• Serve as a primary Associate Relations partner, advising leaders on performance management, corrective action, policy interpretation, and employee concerns. • Coach and counsel leaders on effective associate management practices, including performance improvement plans and disciplinary actions. • Investigate and resolve moderately to highly complex associate relations matters (e.g., performance issues, policy violations, harassment, discrimination), recommending appropriate and compliant courses of action. • Partner closely with HR Business Partners, operational leaders, and legal counsel to ensure consistent, fair, and legally sound outcomes. • Provide guidance on federal and state employment laws, helping leaders navigate compliance with confidence. • Support a safe, respectful, and compliant workplace by promoting best practices, confidentiality, and adherence to company policies. • Contribute to associate relations training, policy updates, and continuous improvement initiatives as needed. • Other projects and duties as assigned.

Role Description The Human Resources Generalist I supports the Human Resources team in the execution of core HR processes and programs, working closely with the HR Business Partner (HRBP) and HR Generalist II. This role contributes to employee lifecycle activities, supports employee relations and HR programs, and builds foundational experience across talent acquisition and total rewards. This role is designed as an entry point into the HR Generalist career path, with opportunities to develop skills in employee relations, manager support, and HR program execution. Responsibilities - Support the HRBP and HR Generalist II in the coordination and execution of core HR programs, including performance management cycles, employee changes, and engagement initiatives. - Assist in employee lifecycle processes through documentation, tracking, and follow-up to ensure accuracy and timeliness. - Support offboarding processes, including coordination and documentation. - Contribute to the execution and continuous improvement of HR processes and programs. - Support documentation and tracking of employee relations matters. - Assist in preparing case materials, summaries, and follow-ups. - Participate in employee relations discussions and meetings as appropriate for development. - Maintain strict confidentiality and professionalism when handling sensitive information. - Support select stages of the recruiting process, including interview coordination and candidate communications. - Participate in interviews and debrief discussions to build understanding of talent assessment. - Assist with basic recruiting metrics and reporting. - Support responses to employee and manager inquiries in partnership with the HRBP and HR Generalist II. - Support consistent communication of HR processes and policies. - Maintain and update employee data within HR systems. - Assist with audits and compliance documentation (e.g., personnel records, I-9 tracking). - Support reporting and data collection efforts. - Support the HR team in compensation and benefits-related processes as needed. - Assist with data collection and reporting to support total rewards activities. - Participate in projects related to compensation, benefits, or total rewards programs as appropriate. - Maintain confidentiality when handling sensitive compensation and benefits information. - Support and contribute to HR projects aligned to employee lifecycle, employee relations, and talent initiatives. - Conduct research, data analysis, and process reviews to identify improvement opportunities. - Develop recommendations and support implementation of process enhancements. - Present findings, insights, and recommendations to HR team members. - Partner with the HRBP and HR Generalist to support priority HR initiatives. Qualifications - 0–2 years of experience in Human Resources or a related field (internships applicable). - Strong interest in pursuing a career in Human Resources. - Strong organizational skills and attention to detail. - Excellent communication and interpersonal skills. - Ability to handle sensitive and confidential information with discretion. - Proficiency in Microsoft Office, particularly Excel. Growth & Development - Exposure to employee relations processes and case management. - Participation in HR programs such as performance management and engagement initiatives. - Insight into talent acquisition and hiring processes. - Experience working with HR systems and data. - Visibility into HR business partnership and organizational dynamics. Competencies - Critical Thinking: Proactively seeks innovative solutions and analyzes information to make informed, well-balanced decisions. - Situational Adaptability & Flexibility: Adapts approach in real-time to respond to different situations. - Nimble Learning: Adopts an active approach to learning, viewing both successes and failures as growth opportunities. - Collaborates: Forges strong partnerships to achieve shared goals, actively engaging with others and valuing diverse perspectives. - Action Oriented: Proactively tackles challenges and seizes opportunities with energy and enthusiasm. - Being Resilient: Demonstrates the ability to recover quickly from setbacks, confidently navigating adversity with a positive, results-driven mindset. Benefits - Competitive salary based on your experience and skills. - Bonus Potential (based on role and is discretionary). - 401k plans. - Comprehensive Medical, Dental, and Vision insurance plans. - Tax-free Dependent Care Account. - Life insurance, short-term, and long-term disability. - Excellent PTO policy. - Great work-life balance environment. - Strong supportive teams.

