• Owns the relationship between HR and leaders of dedicated functional areas of the business. • Drives change management projects and related internal communications. • Acts as an HR consultant for key talent decisions, sharing responsibility for meeting client goals. • Partners with the OneHR global human resources team’s subject matter experts. • Manages complex HR projects as a subject matter expert. • Engages with employees to help drive positive outcomes. • Articulates complex information in a clear manner. • Identifies and prepares development plans for key employees and rotation of talents.

• Employee Contact Handling: Manage internal employee inquiries coming into the Employee Resource Center for resolution. • Decision Making: Making high judgment recommendations in the absence of clear guidance. • Process and Service Delivery Management (low to medium complexity). • Identify and eliminate root causes of high-volume contacts and defects. • Get alignment with HRSC Operation strategy to ensure seamless service delivery. • Project Management: Develop project plans, secure resources, and collaborate effectively across stakeholders and teams to define strategy, goals, and commitment to timelines and deliverables. • Communication/ Stakeholder management: Build and maintain successful partnerships with the respective HR team, Payroll teams, Program Stakeholders, and key business sponsors across the HR organization to remain up to date on their changes and business strategy. • Escalate broken processes to partner teams and recommend solutions to improve overall customer experience. • Process Improvement: Support process enhancements, process redesign, and best practice sharing. • Reporting: Create reports and present trends.

• Serve as first point of contact for leave related inquiries, accommodation requests, ADA requirements, reporting and escalates to HR Manager & legal to review as needed. • Prepares, maintains, and conducts audits and ensures the data integrity in the HRIS system with data audits, leave reports, employee’s status updates related to terminations, leaves, benefits, and other program tracking in UKG. • Investigates, responds, and assists employees with leaves, including carrier inquires. • Communicates ongoingly with office managers, district managers, payroll, and other key stakeholders regarding leave, modified work schedules, and benefits, while managing the end-to-end process. • Develops and delivers training on leaves of absence for management team and continuously identifies best practices for administration and tracking and process improvement. • Coordinates with third-party brokers, vendors, insurance carriers, etc. to ensure timely notifications and accurate communications. • Documents standard work for leaves processing across multi -states work with project management team to determine training opportunities. • Willingness to take on additional HR tasks to support the overall HR functions.

Role Description From serving as a strategic consultant and trusted advisor to organizational leaders and employees, to aligning people strategy with business priorities to drive organizational performance, your work will help us continue to deliver the exceptional financial protection our group members deserve! Responsibilities - Strategic Development: - Advises leaders on succession planning, career development pathways, identifying high-potential employees and creating development plans aligned with business needs. - Employee Relations: - Leads and resolves employee relations issues, including escalated performance concerns, FMLA/leave matters, ADA accommodations, harassment allegations, conflict resolution, and termination processes. - Provides expert guidance to leaders on policy interpretation, corrective action, and best‑practice approaches to employee issues. - Ensures consistent, fair, and legally compliant application of HR policies across client groups. - Conducts exit interviews and provides insights to help drive retention and culture improvements. - Client Group Partnership: - Builds strong, trusted relationships with assigned business leaders to understand their goals, challenges, and workforce needs. - Contributes to the evolution (continuous improvement) of HR policies and frameworks to support business needs and employee experience. - Uses business insights and HR metrics to offer proactive solutions that support organizational health and business outcomes. - Serves as a strategic thought partner on workforce planning, team effectiveness, and talent priorities. - Policy Administration: - Supports the application and interpretation of HR policies, programs, and procedures across the organization. - Partners with Benefits, Compensation, Talent Acquisition, and other HR functions to ensure consistent service delivery to client groups that aligns with long term workforce needs by systemically solving problems. - Guides leaders through the Performance Management and Development process, ensuring quality goal setting, feedback discussions, and development planning to retain and build high-performing teams. - Other duties as required - job may require fulfilling other incidental or related duties as assigned, assisting and training others, and performing duties of higher rated positions from time to time for developmental purposes. Qualifications - High School Diploma or equivalent required. - BA/BS in Human Resources, Business Administration, or related field; or equivalent work experience preferred. - 8 years of HR Generalist, HRBP, or Employee Relations experience required. - 5 years of experience leading teams, providing leadership support, advising managers, leading HR initiatives, or guiding others through complex HR matters required. - HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. - Preferred hiring/work states include Arizona, Colorado, Florida, Idaho, Kansas, Missouri, or Texas. Requirements - The pay range for this position is $103,168.00 - $165,110.00 annually; however, base pay offered may vary depending on job-related knowledge, skills and experience. - The company also offers a full range of medical, financial and other benefits, including eligibility for the company’s performance sharing plan and paid time off such as holidays, vacation, sick and personal holidays. Company Description California Casualty has stood in stark contrast to its competitors for more than eleven decades. With a mission to protect the individuals that serve our communities, and a tight-knit culture stemming from its family ownership, working for California Casualty provides caring and skilled individuals with the opportunity to put down roots and leave work knowing they’ve done more for those who do so much. Owned and operated by the Brown family since 1914, California Casualty writes personal lines home and auto insurance for firefighters, educators, law enforcement, and nurses. In addition to its customer first focus, California Casualty also provides its group-member with unique policy features and affinity-based pricing.