• Manage and execute benefits, payroll, terminations, occupational health, and other HR subsystems processes; • Serve as the focal point for employees on matters related to the area, ensuring clarity and responsiveness in support; • Interface with vendors, monitoring SLAs, quality, and opportunities for improvement; • Support the development and review of area policies and processes, with a focus on compliance and governance; • Ensure data accuracy and maintain area controls (spreadsheets, systems, and metrics); • Identify, propose, and implement continuous improvements in processes, aiming for operational efficiency and a better employee experience; • Use tools and technologies (spreadsheets, HR systems, automations, etc.) to increase productivity and scalability; • Support audits and internal controls related to the area.

Role Description The Senior People Operations & Data Partner is a versatile member of the People Team balancing HR operations execution, compensation/total rewards support, and data analytics to drive effective and scalable programs. This role is responsible for ensuring the accuracy, integrity, and operational excellence of HR systems and processes, while also delivering actionable insights through data analysis and dashboarding. A key focus area includes compensation and total rewards analytics, market benchmarking, planning, education and communications. In addition to analytics, this role plays an active part in day-to-day People Operations, including HRIS management, process optimization, and vendor coordination. The ideal candidate brings a strong mix of analytical capability, operational rigor, and business partnership, enabling the People Team to make informed, data-driven decisions while maintaining efficient and compliant operations. What You'll Do - Cross-Functional Partnership: - Partner with HRBPs, Finance, and business leaders to align people data, compensation strategy, and operational execution with organizational goals. - Data & Analytics: - Collect, clean, analyze, and interpret HR data from multiple sources (HRIS, ATS, engagement platforms). - Design, build, and maintain dashboards and visualizations to track key People metrics (e.g., headcount, turnover, time-to-fill). - Deliver recurring and ad hoc reporting to support People Team programs and drive business decisions. - Identify trends, risks, and opportunities in workforce data and provide actionable, data-driven insights. - Translate data insights into clear recommendations for leaders and cross-functional stakeholders. - Compensation & Total Rewards: - Partner on the design, execution, communication/education and analysis of compensation cycles, including merit, bonus, and equity planning. - Own compensation benchmarking by submitting and analyzing market survey data; provide insights and recommendations. - Drive components of total rewards forecasting and workforce cost modeling in partnership with Finance and People leadership. - Maintain and analyze key compensation metrics (e.g., compa-ratio, pay equity, salary bands). - People Operations: - Own the accuracy, integrity, and day-to-day management of HRIS data across systems (e.g., Workday), ensuring consistency across the employee lifecycle. - Manage and triage HRIS tickets internally and as needed in partnership with third-party support vendors; troubleshoot issues and ensure timely resolution. - Support minor HRIS configurations, system updates, and process improvements to enhance efficiency and user experience. - Develop, document, and maintain standardized People Operations processes, templates, and workflows to drive operational excellence. - Identify and implement opportunities to scale People Operations through automation, system enhancements, and improved process design. - Ensure data governance, compliance, and audit readiness across HR systems and complete reporting requirements (e.g., EEO, AAP, internal audits). Qualifications - 4+ years of experience in HR analytics, people operations, or a related data-heavy HR role. - Proficiency in data analysis tools and platforms such as Excel /Google Sheets, Tableau, Looker Studio, and basic SQL. - Experience with HRIS platforms (HRIS implementation experience is a plus). - Strong understanding of HR data and processes (recruiting, comp & benefits, employee relations, etc.). - Ability to manage competing priorities across operations, analytics, and compensation workstreams in a fast-paced environment. - Exceptional attention to detail and commitment to data accuracy. - Excellent communication, collaboration, and project management skills. Benefits - Medical, Dental, and Vision insurance for team members and eligible partners and dependents, including unlimited virtual mental health and acute medical visits. - Mental health benefits, such as the Employee Assistance Program (EAP) and wellness platform subscription, available to all team members. - Flexible Time Off: Take what you need, including volunteer days and mental health days, plus 14 paid, company-wide holidays. - Paid Parental Leave, including adoptive parents. - Employee Resource Groups to connect and engage with colleagues, like Military Veterans. - Tax-advantaged health savings accounts (HSAs), flexible spending accounts (FSAs), and commuter benefits. - 401(k) with Employer Match, immediate vesting, and financial wellness resources. - Life and AD&D insurance, with the option to purchase additional coverage for yourself and your dependents. - Disability Coverage and Accident Insurance. - Pet Insurance. - All necessary equipment to perform duties, including a computer, mouse, keyboard, and other approved WFH supplies.

• Serve as the primary People partner to the GTM leadership team - Sales, CS, Marketing and RevOps - attending staff meetings and acting as a true thinking partner on org strategy, talent, and performance • Support additional business functions as part of a broader PBP remit in partnership with your direct manager, bringing consistent people practices and partnership quality across all client groups • Partner with leaders and managers on the day-to-day work of running healthy organizations - hiring, onboarding, performance differentiation, and manager development • Coach managers through performance conversations, organizational change, and the everyday hard parts of running a team well • Lead complex employee relations matters end-to-end with the documentation rigor and judgment those calls require • Run the people cycles across your client groups - performance reviews, talent calibrations, compensation planning, engagement action planning, and promotions • Use people data to diagnose what’s actually happening across your orgs and bring clear recommendations to the leadership teams you support

• Own the operational backbone of People & Culture, ensuring our processes are reliable, defensible and built for growth. • Maintain accurate HRIS records, org structures and reporting lines • Produce workforce and headcount reporting • Uphold data privacy standards and flag inconsistencies early • Support payroll cycles and documentation • Administer salary, benefits and incentive changes • Maintain compliant, audit-ready compensation records • Coordinate interviews and hiring workflows • Maintain ATS integrity and compliance documentation • Support a consistent, professional candidate experience • Administer performance review cycles and PIP documentation • Execute onboarding and offboarding processes • Support engagement surveys and participation tracking • Coordinate compliance training and maintain completion records • Ensure regulatory training requirements are met • Document workflows and identify gaps • Recommend and support process enhancements • Contribute to building scalable People systems.