ABOUT THRIVE MARKET Thrive Market was founded in 2014 with a mission to make healthy and sustainable living easy and affordable for everyone. As an online, membership-based market, we deliver the highest quality healthy, and sustainable products at member-only prices, while matching every paid membership with a free one for someone in need. Every day, we leverage innovative technology and member-first thinking to help our over 1,700,000+ members find better products, support better brands, and build a better world in the process. We are also a Certified B Corporation, a Public Benefit Corporation, and a Climate Neutral Certified company. Join us as we bring healthy and sustainable living to millions of Americans in the years to come. THE ROLEWe’re looking for a Senior Human Resources Business Partner (Sr. HRBP) to serve as a strategic partner to our Thrivers across our HQ organization. This role sits at the intersection of People, Operations, and business strategy—owning end-to-end partnership for functional teams and influencing how we design, scale, and support our workforce. As a senior People leader, you will advise on organizational design, workforce planning, and talent strategy while driving high-impact initiatives across performance management, employee relations, and manager and Thriver development. You’ll operate with a high degree of autonomy, balancing strategic advisory with hands-on execution to ensure teams are effective, engaged, and set up to deliver against business goals. This role requires strong business acumen, sound judgment, and the ability to navigate complexity—from coaching senior leaders through difficult decisions to building scalable processes that improve the Thriver experience. You’ll also partner cross-functionally to evolve our People Ops business processes, strengthen operational rigor, and deliver data-driven insights that inform decision-making. Success in this role looks like a trusted advisor to leadership, a driver of high-performing teams, and a builder of People programs that scale with the business. LA based preferred or remote willing to travel up to 20% of time for in-person events (primarily located in the LA area) to support with potential to travel to our Fulfillment Center locations as business needs arise. RESPONSIBILITIES - Serve as the senior strategic People partner to HQ functional leaders, advising on organizational design, workforce planning, operating models, and team effectiveness to drive business outcomes. - Lead end-to-end resolution of complex employee relations matters, including investigations, performance risk, and sensitive escalations, applying strong judgment and deep expertise in California and multi-state employment law. - Own and drive talent management for Thrive HQ, including performance management execution, quarterly calibrations, succession planning, and development strategies that elevate leadership capability and bench strength. - Partner with senior People Ops leaders to guide compensation decisions, including application of leveling, and annual planning, ensuring alignment with internal equity and market competitiveness. - Build and scale manager capability by coaching leaders on feedback, performance management, conflict resolution, and team health to drive highly engaged and productive teams. - Lead change management efforts for organizational shifts, new program rollouts, and business transformations, ensuring strong adoption, clear communication, and minimal disruption. - Design, implement, and continuously improve scalable People programs and processes (performance cycles, engagement strategies, policy frameworks) to support a growing HQ population. - Leverage data, analytics, and workforce insights to identify trends, assess organizational health, and proactively mitigate talent and operational risks. - Ensure consistent application of employment practices and policies, balancing compliance with pragmatic business decision-making. - Partner in the evolution of People systems (e.g., Workday) to enhance reporting, streamline workflows, and improve the end-to-end Thriver experience. - Maintain high operational rigor through data integrity, documentation standards, and disciplined execution across all People processes. QUALIFICATIONS - 8+ years of HRBP or People Business Partner experience in high-growth or complex environments - Strong experience across employee relations, org design, performance management, and talent strategy - Deep knowledge of California employment law; multi-state hourly workforce experience is a plus - Proven ability to influence and partner with senior leaders - Strong analytical mindset with the ability to translate data into action - Experience building or improving People processes and systems at scale - Comfortable operating in ambiguity and balancing strategic and hands-on work - High judgment, discretion, and ability to navigate sensitive situations PREFERRED QUALIFICATIONS - Experience in eCommerce or distributed workforce environments - Exposure to HR tech stack transformations (e.g., Workday implementation or optimization) - Experience supporting both corporate and hourly populations BELONG TO A BETTER COMPANY - Comprehensive health benefits (medical, dental, vision, life and disability) - Competitive salary (DOE) + equity - 401k plan - 9 Observed Holidays - Flexible Paid Time Off - Subsidized ClassPass Membership with access to fitness classes and wellness and beauty experiences - Ability to work in our beautiful office in Playa Vista - Free Thrive Market membership with exclusive employee discount - Coverage for Life Coaching & Therapy Sessions on our holistic mental health and well-being platform JOB INFORMATION - Compensation