• Serve as the primary HR advisory to VP-level or senior leaders within super-region or functional scope • Provide strategic thought partnership on organization structure, team dynamics, role clarity, and talent planning • Coach leaders through complex people leadership situations including high-impact feedback, organizational change, and development planning • Oversee higher-complexity employee relations matters, including conduct, policy application, and performance management escalations • Monitor workforce trends including retention, vacancy patterns, team climate, and leader capability within assigned function • Lead, coach, and develop HRBP team members to strengthen leadership partnership capability and HR practices

• Lead and manage day-to-day employee relations matters, and partner closely with HR leadership on complex or high-risk cases • Partner closely with managers (including clinical and non-clinical leaders) to navigate sensitive and complex people issues • Ensure consistent application of policies and compliance with employment laws, particularly in a multi-state, healthcare environment • Identify trends and recommend proactive solutions to improve employee experience and mitigate risk • Provide day-to-day HR guidance and coaching to leaders across care teams, operations, and corporate functions • Partner on organizational changes, workforce planning, and performance cycles • Build manager capability in handling performance and employee relations matters • Help identify gaps, streamline workflows, and improve coordination across onboarding, offboarding, and employee lifecycle processes • Co-lead and continuously improve new hire orientation, ensuring a consistent, engaging, and mission-aligned onboarding experience • Serve as a visible HR presence for new employees, helping set expectations and reinforce culture from day one • Support policy development and ensure changes are implemented consistently across the organization • Act as a connective layer between employee relations, operations, and compliance to ensure a cohesive employee experience • Act as a trusted extension of the Senior Director, HR, stepping in to lead or support key initiatives as needed • Help drive clarity in roles, responsibilities, and handoffs across the HR team • Contribute to building scalable, pragmatic HR practices aligned with Twin Health’s growth

• Serve as a trusted HR advisor to Regional and Site Leaders within In-Plant Services, supporting business goals through effective people strategies. • Provide guidance on organizational effectiveness, workforce planning, succession planning, and leadership development. • Partner with operations leadership to support performance management, accountability, and consistent application of company policies. • Lead and manage employee relations matters including investigations, corrective action, performance coaching, and terminations, ensuring consistency and legal compliance. • Collaborate with Talent Acquisition on recruiting strategies for hourly and salaried roles across In-Plant Services sites. • Support leaders through organizational change, growth, and operational transitions.

• Provide support for operational HR routines, ensuring the organization, compilation and monitoring of information related to internal surveys, performance evaluations and corporate forms • Support recruitment processes for operational positions by screening resumes, conducting initial interviews and organizing candidate information, always under the guidance of the responsible HR professional • Maintain a high level of organization, accuracy and adherence to deadlines—especially in a predominantly remote work environment—ensuring the reliability of information and contributing to the smooth flow of HR processes