• Own and scale HR service delivery • Design and run Curana’s HR Help Desk, including SLAs, routing, tiered support, and a searchable knowledge base. • Build and publish dashboards that show volume, turnaround time, root causes, and trends—and use them to drive continuous improvement. • Lead Workday operations and people systems execution • Establish data governance, testing practices, and release/cutover processes that keep the system stable and trustworthy. • Create operational excellence through standardization • Build and govern HR SOPs, documentation, and SharePoint architecture with clear version control and audit cycles. • Ensure Curana is always “audit ready” through strong documentation and process discipline. • Oversee benefits, LOA, and ADA operations • Provide daily oversight of Benefits and LOA teams, resolve escalations, and ensure regulatory compliance. • Drive M&A HR operations • Guide fleet operations governance • Build and develop a high-performing team

• Accountable for developing the People Strategy to enable both short-and-long term functional goals in alignment with Vera’s Corporate goals. • Partner with HR subject matter experts to enable the People Strategy, specifically: • TA to support attracting and hiring critical talent. • Total Rewards to design compensation and benefits to support the hiring, retaining and recognition of employees. • Employee relations to build people manager capability and ensure proactive management of performance. • Communications to support change management and other initiatives. • Talent development to support leadership growth and succession. • Routinely assess the organizational needs as the business evolves to ensure the People Strategy is aligned to goals and meeting business needs. • Advise and coach senior leaders in solving complex issues related to organization design, development, and change leadership. • Participate and lead as appropriate corporate-wide programs that enhance the overall employee experience and support company growth and success overall.

• Independently manage full-cycle recruitment for roles across regions and functions, from workforce planning through offer and close • Partner with hiring managers to clarify role needs, design inclusive hiring strategies, and ensure timely, high-quality hiring outcomes • Lead job posting development, candidate sourcing, interview coordination, and candidate communications to deliver a consistent, equitable experience • Attend and represent the organization at career fairs and recruiting events, engaging directly with candidates and building relationships with key academic and professional partners • Implement and maintain fair, structured, and compliant hiring practices aligned with organizational values and global best practices • Monitor recruitment metrics, identify process improvements, and continuously refine hiring workflows to support organizational growth • Design, administer, and continuously improve the organization’s internship program, ensuring a meaningful, well-supported experience for interns and teams • Develop project plans, timelines, and milestones, ensuring projects are completed on time and within scope • Collaborate with cross-functional teams to gather requirements, allocate resources, and monitor project progress • Identify opportunities to streamline workflows and improve the employee experience through more efficient tools, templates, and guidance materials • Support end-to-end onboarding logistics for new hires and offboarding logistics for departing staff • Serve as an accessible point of contact for staff questions and general HR support requests • Manage core HR administrative tasks to ensure smooth day-to-day operations

• setting and executing Rocketship Public Schools’ human capital strategy in direct service of organizational outcomes, regional success, and long-term sustainability. • reporting to the COO, the SVP, HR is a core member of the Network Executive Team (NET) and serves as a strategic thought partner to regional leadership, the Board, and executive peers on all talent priorities. • lead a high-impact team spanning Human Resources, Talent Acquisition, and Talent Performance & Analytics, while strengthening trust, coherence, and consistency across regions. • shaping Rocketship’s ability to attract, develop, retain, and inspire exceptional talent, with particular emphasis on building representative pipelines, strengthening talent and leadership capacity in regions, and ensuring that HR strategies are responsive, data-informed, and locally grounded. • lead network wide strategies that strengthen team member experience, engagement, trust, and advocacy—ensuring Rocketship is a great place to work where people are proud and excited to recommend to others. • translate team member feedback into meaningful action, and to ensure that improvements in eNPS are driven by authentic changes in leadership practices, systems, and day-to-day employee experience. • regularly present workforce, engagement, retention, and leadership data to the Board and Regional Boards to inform enterprise risk, investment, and growth decisions.