• Maintain visibility into current and future workforce capacity across offshore, nearshore, and onshore teams • Track open roles, active hiring pipelines, projected capacity gaps, and resource availability • Complete initial resume screening and track recruitment activities and progress toward hiring • Develop staffing and hiring plans in collaboration with stakeholders in operations, sales, and delivery, assessing options for domestic, nearshore, or offshore staffing approaches • Surface risks and mitigations to address understaffing, overcapacity, skill gaps, or delayed hiring • Maintain, improve, and automate capacity tracking tools (e.g., spreadsheets, reports) for clarity and usability • Provide workforce and hiring data to leadership, outlining risks and opportunities that support end-to-end talent lifecycle decisions • Understand the skills, experiences, and growth opportunities of the entire resource workforce through regular touchpoints with employees • Maintain familiarity with Sales proposals and the Opportunity pipeline • Assign the appropriate team to pipeline opportunities or signed engagements in collaboration with VPPC, Sales, and other business leaders at Heller • Provide recommendations and develop business case for hiring approach, timelines, resource allocation, and vendor utilization • Execute against approved workforce plans, hiring plans, resourcing decisions, and targets • Maintain objectivity in all vendor-related decisions, acting in Heller's best interest • Escalate decisions for vendor selection, pricing decisions, or long-term sourcing strategy to VPPC and/or SVP Ops • Identify and address inefficiencies across hiring, onboarding, and staffing workflows • Standardize, improve consistency, and reduce risk across all talent management processes • Document and maintain repeatable workflows related to workforce planning, recruiting, resourcing, vendor operations, and offshore onboarding execution • Improve coordination across People, Delivery, Sales, Operations, and external partners

• Own and continuously enhance the Workday Benefits and Compensation module, ensuring scalable and efficient configuration • Design, build, test, and deploy Open Enrollment configurations end-to-end • Build, modify, and optimize custom Workday reports • Partner cross-functionally with Benefits, HR, Payroll, Finance, and other stakeholders to translate business requirements into Workday solutions • Scope and prioritize Workday releases • Partner with developers and vendors to enhance Workday integrations, troubleshoot issues, and improve benefits data flows • Review proposed system changes to identify opportunities for process improvement and standardization • Triage and configure Workday enhancements or fixes for HCM, Compensation, Payroll, and reporting • Partner with People Operations teams to gather, document, and validate business requirements for programs executed through Workday • Champion, role model, and embed Samsara’s cultural principles as we scale globally and across new offices

• Own and continuously enhance the Workday Benefits and Compensation module, ensuring scalable and efficient configuration • Design, build, test, and deploy Open Enrollment configurations end-to-end • Build, modify, and optimize custom Workday reports • Partner cross-functionally with Benefits, HR, Payroll, Finance, and other stakeholders to translate business requirements into Workday solutions • Scope and prioritize Workday releases • Partner with developers and vendors to enhance Workday integrations, troubleshoot issues, and improve benefits data flows • Review proposed system changes to identify opportunities for process improvement and standardization • Triage and configure Workday enhancements or fixes for HCM, Compensation, Payroll, and reporting • Partner with People Operations teams to gather, document, and validate business requirements for programs executed through Workday • Champion, role model, and embed Samsara’s cultural principles (Focus on Customer Success, Build for the Long Term, Adopt a Growth Mindset, Be Inclusive, Win as a Team) as we scale globally and across new offices

• The People Partner supports business-specific execution of culture, engagement, and people practices. • It coordinates with regional HR roles in support of the business unit/functions it supports. • Within the US, this role is responsible for end-to-end management of employee relations, risk, and workplace issues. • The People Partner operates as a trusted advisor to managers, a hands-on executor of employee relations (ER) processes, and a translator of company-wide programs into local business reality.