• Lead the end-to-end harmonization of compensation pay structures, leveling frameworks, and incentive programs across legacy HealthEdge and HealthProof entities. • Assess current-state compensation programs across regions and design a future-state global framework. • Identify gaps, redundancies, and inconsistencies between organizations and implement aligned solutions. • Drive change management and communication strategies to support global alignment and adoption. • Partner with Finance and executive leadership to align compensation structures with long-term cost models and growth strategy. • Maintain and operationalize our defined global compensation philosophy, ensuring consistent alignment with business objectives and integration priorities. • Establish governance models to ensure consistent decision-making across regions. • Oversee global base pay, variable pay and equity program administration. • Partner with Finance team on sales compensation plan administration and support. • Ensure equitable and compliant practices across the US, India, Mexico, and the Philippines. • Lead integration of job architecture across both legacy organizations to create a standardized global leveling framework using Aon Radford architecture. • Align job families and market pricing methodologies. • Partner with HRBPs and Talent Acquisition to ensure consistent leveling, pricing, and mobility across geographies. • Serve as the compensation functional lead for Workday implementation and migration. • Ensure harmonized compensation structures are translated accurately into system design. • Drive automation of merit cycles, promotions, incentive plans, and reporting capabilities. • Support VP, Total Rewards with Board and leadership reporting, including executive compensation benchmarking, scenario modeling, and decision support analytics. • Prepare compensation materials and presentations for leadership review, ensuring data accuracy and alignment with company compensation philosophy. • Lead unified global merit and bonus cycles post-integration. • Develop consolidated budget models across geographies. • Ensure consistent communication and enablement for People Partners and leaders globally. • Act as a strategic advisor to senior leaders on compensation decisions during integration and organizational redesign. • Support M&A activity, workforce restructuring, and new market expansion initiatives as needed. • Provide financial modeling to inform leadership decisions. • Ensure compliance with global regulatory frameworks including Equal Pay, FLSA, ERISA, SOX, and applicable international labor laws. • Monitor evolving pay transparency regulations across global markets. • Maintain audit-ready governance and documentation. • Lead and scale a high-performing global compensation team based out of US and India.

• Lead and develop the Logistics Operations team across fulfillment and on-site operations; build a culture of high ownership, strong judgment, and continuous improvement—where ICs are operators who solve problems, not button clickers. • Stand up and scale Sharebite’s in-house driver fleet to transition from a fully third-party model to a hybrid in-house/third-party system; own the build from hiring and onboarding through scheduling, performance management, and cost/quality optimization. • Overhaul logistics workflows end-to-end, including dispatch/DSP and driver assignment, restaurant/driver handoff, last mile and “final 30 feet,” on-site operations, customer experience, ETA accuracy, and driver tracking. • Build reliable, predictable operating processes that other teams can trust and sell against; clearly document how things work, define expectations and inputs for pilots/trials/launches, and ensure smooth execution from day one. • Lean aggressively into AI and automation in partnership with the Director, Customer Care; design an AI-first model for live order operations that reduces manual work, improves consistency, and scales intelligently. • Drive accountability and raise the bar continuously by evaluating roles, scope, and workflows with an eye toward “lifting the floor”; invest in top performers, coach decisively, and make hard calls when standards aren’t met. • Partner cross-functionally with Product, Engineering, Sales, Customer Care, and Restaurant Success to surface operational insights, translate them into requirements, and ensure logistics realities shape roadmap and go-to-market plans. • Own key operational metrics and reporting by defining KPIs and building the mechanisms to track, improve, and forecast performance across on-time delivery, order quality, driver productivity, customer satisfaction, and unit economics. • Serve as the primary escalation point for delivery operations, solving high-severity issues in real time and implementing systemic fixes to prevent recurrence.

• Develop and implement strategic revenue management plans across all segments (transient, group, wholesale, and catering). • Optimize RevPAR through detailed demand forecasting, pricing strategies, and inventory controls. • Conduct in-depth analysis of market trends, STR reports, and competitive positioning to inform pricing decisions. • Lead weekly revenue strategy meetings with property leadership, ensuring alignment on short- and long-term strategies. • Partner with the Director of Sales & Marketing to establish group pricing, displacement analysis, and optimal business mix • Oversee all distribution channels including brand.com, OTAs, GDS, and third-party platforms to ensure proper positioning and rate integrity. • Monitor and manage rate parity, availability, and content across all channels • Maintain and analyze historical data to support forecasting accuracy and strategic planning • Identify opportunities to drive both rooms and F&B revenue, aligning with resort positioning and seasonality. • Act as a key strategic partner to the property leadership team, providing insights to improve overall financial performance.

• Actively seek sales opportunities in collaboration with Inside Sales, Solution Specialists, and Partnerships to generate qualified opportunities • Present to Customers: Utilize information gathered during the needs analysis phase to deliver a compelling demonstration of the Workiva platform (in partnership with Solution Consulting Team) creating a customer belief in the necessity of Workiva solutions • Handle Objections: Skillfully address objections, removing obstacles to gain commitment, solving various client problems with the best possible solution • Close Sales: Guide the sales process to closure by demonstrating the value propositions of Workiva • Report Customer Contacts: Regularly update customer relationship management tools • Forecast Sales: Provide consistent and accurate forward-looking information through pipeline assessment • Plan Sales Strategy: Strategically plan and execute sales strategy with purposeful action to complete the sale • Optimize Internal Resources: Gather internal support for pursuing an account • Prioritize selling activities and follow through in a timely fashion • Maintain a strong knowledge of Workiva solutions through ongoing training