• Own and administer Rippling end to end: onboarding and offboarding workflows, payroll cycles, benefits enrollment, compliance features, app provisioning, learning and training programs, and custom reporting • Run full-cycle recruiting coordination including job postings, interview scheduling, offer letters, and background checks • Design and execute onboarding and engagement programs that get new employee and contractor hires up to speed, excited, and set up for success from Day 1 • Administer all employee benefits including health, dental, vision, 401k, and FSA, including open enrollment and ongoing employee questions • Maintain all personnel files and HR documentation to ensure audit readiness • Serve as the first point of contact for employee and contractor questions on policies, benefits, and HR matters • Support managers with performance conversations and employee relations issues; escalate complex matters to the CAO or outside counsel as appropriate • Maintain and update the employee handbook and HR policies as we grow • Ensure ongoing compliance with federal, state, and local employment law across our distributed workforce • Manage workers compensation, required filings, and leave administration • Support office and administrative operations including vendor management and contract tracking • Help plan team events, all-hands, and culture-building moments

Title: Director, People Business Partner Location: Austin, TX/Akron, Ohio/Irvine, CA / Denver, CO / Silicon Valley Region Job Description: Restaurant365 is a SaaS company disrupting the restaurant industry! Our cloud-based platform provides a unique, centralized solution for accounting and back-office operations for restaurants. Restaurant365's culture is focused on empowering team members to produce top-notch results while elevating their skills. We're constantly evolving and improving to make sure we are and always will be "Best in Class" ... and we want that for you too! The Director, People Business Partner is a senior People leader responsible for shaping and operationalizing the People Business Partner model at Restaurant365. This role serves as a strategic advisor to executives and senior leaders, leads and guides the PBP team, and builds scalable processes, playbooks, and best practices that strengthen how People partners support the business. This leader will align workforce, talent, organization, and leadership strategies to business priorities across multiple functions and growth stages. The role is both strategic and hands-on-setting direction for the PBP function while also rolling up sleeves to directly support executives and critical client groups as needed. The Director will drive consistency, rigor, and measurable outcomes across workforce planning, organization design, talent management, performance, employee relations, compensation partnership, people analytics, and change leadership while helping R365 scale in a practical, people-centered way. How you'll add value: PBP Function Leadership & Operating Model - Lead, coach, and develop the People Business Partner team, setting clear expectations, priorities, and service standards. - Build, refine, and operationalize the PBP model, including core processes, playbooks, tools, templates, and best practices that improve consistency, quality, and scale. - Establish team operating rhythms for workforce planning, talent reviews, organizational changes, performance cycles, and executive partnership. - Guide PBPs on complex business, talent, and employee matters while elevating overall capability, judgment, and partnership across the team. - Partner across the People Team to ensure strong alignment among PBPs, People Operations, Talent Acquisition, Total Rewards, Learning & Experience, and Legal. Executive Partnership & Business Support - Serve as the strategic People advisor to assigned executives and senior leaders, translating business priorities into practical people strategies and actions. - Roll up sleeves to directly support executive leaders and client groups as needed, particularly during business-critical moments, leadership transitions, restructures, or gaps in coverage. - Use strong business acumen, data, and judgment to advise on organizational effectiveness, talent needs, team design, leadership capability, and employee experience. - Build trusted relationships with leaders and provide direct, thoughtful coaching on performance, leadership, team health, and change. Workforce, Talent & Organization - Lead workforce planning efforts with leaders and FP&A to align headcount, capabilities, and organizational structure with company strategy and budgets. - Partner on organization design, role clarity, leveling, job architecture, and position management to support growth, efficiency, and scale. - Drive talent management processes including performance reviews, talent assessment, succession planning, leadership development, and career growth. - Partner with leaders to identify organizational risks, capability gaps, retention concerns, and development priorities, and turn