• Own multi-state HR compliance and entity management across 25+ states, including state registrations, foreign qualifications, and ongoing compliance monitoring • Partner with leadership on headcount planning, organizational design, and infrastructure development to support our scaling corporate and clinical workforces (W-2 and 1099) • Design and implement compensation strategy, leveling guides, performance frameworks, and total rewards programs across corporate and clinical workforces (FTE and PTE) • Manage payroll operations including reviewing bi-weekly payrolls, troubleshooting issues, processing corrections, managing complex off-cycle scenarios (leaves, terminations), and ensuring accuracy across all pay cycles • Oversee all HR systems, tools, and vendor relationships including Rippling, Lever, Checkr, 401k, and others • Manage benefits administration including enrollment, COBRA setup, carrier coordination, and benefits broker management • Oversee recruiting and onboarding processes for corporate teams, building scalable systems for hiring and new hire integration • Manage employee relations, performance issues, and workplace challenges with empathy and sound judgment; build culture and engagement initiatives including surveys and retention strategies • Own people ops budget and headcount planning; build analytics dashboards and partner with CEO, finance, legal, and clinical leadership on people strategy

• Establish and lead a dedicated "operational engine" for the People team, utilizing Lean Six Sigma and PMP methodologies to standardize project delivery. • Institutionalize a rigorous prioritization framework to eliminate "initiative fatigue," ensuring global resources are focused exclusively on "Big Rock" activities with the highest ROI. • Manage the end-to-end lifecycle of global strategic initiatives, ensuring a 100% completion rate and alignment with enterprise-wide goals. • Maintain a "fixer" mentality, identifying at-risk projects early and pivoting resources to ensure successful delivery. • Define and implement comprehensive change management frameworks to ensure complex transitions—including M&A integrations and new leadership models—are fully adopted rather than just launched. • Design and execute corporate communications strategies that translate complex organizational shifts into clear, actionable narratives for a global workforce. • Mitigate M&A risk by driving a disciplined approach to talent retention and cultural integration, protecting the human capital value of acquisitions. • Act as the "connective tissue" between HR, Finance, Legal, and IT to ensure seamless execution of people-related technology and policy rollouts. • Leverage indirect leadership to drive accountability across matrixed, cross-functional teams where no direct reporting line exists. • Synthesize complex datasets (e.g., GPTW Trust Index©) into executive-level stories that influence decision-making at the ELT level. • Build a measurable roadmap for the organization to become a world-class employer, anchored in data-backed cultural metrics.

• Own the quarterly eNPS process, moving beyond simple reporting to present and execute real strategies that improve team health and retention. • Lead the end-to-end planning of our company outings and annual retreat. • Oversee the coordination of travel and lodging for quarterly team meetings. • Polish the onboarding and offboarding process to remove friction and ensure a high-level experience. • Move us away from stale check-ins and toward a modern, data-driven review cycle that prioritizes timeliness and actual career development. • Partner with our outsourced IT team to coordinate equipment logistics and manage essential access, including employee logins and LastPass. • Mentor and manage our internal HR and recruiting team, setting the bar for speed and accuracy. • Act as a strategic right-hand to our department leaders, helping them navigate team dynamics, workload, and professional growth. • Map individual and team performance metrics directly to company revenue and profitability. • Oversee payroll, benefits, and multi-state tax compliance, while analyzing labor costs to keep us on track with our targets. • Lead our recruitment function to bring in elite talent while significantly reducing the time it takes to hire. • Optimize the screening process so senior leaders only spend time with the highest-quality candidates. • Create a recruitment brand that attracts A-Players who are motivated by high-performance cultures.

• Develop and execute CEA's people strategy in partnership with leadership • Build scalable people systems and processes that support organizational growth • Create a talent strategy and serve as a trusted advisor to leadership on organizational design, talent strategy, and culture • Manage the HR Manager and Recruiting Manager, providing coaching and strategic direction • Set team priorities, define success metrics, and ensure execution against quarterly OKRs • Make strategic decisions about team structure and capacity allocation • Foster collaboration across the recruiting and HR functions • Design and oversee the performance review process, including biannual reviews and probation reviews for new employees • Partner with managers to address performance issues and support employee development • Lead compensation planning, including annual compensation review • Ensure a positive employee experience from recruitment through offboarding • Work with the HR Manager to monitor employee engagement, implementing interventions as needed • Partner with leadership to navigate organizational change and transitions • Ensure compliance with employment laws across all jurisdictions where CEA operates • Lead investigations and resolution of sensitive employee relations issues • Oversee risk assessment for international expansion and new jurisdiction considerations