited oversight. - Strong grounding across core HR domains: org design, performance and talent management, employee relations, rewards, and change management. - Demonstrated experience supporting or leading org design and change in knowledge‑work environments (ideally tech, product, or design‑heavy teams). - Comfortable using data (people metrics, engagement, qualitative insights) to diagnose issues and influence decisions. - Excellent stakeholder management, relationship‑building and communication skills; able to challenge constructively and build trust quickly. - Proven track record of coaching leaders and managers to grow their people leadership capability. Nice‑to‑have - Experience supporting R&D, Product Management, Design, or Engineering organisations. - Experience working with distributed or global teams across time zones. - Familiarity with modern HR tech stacks (e.g. Workday or similar HRIS, Greenhouse or similar ATS, engagement tools). - Professional HR qualification (e.g. CIPD, AHRI, SHRM or equivalent). Contract Details & Benefits - Contract type: 12‑month fixed-term contract (on‑payroll). - Competitive salary and benefits aligned to level and market. - Opportunity to influence key Product & Design leadership teams and shape org outcomes during a pivotal period. - Collaboration with a high‑impact People team and peers supporting other parts of R&D. Atlassian offers a wide range of perks and benefits designed to support you, your family and to help you engage with your local community. Our offerings include health and wellbeing resources, paid volunteer days, and so much more. To learn more, visit go.atlassian.com/perksandbenefits. About Atlassian At Atlassian, we're motivated by a common goal: to unleash the potential of every team. Our software products help teams all over the planet and our solutions are designed for all types of work. Team collaboration through our tools makes what may be impossible alone, possible together. We believe that the unique contributions of all Atlassians create our success. To ensure that our products and culture continue to incorporate everyone's perspectives and experience, we never discriminate based on race, religion, national origin, gender identity or expression, sexual orientation, age, or marital, veteran, or disability status. All your information will be kept confidential according to EEO guidelines. To provide you the best experience, we can support with accommodations or adjustments at any stage of the recruitment process. Simply inform our Recruitment team during your conversation with them. To learn more about our culture and hiring process, visit go.atlassian.com/crh.

Anticipated End Date: 2026-05-31 Position Title: Pharmacy Technician II Job Description: Pharmacy Technician II Hours: 12pm – 8:30pm eastern time zone Virtual: This role enables associates to work virtually full-time, except for required in-person training sessions, providing maximum flexibility and autonomy. This approach promotes productivity, supports work-life integration, and ensures essential face-to-face onboarding and skill development. Alternate locations may be considered if candidates reside within a commuting distance from an office. CarelonRx is a proud member of the Elevance Health family of companies. CarelonRx pairs a strong, clinical-first lens with deep pharmacy expertise to create solutions that improve outcomes, control costs, and enhance each member’s health. The Clinical Pharmacy Care Center (CPCC) is a clinical pharmacy call center that services Medicare, Medicaid, and the Commercial member populations. The members we reach out to have been identified as having gaps in care. Our goal is to close those gaps through education and assistance. Primary duties may include, but are not limited to: - Verifies member information and inputs data for the pharmacists. - Educates members about prescriptions and medication resources or assistance programs. - Educates members on medication adherence-related topics to align closely with STARs Ratings and HEDIS quality measures. - Assists members with scheduling their preventive test/screenings and medication resources or assistance programs. - Makes outreach to members or providers to close care gaps and improve outcomes. Minimum Requirements: - Requires an active, professional license, if required by state law, State Pharmacy Technician Certification or National Certification based on applicable state(s) requirements, to practice as a Pharmacy Technician within the scope of practice in a state or territory of the United States. - Requires H.S. diploma or equivalent and minimum of 2 years of pharmacy experience; or any combination of education and experience, which would provide an equivalent background. . Preferred Skills, Capabilities, and Experiences: - Experience communicating with and supporting Medicaid members preferred. - Call center experience with high call volumes preferred. - Experience in discussing medication adherence preferred. - Proficient in computer systems and multitasking preferred. - Patient care experience preferred. For URAC accredited areas, the following professional competencies apply: Associates in this role are expected to have strong oral, written and interpersonal communication skills, problem-solving skills, facilitation skills, and analytical skills Job Level: Non-Management Non-Exempt Workshift: Job Family: MED > Licensed/Registered Pharmacist/Pharmacy Technician Please be advised that Elevance Health only accepts resumes for compensation from agencies that have a signed agreement with Elevance Health. Any unsolicited resumes, including those submitted to hiring managers, are deemed to be the property of Elevance Health. Who We Are Elevance Health is a health company dedicated to improving lives and communities – and making healthcare simpler. We are a Fortune 25 company with a longstanding history in the healthcare industry, looking for leaders at all levels of the organization who are passionate about making an impact on our members and the communities we serve. How We Work At Elevance Health, we are creating a culture that is designed to advance our strategy but will also lead to personal and professional growth for our associates. Our values and behaviors are the root of our culture. They are how we achieve our strategy, power our business outcomes and drive our shared success - for our consumers, our associates, our communities and our business. We offer a range of market-competitive total rewards that include merit increases, paid holidays, Paid Time Off, and incentive bonus programs (unless covered by a collective bargaining agreement), medical, dental, vision, short and long term disability benefits, 401(k) +match, stock purchase plan, life insurance, wellness programs and financial education resources, to name a few. Elevance Health operates in a Hybrid Workforce Strategy. Unless specified as primarily virtual by the hiring manager, associates are required to work at an Elevance Health location at least once per week, and potentially several times per week. Specific requirements and expectations for time onsite will be discussed as part of the hiring process. The health of our associates and communities is a top priority for Elevance Health. We require all new candidates in certain patient/member-facing roles to become vaccinated against COVID-19 and Influenza. If you are not vaccinated, your offer will be rescinded unless you provide an acceptable explanation. Elevance Health will also follow all relevant federal, state and local laws. Elevance Health is an Equal Employment Opportunity employer, and all qualified applicants will receive consideration for employment without regard to age, citizenship status, color, creed, disability, ethnicity, genetic information, gender (including gender identity and gender expression), marital status, national origin, race, religion, sex, sexual orientation, veteran status or any other status or condition protected by applicable federal, state, or local laws. Applicants who require accommodation to participate in the job application process may contact elevancehealthjobssupport@elevancehealth.com for assistance. Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state, and local laws, including, but not limited to, the Los Angeles County Fair Chance Ordinance and the California Fair Chance Act. Prospective employees required to be screened under Florida law should review the education and awareness resources at HB531 | Florida Agency for Health Care Administration. NOTE: Workday keeps job postings active through 11:59:59 PM on the day before the listed end date. Example: If the end date is 3/13, the posting will automatically come down on 3/12 at 11:59:59 PM. In other words — the job is posted until 3/13, not through 3/13.

