• Own end-to-end performance of the Population Health (“Protect Seniors”) value chain, from data intake through gap identification, partner engagement, gap closure, and outcome validation • Build and manage relationships with Customer executive sponsors, align on strategic objectives, manage expectations, and ensure overall satisfaction with the Population Health program • Partner closely with the Growth/Commercial team to align go-to-market strategy with execution capabilities on a market-by-market basis, ensuring deals are structured for successful delivery and long-term customer outcomes • Drive adoption of Population Health across the market by engaging ACOs PCP groups and radiology facilities to drive adoption and engagement with our programs • Steer the Executive Leadership Team in defining and executing the Population Health strategy, aligning departmental priorities and driving coordinated action across the organization to achieve optimal business outcomes • Serve as the primary point person for primary care provider partners in the market - driving meaningful engagement with clinical findings, building trust with PCP leadership, and ensuring providers are active participants in the program • Own implementation and deployment of Population Health programs, driving pilot success and ensuring conversion into long-term, scaled partnerships with provider organizations • Work deeply with a cross-functional internal team to plan and execute on Population Health priorities across product, tech, AI and analytics/reporting, readying the organization for scale • Establish KPIs for Population Health program success both internally and externally and work closely with the analytics team to measure and track on-going performance • Build and maintain high-trust relationships with key accounts through proactive in-person engagement to demonstrate Covera’s commitment and deepen long-term partnerships • Play an active role in further building the Covera team by joining interview panels and contributing to cross-company projects after onboarding

• Lead the design, implementation, and continuous improvement of a global total rewards strategy that is competitive, equitable, and aligned with KnowBe4's compensation philosophy across all operating regions • Build and mature international compensation frameworks, replacing US-centric processes with globally consistent, scalable structures that reflect local market conditions and regulatory requirements • Own the full integration and optimization of total rewards data and workflows within Workday, ensuring real-time data integrity, automated workflows, and a seamless employee experience across all geographies • Drive the adoption of AI and advanced analytics tools to automate compensation analysis, surface pay equity insights, model scenario impacts, and reduce manual, error-prone processes • Establish and lead an ongoing global compensation benchmarking program: define benchmark methodology, identify positions below market, and develop a structured multi-year roadmap to close identified gaps in alignment with budget and business priorities • Partner with FP&A, CFO, and Executive Leadership to design and administer compensation programs including base pay, short- and long-term incentives, bonuses, commissions, and RSUs that drive company performance • Conduct regular pay equity analyses across geographies and demographic groups; develop and present action plans to address identified gaps • Simplify and reduce complexity in total rewards operations — rationalizing policies, eliminating redundant processes, and establishing clear governance and decision-making frameworks • Review job descriptions and provide recommended pay ranges in accordance with market data, KnowBe4's compensation philosophy, and budget guidelines • Work with budget owners on annual headcount and compensation budget planning, including total compensation package modeling for new and existing roles • Ensure Total Compensation dashboards within Workday are accurate, current, and well-utilized, with effective employee training and communications • Manage participation in global compensation surveys; analyze and apply findings to maintain market competitiveness • Develop executive presentations and board materials on total rewards strategy, benchmarking results, and gap remediation progress • Lead the HR Analytics function, providing business leaders with data-driven workforce insights and measurement frameworks to support strategic decisions • Perform ad-hoc analysis and projects to support operational and strategic business decisions

• Serve as the executive leader responsible for building an integrated, innovative strategy across enterprise technology, digital transformation, data governance, cybersecurity, and enterprise technology operations • Ensure that infrastructure, enterprise applications, and data capabilities operate as an integrated ecosystem that advances the Alzheimer’s Association’s mission and strategic priorities • Partner closely with members of senior management and enterprise AI leadership to ensure the organization’s technology infrastructure, data environment, governance frameworks, and enterprise systems effectively support responsible and scalable adoption of emerging technologies • Develop and execute a multi-year enterprise technology roadmap aligned with the Association’s strategic plan • Lead a team that establishes enterprise architecture, technology governance, and integration standards • Advise executive leadership and the Board on enterprise technology trends, cybersecurity risks, digital transformation priorities, and the operational implications of emerging technologies • Oversee infrastructure, cloud strategy, cybersecurity, end-user computing, and enterprise IT operations • Provide executive leadership and strategic oversight for enterprise technology capabilities that support organizational effectiveness, operational excellence, and mission impact • Promote scalable, secure, and sustainable technology practices

• Lead the strategy and day-to-day execution of attracting, developing, and retaining world-class teams • Manage the global hiring plan to hit quarterly and annual hiring goals within defined metrics • Build scalable recruiting infrastructure • Establish and track key performance indicators (KPIs) and service level agreements (SLAs) for all Talent Acquisition and Talent Management processes globally • Lead the detailed organizational design and change management planning required to align the three global teams • Partner to redefine performance management, factoring in AI fluency and adoption • Lead succession planning identifying internal high-potentials • Manage the development and deployment of competency frameworks and leadership development programs • Craft the narrative internally and externally regarding talent strategy • Drive deep cross-functional synergy • Inspire "One Team" excellence