• Preparing payroll, including PTO management and tracking • Assisting with tracking department benefits and expenses • Training and onboarding remote staff

Role Description The Global HRIS Manager is the strategic owner of the Dayforce platform and accountable for how HR technology enables the business. This role serves as the Dayforce Product Owner and Business Owner, translating business needs into a clear system roadmap and ensuring work is delivered in a disciplined, predictable, and customer-focused way. The Global HRIS Manager partners closely with HR Services, Payroll, HR Business Partners, IT, and business leaders to ensure Dayforce is stable, optimized, and continuously improving. This role leads HRIS-related initiatives end-to-end, acting as the project manager for Dayforce workstreams while maintaining strong governance, risk management, and accountability. The Global HRIS Manager is supported by a Global HRIS Analyst, forming a tightly integrated team with clear division of responsibilities: the Manager owns strategy, prioritization, and delivery; the Analyst owns execution and day-to-day system stability. Key Responsibilities - Dayforce Product Ownership & Strategy - Serve as the Product Owner and Business Owner for Dayforce - Define and maintain the Dayforce roadmap aligned to HR, Payroll, and business priorities - Balance short-term operational needs with longer-term optimization and scalability - Ensure Dayforce is used as a strategic asset rather than a transactional system - Project Management & Delivery - Act as the project manager for HRIS-related initiatives and enhancements - Own scope, timelines, dependencies, risks, and delivery for Dayforce workstreams - Coordinate across HR Services, Payroll, HRBPs, IT, and external vendors - Ensure commitments are realistic, clearly communicated, and delivered as promised - Partner with central Project Management for larger enterprise initiatives, while retaining accountability for the Dayforce scope - Business Partnership & Customer Focus - Partner with HR Services as a primary customer of HRIS, ensuring visible momentum and continuous improvement - Work with the Business Liaison to intake, refine, and prioritize business needs - Translate business requirements into system design and configuration decisions - Ensure solutions are practical, scalable, and focused on improving user experience for managers, employees, and HR teams - Governance, Risk & Change Management - Establish and enforce governance for configuration, enhancements, and releases - Lead UAT, regression testing, and release readiness for Dayforce updates and patches - Proactively identify and mitigate payroll, compliance, and data integrity risks - Ensure change is introduced in a controlled, well-communicated manner - Vendor & Stakeholder Management - Manage the Dayforce vendor relationship, including support cases and escalations - Coordinate with Payroll on complex processing issues and upcoming changes - Serve as the escalation point for critical system issues - Communicate status, risks, and outcomes to executive stakeholders - Team Leadership & Development - Lead and support the Global HRIS Analyst, providing direction, prioritization, and coaching - Ensure clear division of labor while fostering a highly collaborative partnership - Create operating rhythms that promote speed, clarity, and accountability - Build documentation, standards, and repeatable processes Qualifications - 5+ years’ experience in HRIS including owning and managing an HRIS System - Subject matter expert in Dayforce with strong understanding of HR Talent modules, Payroll, and Time & Attendance, and Reporting/Dashboard development - Hands-on Dayforce configuration and module implementation experience - Demonstrated global experience leading HRIS projects and system enhancements - Strong project management, prioritization, and stakeholder management skills - Ability to translate business needs into technical solutions - Excellent communication skills with both technical and non-technical audiences - Demonstrated leadership experience managing direct reports or leading technical teams Requirements - Travel Requirement: 0 – 15% domestic or international Preferred Qualifications - Experience supporting payroll processing and compliance-sensitive environments - Familiarity with HRIS governance models and release management - Experience working closely with HR Services, Payroll, and HR Operations teams Compensation and Benefits - Natus offers generous compensation and benefits packages including health benefits - 401k contribution - 7 paid holidays + 2 floating holidays of your choosing - Generous paid time off - Tuition reimbursement assistance program - Eligibility for performance-based bonuses or commissions, where applicable - And more EEO Statement Natus Medical is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, veteran status, disability, sexual orientation, gender identity, or any other protected status.