those insights into action. - Support global and evolving business needs, including organizational changes tied to new functions, international growth, or Mexico operations, as applicable. Employee Relations, Risk & Change Leadership - Act as a senior escalation point for complex and sensitive employee relations matters, balancing business needs, employee experience, and risk. - Guide leaders and PBPs on investigations, performance matters, corrective action, leaves, accommodations, policy interpretation, and sensitive employment decisions. - Ensure People practices and decisions align with company policy and applicable employment laws and are applied thoughtfully and consistently. - Lead the people side of change initiatives, restructures, leadership transitions, and process improvements with clear communication and sound change management. Analytics, AI & Operational Excellence - Leverage Workday, people analytics, AI, and automation tools to improve insight, speed, and consistency in HR business partnering work. - Identify repeatable workflows that can be simplified, standardized, or automated across the PBP model, including reporting, documentation, communications, and knowledge management. - Define and monitor key people metrics to inform decisions and measure impact across talent, organization, and workforce outcomes. - Sets and ensures responsible use of AI and automation in HR workflows with guardrails and appropriate attention to privacy, data quality, bias mitigation, and good judgment in alignment with R365 AI guidelines. What you'll need to be successful in this role: - 12-15+ years progressive Human Resources/People experience, with significant time as a strategic HR/People Business Partner supporting senior leaders in matrixed, high‑growth organizations; experience in SaaS and/or pre‑IPO environments strongly preferred. - 5+ years of people leadership experience, including directly managing and developing HR/People Business Partner teams and/or HR centers of expertise. - Proven success building and scaling HRBP/PBP processes, operating models, and best practices that improve effectiveness, consistency, and business impact. - Strong experience partnering with executives on workforce planning, organization design, leadership effectiveness, talent strategy, performance management, and organizational change. - Demonstrated ability to operate as both a strategic leader and hands-on business partner, with a willingness to step in directly where needed. - Strong employee relations capability and sound judgment in managing sensitive and complex people matters. - Experience partnering on compensation matters, including market alignment, promotions, and variable or sales incentive plans. - Strong analytical, systems-thinking, and problem-solving skills, with the ability to use data to shape recommendations and decisions. - Demonstrated experience using AI, automation, and digital tools to improve HR workflows, efficiency, and quality of work. - Strong understanding of employment law, HR practices, and risk management principles. - Excellent communication, coaching, and executive presence with the ability to influence leaders at all levels. - Bachelor's degree in Human Resources, Business, or related field, or equivalent experience. - SPHR, SHRM-SCP, or similar certification preferred. - Proficiency with Workday, HRIS tools, Microsoft Office, people analytics/reporting tools, and AI-enabled productivity platforms. - Ability to travel up to ~10-15% based on business needs (e.g., key leadership meetings, onsite support for major changes, Mexico office visits). Core Competencies - HR Knowledge and Expertise - Deep, current understanding of HR/People practices and employment law, and when to bring in specialists. - Strategic Business Acumen - Connects People strategy to business priorities, SaaS metrics, and financial outcomes. - Customer Focus & Stakeholder Partnership - Anticipates leader and employee needs; delivers practical solutions and high‑quality partnership. - Analytical & Critical Thinking - Uses data, insight, and systems perspective to diagnose problems and design sustainable solutions. - Builds Relationships, Trust & Credibility - Seen as a trusted advisor who can give honest, direct feedback that leaders act on. - Social Agility & Influence - Navigates complex, matrixed environments and drives alignment across diverse stakeholders. - Collaborative & Inclusive - Champions inclusion, psychological safety, and diverse perspectives in decision‑making. - Change Leadership & Organizational Design - Leads through ambiguity and complexity; designs structures and processes that enable growth. - Effective Communicator & Coach - Communicates with clarity and empathy; coaches leaders and PBPs to higher performance. - Digital Fluency, AI & Automation - Comfortably adopts, experiments with, and scales digital, AI, and automation tools in HR workflows while ensuring responsible, ethical, and inclusive use. - Proactive & Results‑Driven - Takes initiative, drives accountability, and delivers measurable outcomes for the business and employees. R365 Team Member Benefits & Compensation - This position has a salary of $160,000-195,000. The above rate represents the expected salary for this position. The actual salary may vary based upon several factors, including, but not limited to, relevant skills/experience, time in the role, business line, and geographic location. Restaurant365 focuses on equitable pay for our team and aims for transparency with our pay practices. - Comprehensive medical benefits, 100% paid for employee - 401k + matching - Equity Option Grant - Unlimited PTO + Company holidays - Wellness initiatives #BI-Remote $160,000 - $195,000 a year #LI-LC1