Description: The pay range for this job is $110,000 - $125,000/per year - Compensation may vary outside of this range depending on several factors, including a candidate’s qualifications, skills, competencies and experience, and geographic location. - Total Compensation includes Base Salary, Stock Options, Health and Wellness Benefits, Flexible PTO, and more! - This position requires traveling to our HQ office in Los Angeles, California, twice a year for all-company summits; once in the summer and once in the winter. We're a community of more than 1 Million + members who are united by a singular belief: It should be easy to find better products, support better brands, make better choices, and build a better world in the process. At Thrive Market, we believe in building a diverse, inclusive, and authentic culture. If you are excited about this role along with our mission and values, we encourage you to apply. Thrive Market is an EEO/Veterans/Disabled/LGBTQ employer At Thrive Market, our goal is to be a diverse and inclusive workplace that is representative, at all job levels, of the members we serve and the communities we operate in. We’re proud to be an inclusive company and an Equal Opportunity Employer and we prohibit discrimination and harassment of any kind. We believe that diversity and inclusion among our teammates is critical to our success as a company, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool. If you’re thinking about joining our team, we expect that you would agree! If you need assistance or accommodation due to a disability, please email us at eeo@thrivemarket.com and we’ll be happy to assist you. Ensure your Thrive Market job offer is legitimate and don't fall victim to fraud. Thrive Market never seeks payment from job applicants. Thrive Market recruiters will only reach out to applicants from an @thrivemarket.com email address. For added security, where possible, apply through our company website at www.thrivemarket.com. © Thrive Market 2026 All rights reserved.

Role Description We are at an inflection point. We are raising the bar on talent, performance, and leadership. Compensation and benefits are one of the most powerful levers we have, shaping who we attract, how we differentiate performance, and how effectively we invest in our workforce. This role owns that lever. You will define how we invest in our people - across cash, equity, and benefits - ensuring we attract and retain top talent while making disciplined trade-offs. You will set the principles and build the systems that allow the company to scale, so leaders can make better decisions, faster, and with consistency. This is one of the highest-leverage roles in the company. You will operate with direct exposure to executive leadership and the board, as well as have a strong voice in shaping decisions that impact our most critical talent investments. #LI-Remote Responsibilities - A strong compensation foundation with an opportunity to further scale clarity, consistency, and decision quality. - Equity and executive compensation programs that need to evolve for the company’s next phase. - A well-established benefits strategy, with an opportunity to continue strengthening competitiveness, scalability, and alignment to company priorities globally. - A business that focused on rigor and partnership, with increasing expectations on how we connect rewards to performance and outcomes. What You Will Own - Compensation as a business lever - Evolve the compensation philosophy anchored in company performance and business strategy. - Translate business priorities into clear pay decisions - who we invest in, how much, and why. - Drive strong, consistent pay-for-performance differentiation across the company. - Lead annual compensation cycles with precision, discipline, and credibility. - Equity and executive compensation - Own the executive compensation strategy, including salary, bonus, and equity programs. - Design and evolve equity programs to effectively attract, retain, and motivate talent across different company stages. - Bring clarity and rigor to complex, high-stakes decisions that directly impact senior leadership and company outcomes. - Benefits as a strategic lever - Build on a strong existing foundation to ensure benefits remain competitive, scalable, and aligned to company priorities. - Partner with the benefits team to evolve programs thoughtfully as the company grows and expands globally. - Ensure benefits investments are well understood, valued by employees, and aligned to business needs. - Maintain the right balance between global consistency and local market competitiveness. - Scale what works - Build Total Rewards frameworks that are clear, consistent, and scalable. - Reduce reliance on exceptions and increase manager accountability by strengthening principles, guardrails, and decision-making quality. - Continuously refine programs based on business needs, market shifts, and talent outcomes. - Leverage data and AI to improve decisions - Use data, analytics, and AI to improve the quality, speed, and scalability of compensation and benefits decisions. - Ensure responsible use of data with strong judgment around privacy, governance, and accuracy. - Embed a proactive insight-led approach across the Total Rewards function. - Build and lead a high-performing Total Rewards team - Build, develop, and retain a team of credible, business-minded compensation and benefits leaders. - Maintain momentum on the team’s business judgment and partnership across the function, ensuring that they operate as strategic partners, not a transactional service. - Create leverage so that the function scales through your team and systems, not just your direct involvement. Qualifications - You’ve done this before: Built or significantly evolved compensation, equity, and benefits programs in complex environments. - Operated in both private and public companies, understanding how expectations shift with scale and how to influence in various contexts. - Deep experience solving business problems with deep global compensation and benefits knowledge, including strong understanding of markets such as India where we have significant employee presence. - You operate at an enterprise level: Connect rewards decisions directly to business performance and company outcomes. - Bring strong business understanding to solve real problems, not just optimize programs. - Make high-quality decisions with incomplete information, balancing talent, cost, and long-term impact. - Set a clear strategic vision for Total Rewards, evolving the function in line with the company’s growth and changing talent landscape. - Think in principles and systems and not one-off solutions. - You are a builder: Create clear, scalable frameworks across compensation and benefits that reduce noise, exceptions, and rework. - Raise the quality of decision-making across the company and not just within your team. - You are obsessed with using AI and automation to build systems that scale as the company grows and evolves. - You build strong teams and partnerships: Attract and develop high-caliber, respected Total Rewards professionals. - Build strong, trusted partnerships with People & Culture and business leaders. - Set a high bar for judgment, business acumen, and partnership. - Build a team that leaders trust and rely on for critical decisions. - You leverage data and AI effectively: Bring practical experience deploying AI within people practices and programs. - Apply strong judgment in the confidentiality and responsible use of compensation data. - Use data and AI to drive better insights and faster decisions. - Continuously modernize how Total Rewards operates through technology. - You are proactive and outcome-oriented: Take a solution-oriented, forward-looking approach, anticipating challenges before they become issues. - Position Total Rewards as a function that helps the business stay ahead. - Balance speed with rigor; simplicity with precision. - Stay focused on what drives outcomes, not theoretical perfection. Benefits - Total Rewards: In addition to a great compensation package, paid time off, and paid parental leave, many Avalara employees are eligible for bonuses. - Health & Wellness: Benefits vary by location but generally include private medical, life, and disability insurance. - Inclusive culture and diversity: Avalara strongly supports diversity, equity, and inclusion, and is committed to integrating them into our business practices and our organizational culture. - We also have a total of 8 employee-run resource groups, each with senior leadership and exec sponsorship.

Role Description - Review and assess domain-specific documents for quality, accuracy, and relevance. - Provide structured feedback to enhance document evaluation projects. - Utilize strong analytical skills to contribute to high-impact evaluations. - Collaborate asynchronously with teams to ensure document standards are met. - Work independently to meet deadlines and improve project outcomes. Qualifications - Must-Have: - Bachelor's degree (minimum) - 2+ years of professional experience in a relevant domain - Strong proficiency in Excel, PowerPoint, and Word - Strong document analysis and review skills - Attention to detail and ability to follow structured guidelines - Preferred: - Based in the United States, Europe, UK, or Canada Company Description Mercor connects elite creative and technical talent with leading AI research labs. Headquartered in San Francisco, our investors include Benchmark, General Catalyst, Peter Thiel, Adam D'Angelo, Larry Summers, and Jack Dorsey.

Role Description The authorization coordinator is responsible for providing accurate and complete data input for precertification requests, verifying insurance, and obtaining authorization as required by each insurance company. The authorization coordinator works closely with branch staff to ensure adequate coordination and transition. This position is eligible for 100% remote but the employee must reside in a state where Enhabit currently operates. The right candidate for this position should be able to work 8:30-5:30 EST. Responsibilities - Provide specific details regarding a patient’s insurance benefits prior to admission - Obtain appropriate authorizations specific to patient’s care - Provide insurance company with all required information within contractual timelines - Verify insurance information and provide specific details of patient benefits in record; include deductible, out-of-pocket, co-pays, co-insurance, and amounts met, as well as in- and out-of-network benefits - Verify secondary insurances if primary insurance is not covered 100% - Assist with in-network agencies if insurance is out-of-network - Verify Medicare eligibility and ensure accuracy of Medicare number in the patient record Qualifications - Must have a high school diploma or equivalent - Two years of college or professional school is preferred - One year of third party eligibility verification experience is preferred - One year experience in insurance authorizations is preferred - One year experience with ICD-10, CPT codes, or HCPCS is preferred Benefits - Comprehensive insurance plans - medical, dental, and vision - Generous paid time off – Up to 30 paid days off per year - 401k retirement savings plan with match - Basic life insurance at no cost to eligible employees - Employee scholarship program - Promote-from-within philosophy - Pay range is $16- $20/hr