• Partner with senior leaders to merge business strategy with people strategies to drive performance and growth • Act as a trusted advisor, providing thought leadership on organizational effectiveness, team dynamics, and leadership capability • Build deep understanding of the business to proactively identify talent risks and opportunities • Advise on organizational design initiatives that optimize structure, scalability, and efficiency • Assess team effectiveness and recommend changes to improve performance, alignment, and accountability • Support change management efforts tied to business transformation and growth • Drive talent planning, succession planning, and leadership development processes • Partner with leaders to identify, develop, and retain top talent • Coach leaders on performance management, including differentiating top performers and addressing underperformance • Provide expert guidance on complex employee relations matters, ensuring consistency and risk mitigation • Coach leaders through difficult conversations and organizational challenges • Identify trends and proactively recommend solutions to improve engagement and retention • Partner with leaders on various compensation matters, reinforcing a pay-for-performance philosophy • Support workforce planning, including headcount strategy, role design, and cost management • Use data and analytics to inform talent and compensation decisions that support organization’s compensation program and philosophy • Champion initiatives that strengthen employee engagement, inclusion, and organizational culture • Partner with leadership to interpret engagement data and drive targeted action plans • Foster a high-performance culture focused on accountability, collaboration, and results • Leverage HR data and analytics to provide actionable insights to leaders • Identify trends across the organization and influence decisions with a data-driven approach • Measure effectiveness of HR initiatives and continuously improve outcomes

Role Description As the Human Resources Business Partner (HRBP), you’ll be a trusted advisor to leaders, helping navigate some of the most meaningful people moments in a fast-growing, mission-driven organization. You’ll lead work across employee relations, workplace investigations, performance management, and leadership coaching. This is a highly visible role where you’ll partner closely with leaders to shape a strong, engaged workforce while ensuring we operate with integrity, compliance, and care. You’ll play a key role in building and evolving our employee relations function, balancing business needs with thoughtful, human-centered practices that support both our team and our mission. What you’ll do - Oversee and develop the employee investigations process ensuring timely and unbiased outcomes - Provide coaching and training to people leaders at all levels, addressing organizational and people-related challenges to foster high performance and employee engagement across the full lifecycle - Collaborate with the People team and business leaders to develop, implement, and deliver talent management programs, retention strategies, and initiatives to build and strengthen organizational culture - Partner with leaders to develop action plans based on team insights - Facilitate the resolution of complex or sensitive workplace matters, maintaining confidentiality and professionalism - Partner with legal and compliance teams to mitigate organizational risk - Oversee and build out employee leave process, ensuring accurate tracking, employee support, and regulatory compliance - Serve as a trusted resource by addressing employee questions and concerns with care, accuracy, and timeliness - Guide both employees and managers in career development, helping create and implement career pathways and development plans - Use data and insights to identify trends, influence decision making, and improve team performance Qualifications - 6+ years of progressive HR/People experience, with a strong focus on employee relations - Proven experience conducting workplace investigations end-to-end - Deep knowledge of U.S. employment laws and regulations - Ability to influence leaders and build trust - Comfortable managing sensitive, high-risk employee situations with tact Requirements - Experience as an HRBP with clinical workforces (nice to have but not required) - AWI certification; SHRM certification or equivalent (nice to have but not required) - Experience working in a healthcare or startup environment (nice to have but not required) - Familiarity with MOUT/SUD and Harm Reduction principles (nice to have but not required) Benefits - Contribute to meaningful, life-saving work! - Comprehensive medical, dental, vision, and short-term disability benefits designed to take care of our employees and their families - Mental Health Services via insurance coverage, including Talkspace and EAP for continuous care - 4 weeks of vacation accrued per calendar year with a tenured increase to 5 weeks at 2 years of employment - Sick leave accrued at 1 hr for every 30 hrs paid - 9 Paid Holidays per year - 12 weeks of 100% paid parental leave for the birth or adoption of a child (after 6 months of employment) - 401(k) retirement savings - Remote friendly with hardware provided to complete your work duties

Role Description We are seeking Lead partnerships with HR tech platforms and benefits administrators to deliver seamless employee benefits solutions. Drive integrations, ensure compliance, and enhance client experience. - Manage relationships with HR tech vendors, benefits platforms, and payroll providers - Oversee integrations and collaborate with IT/product teams for smooth data exchange - Identify growth opportunities and improve service delivery - Ensure compliance (ERISA, HIPAA, ACA) and data security - Track KPIs and drive continuous improvements Qualifications - Bachelor’s degree (Master’s preferred) - 5+ years in HR tech, benefits, or partnership management - Strong knowledge of HRIS, employee benefits, and insurance products - Excellent communication, negotiation, and project management skills Requirements - Experience with platforms like Workday, ADP, or UKG - Knowledge of APIs and data integrations - Strong analytical skills

• Ensure a seamless employee lifecycle while maintaining the integrity of HR data, compliance, and internal support systems • Manage the technical and administrative verification layer of people operations • Operate with independence and proactively surface risks or inefficiencies • Execute end-to-end onboarding for new hires and manage HR reviews, probation, and performance • Build and maintain a comprehensive 'HR Operations Playbook' • Own the HRIS as the canonical source of truth and conduct full audits of employee records • Manage enrollment and termination of team benefit plans and respond to employee inquiries • Partner with Talent Acquisition for information on scorecards & JDs and manage interview scheduling