- Coordinate end-to-end employee experience initiatives across the organisation, ensuring key engagement, recognition, wellbeing and lifecycle activities are delivered consistently, professionally and on time. - Own and manage people experience programs and calendars, including the annual Experience Calendar, ensuring all activities are planned, scheduled, communicated and delivered in line with organisational priorities. - Deliver employee engagement programs and communications, including Town Halls, internal newsletters, Lunch & Learn sessions, recognition activities, celebrations and milestone events, ensuring high-quality content, positive participation and seamless delivery. - Chair and manage the Fun Committee, including scheduling and facilitating meetings, setting agendas, taking and maintaining minutes, keeping members aligned to agreed actions and timelines, managing the committee budget and charter, collecting and reporting on event feedback and participation metrics, and ensuring activities remain aligned to employee engagement objectives. - Manage the event planning and execution for internal engagement events across Melbourne, Sydney, Brisbane and remote teams, including logistics, catering, bookings, invitations, RSVPs, budgets and post-event feedback. - Administer the blueSTAR recognition and incentives program, coordinating nominations, awards, Town Hall content, stakeholder inputs and annual points tracking to support a culture of high performance and appreciation. - Support onboarding and induction experiences, partnering with the human resources team to ensure new starters are welcomed, engaged and included through global induction sessions, communication touchpoints and leader involvement. - Champion wellbeing, inclusion and connection initiatives, including the We Care Program, cultural celebrations, flu vaccinations and lifecycle acknowledgements, ensuring activities reflect organisational values and diversity priorities. - Collaborate closely with internal stakeholders, including HR, Senior Leadership, People Leaders, Subject Matter Experts and the Fun Committee, to align engagement activities with business needs and employee experience goals. - Maintain accurate records, documentation and digital spaces, including SharePoint sites, Teams channels, calendars and event materials, ensuring content is up to date, accessible and well managed. - Monitor participation, feedback and engagement metrics, using insights to continually improve initiatives and report on outcomes where required.

• Set Organizational Vision and Strategy for Talent & Operations • Drive a performance culture through talent systems and growth and development work across KF; ensure talent systems effectively support attracting, developing, and retaining high‑performing, mission‑aligned staff. • Monitor organizational health indicators (e.g., employee engagement, skill development, process adoption, regional leader satisfaction, etc.) and drive improvements based on data and feedback • Serve as a thought partner to the COO and Leadership Team on organizational effectiveness, capacity, and long‑term sustainability. • Steward KIPP Foundation culture to ensure high quality talent is hired, retained, and thrives to serve KIPP regions and students; set vision for and drive the KF cultural moments (All Staff calls and convenings, comms, etc). • Manage and oversee KF Ops work through two Senior Directors including governance of 2030 plan, annual planning, and design and implementation of KF and Network processes (network feedback loop, KIPP Pulse, contact management, etc). • Lead, coach, and develop team members to ensure leaders set clear vision for their bodies of work and teams attain their goals. • Build a culture of accountability, learning, and continuous improvement across Talent and Operations teams. • Partner closely with Executive Team leaders to ensure all teams embody and drive toward the vision for a thriving KIPP Foundation. • Ensure alignment and tight coordination across KF Talent, KF Ops, and Event Operations workstreams in pursuit of Foundation-wide goals. • Serve as the senior escalation point for complex or high-risk personnel issues • Identify systemic people risks or patterns across teams (e.g., capacity strain, role clarity, leadership gaps) and proactively address them through organizational or talent strategy adjustments.