Job Description The HR Business Partner (HRBP) is an advisor and performance enabler who partners with business leaders to drive organizational effectiveness through people. As the first point of contact for complex human capital matters, the HRBP delivers high-impact HR solutions aligned with GM’s business purpose, strategy, and culture. - Partner with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation. Build credibility and influence across teams without relying on formal authority.  - Lead organizational design efforts to optimize performance and support transformation.  - Act as a talent scout, identifying performance gaps and strengths across teams. Shape and protect the employee experience to ensure alignment with company values and goals.  - Drive leadership development and build people leader effectiveness.   - Serve as a trusted advisor, guiding leaders through ambiguity and change. Offer clarity, calm, and actionable solutions for complex HR issues.  - Provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk.  - Use data and insights to drive strategic decisions and demonstrate HR’s impact. Apply advanced analytical and problem-solving techniques to resolve non-standard challenges.  - Serve as a catalyst for change during periods of transformation, helping leaders navigate organizational shifts with clarity and confidence. Influence outcomes without authority, shaping direction and driving adoption of new approaches across the broader functional area.  - Guides leaders in applying Total Rewards practices that align with strategy, equity, and market realities. Ensures sound judgment in complex situations and protects the company’s reputation through fair, consistent, and compliant decisions. - Collaborate with Centers of Excellence (COEs) to deliver business-aligned HR solutions. Diagnose root issues and co-create solutions with COEs.  Expertise Recognized as an expert in their field. Applies highly specialized knowledge and extensive practical experience in the area, as well as organizational expertise across multiple areas within a function or across functions. Applies strong business acumen and complex problem-solving techniques to identify, analyze and resolve issues that influence achievement of key functional objectives. Develops new or significantly improves existing policies, methods, and systems. incorporating relevant disciplines, theories, and techniques through independent judgment and discretion. Works independently with broad latitude in decisions and actions in a complex environment. Often acts as a subject matter expert in their area of expertise. Navigates high levels of ambiguity, guiding leaders and teams through transformational shifts with confidence and clarity. Complexity Works on complex issues and assignments that require conceptual thinking, originality and ingenuity of approaches, and a wide application of principles, theories, and concepts to achieve the results. Provides strategic clarity and actionable solutions for highly complex HR issues impacting multiple geographies and business units. Applies advanced diagnostic frameworks and scenario modeling to resolve non-standard, enterprise-level challenges. Understands the interrelationships of different aspects and implications of actions. Designs and develops impactful and innovative solutions to considerably broad and complex problems, often spanning across multiple disciplines within the business unit. Exercises independent judgement in selecting methods and evaluating criteria for obtaining results. Expertly adapts communication style and uses persuasion and occasionally negotiation to convince others to accept new ideas, approaches, concepts, or practices. Operates as a key influencer across global HR functions and business units, delivering cohesive, future-focused solutions. Deals with situations where differing opinions, past practices or experiences may significantly constrain agreement. Scope & Impact Sets objectives and takes responsibility for achieving metrics and Key Performance Indicators that directly influence the attainment of results, providing measurable contributions to HR outcomes and aligning with GM's strategic priorities. Contributes innovative, impactful ideas, and leads large projects with broad visibility. Develops, plans, and implements solutions that require integration of multiple related teams or larger teams of both internal and external stakeholders. Champions change and influence adoption of innovative HR practices. Co-leads complex change management programs, ensuring adoption and sustainability across diverse teams. Role models GM's behaviors necessary to maintain a productive team without inhibiting individuality and personal diversity. May serve as an indirect leader within their function. Their contributions drive the delivery of results that impact various departments and or functions and directly contribute to execution of functional strategies. Serve as a resource and mentor to less experienced HR professionals, providing guidance on complex issues. Identifies recurring team or process challenges and collaborates with HR Centers of Excellence and HR Operations to implement practical, scalable solutions. Qualifications  - Bachelor’s degree in Human Resources, Business Administration, or equivalent professional experience. Advanced degree (MBA or MA in HR) strongly preferred.  - 10+ years of progressive HR experience, including significant exposure to strategic HRBP roles in large, complex organizations.  - Proven track record in enterprise organizational design, leadership development, and global talent management.  - Expertise in HR technology platforms and AI-enabled HR solutions.  - Exceptional communication, proven ability to influence senior stakeholders.  Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. - The salary range for this role is $112,100 - $175,400. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. - Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. - Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Benefits Overview From day one, we're looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire. Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us or call us at 1-800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.