• Lead employee relations end-to-end: Manage investigations, terminations, accommodations, and documentation in a way that is fast, calm, and legally defensible, containing issues before they escalate • Build clinician performance management systems: Design and run playbooks, decision trees, and templates so most performance issues are resolved without CEO or Head of Clinical Ops involvement • Operate company-wide people systems: Own PEO administration, payroll coordination, benefits administration, and policy documentation, ensuring clean execution across all employee lifecycle events • Scale clinician lifecycle operations: Streamline onboarding, leaves of absence, exits, and role/status changes; partner with Clinical Ops and Provider Growth to support rapid scaling to **1,000+ clinicians** • Support compensation planning: Conduct competitive market reviews, help create pay bands and raise frameworks, and ensure compensation changes are executed cleanly • Build corporate people systems: Work directly with the CEO to establish consistent processes for the corporate team, including onboarding/offboarding, performance management, and structured feedback

Role Description The company is hiring a Sr. Manager-level People Operations Lead to own the day-to-day immediately: - Payroll - Benefits administration - Employee relations - Accommodations - Terminations Beyond execution, they are looking for someone with the potential to grow into a strategic advisor — thinking through: - Compensation strategy - New people systems - Scaling the HR function as they grow As the first people ops hire, this person will establish the function from the ground up, owning: - Employee relations - Performance management - Lifecycle operations - Compliance - Compensation systems This role requires high ownership and sound judgment, including: - Managing investigations - Coordinating with the PEO - Administering pay and benefits - Working with providers on accommodations requests If you're excited by first-principles thinking, high-stakes problem-solving, and building durable systems from scratch in a fast-moving environment, this role is designed for you. Qualifications - 6–10 years of experience in people operations or human resources within a startup, consulting, or high-growth operational roles - Direct exposure to employee relations and pay/benefits administration - First-principles thinker - Ability to design processes that can handle 1,000+ clinicians - Sound judgment in high-stakes situations - Extremely organized and reliable - Bias for action - Hands-on with systems Requirements - Employee relations experience is non-negotiable - Strong ownership mentality - NYC-based preferred, but open to remote for the right candidate Benefits - Unique culture of thoughtfulness, kindness, and high-performance - Daily lunch together in NYC - Integration of perspectives from experts, including clinicians and autistic self-advocates - Diverse team backgrounds from prestigious firms and schools Company Description The culture is a unique mix of thoughtfulness, kindness, and high-performance. They take time to eat lunch together every single day in NYC, while also setting ambitious goals and holding themselves accountable to them. - Clients first: Solve real problems for clients - Find a Way: Use ingenuity and determination to accomplish goals - Raise the Bar: Grow deliberately and seek feedback - Be a Good Person: Be kind, honest, and respectful

Role Description The People & Culture Generalist serves as the backbone of our North American operations, balancing technical HR excellence with a people-first mindset. This role manages the full employee lifecycle - from offer to offboarding - while ensuring our benefits, payroll, and compliance engines run seamlessly. You aren't just an administrator; you are a partner to our managers and a champion of our company culture. The Why: - SkySpecs is simplifying renewable energy asset management. - We're a fast-paced, proactive team where "staying in your box" isn't a thing. - We offer unlimited PTO, a casual environment, and the autonomy to actually move the needle. - If you want to own your results and help us build a world-class employee experience, you're in the right place. Essential Functions - Employee Experience & Engagement - Front-Line Support: Act as the primary point of contact for North American employee inquiries (ticketing/email), providing empathetic and accurate guidance on policies and benefits. - Engagement & Culture: Operate within the Workleap platform; analyze weekly pulse surveys and partner with management to turn feedback into action. Design initiatives to engage a diverse workforce of field, remote, and office-based teams. - Full Lifecycle Management: Lead the journey from extending offer letters and conducting comprehensive orientations to managing seamless offboarding. - Total Rewards - Benefits & Retirement: Lead annual Open Enrollment and serve as the liaison for brokers. Manage the 401(k) plan, including non-discrimination testing, 5500 filings, and the annual audit. - Leaves & Disability: Serve as the subject matter expert for FMLA, Short-Term Disability (STD), and state-specific paid leave programs, ensuring compliance and empathy throughout the process. - Compensation: Conduct annual compensation benchmarking to ensure internal equity and external competitiveness within the NAM market. Administer compensation changes and annual bonus/merit process. - Talent Operations & Lifecycle - Onboarding Excellence: Facilitate a seamless transition for new hires by managing offer letters, and welcoming them to the Company through a comprehensive orientation program. - Talent Management: Facilitate quarterly talent review meetings with management to identify high-potential employees and address performance gaps. - Employee Relations: Manage the internal ticketing system, providing timely and helpful responses to employee inquiries and resolving low-to-mid-level relations issues. - Performance Management: Deliver our annual review cycle to employees, work with management on performance intervention when needed. - Technical HR Operations - People Analytics: Utilize HR data to provide insights on turnover, engagement, and headcount trends to help leadership make informed decisions. - HRIS: Serve as an administrator for UKG, ensuring data integrity, building custom reports, and optimizing the platform for better user experience. - System Administration: Manage the full UKG Pro suite and UKG Ready for timekeeping. - Payroll Support: Provide critical support to the Finance team for salaried and hourly payroll cycles and timesheets to ensure 100% accuracy, including PTO adjustments and bonus entries. - Compliance & Policy - Multi-State Governance: Manage federal, state and local compliance across ~35 states, ensuring handbook, policies and procedures are current and accurate. - Records & Verifications: Manage employment verifications and maintain digital personnel files with a high degree of confidentiality and accuracy. Qualifications - Bachelor's Degree in Human Resources, Business Administration, or a related field. - SHRM-CP/SCP or PHR/SPHR certification is a significant plus. Requirements - Minimum of 5 years of progressive HR Generalist experience, preferably supporting a distributed, multi-state workforce. - Proficiency in UKG Pro, UKG Ready, Deel, and Workleap are a plus; high proficiency in MS Excel (pivot tables, VLOOKUPs) highly preferred. - Ability to work Eastern Standard Time standard business hours. - Ability to travel to the Ann Arbor office quarterly or more frequently preferred. Competencies - Business Acumen: You understand how People decisions impact our bottom line and our mission in renewable energy. - Process Improvement: You have a "continuous improvement" mindset, always looking to automate or streamline workflows. - Communication: You can explain complex benefit structures or policy changes in a way that is easy for employees to digest. You practice active listening and provide stakeholders with useful guidance. - Problem Solving: You don't just find a mess; you build a better system so the mess doesn't happen again. You take initiative and leverage resources to find solutions. - Organization & Prioritization: A generalist role managing a diverse workforce requires a "black belt" in task management. Prioritization and organization are essential for success. - Attention to Detail: You spot the errors before they become a problem. - Discretion: You handle sensitive information with the highest level of integrity. - One Team Attitude: You're willing to jump in and help wherever needed—no ego, just results. Physical Requirements - Must be able to sit for extended periods (up to 8 hours per day) while performing desk-based computer and phone work.

• Lead and oversee the People Department, including both Talent Acquisition and HR functions, ensuring smooth, high-performing operations fully aligned with business objectives. • Manage, coach, and inspire the team, setting clear direction, priorities, and performance standards • Design and drive forward-looking recruitment strategies to attract and secure top-tier talent across the organization • Partner closely with senior leadership and hiring managers to anticipate workforce needs and translate them into effective hiring plans • Own the end-to-end recruitment function at a strategic level, ensuring consistency, speed, and an exceptional candidate experience • Oversee People Department (HR) operations and ensure smooth execution across the employee lifecycle • Champion People Department (HR) best practices and ensure policies and processes are effectively implemented and followed • Lead onboarding strategy to ensure new hires are engaged and set up for success from day one • Monitor key HR and recruitment metrics, delivering clear insights and recommendations to leadership • Continuously identify opportunities to improve and scale HR and Talent Acquisition processes • Take ownership of additional strategic HR and recruitment initiatives as the business evolves