• Acts as the primary HR partner to senior leaders, providing strategic insight and people-focused solutions to deliver business objectives • Leads the implementation of workforce strategies including organisational design, talent management, succession planning, engagement, and workforce planning • Uses people data to identify trends (e.g. engagement, turnover, capability) and drives action that improves workforce effectiveness • Coaches and equips leaders to manage their teams with confidence, providing support for performance conversations and leadership development • Supports the development of a values-led, high-performance culture through accountability, continuous feedback, and effective people management • Identifies skill gaps and capability risks, working with the Talent Development team to deliver targeted initiatives and build leadership capability • Leads the people agenda for change programmes including restructures, integrations, divestments and organisational redesign • Translates Your Voice results into clear, actionable plans, driving meaningful improvements in engagement • Identifies critical roles and key talent, ensuring succession plans and talent development pathways are in place and actioned • Partners with Talent Development and senior leaders to build cross department pipelines and future-fit capabilities • Partners with the Colleague Relations (ER) team to ensure consistent, fair, and compliant handling of employee relations matters • Works closely with CoE teams (e.g. Talent Development, People Operations, Colleague Relations) to shape and deliver tailored people solutions • Acts as a conduit between the business and CoEs, providing business insight and championing the value of CoE teams • Leverages people data and HR metrics to inform decision-making, monitor progress, and identifies opportunities for improvement • Works in partnership with CoEs to report on and respond to KPIs related to engagement, attrition, diversity, and performance

• Serve as the primary People partner for Carrier Partnerships, Strategic Accounts, Customer Support, and Finance — building trusted relationships at all levels, from ICs to senior leaders. • Develop a deep understanding of each client group’s business model, goals, and talent challenges, and translate that into proactive people strategies. • Advise leaders on org design, workforce planning, team effectiveness, and leadership development with a long-term, outcomes-oriented lens. • Anticipate people risks before they surface, and bring forward data-informed recommendations that help leaders make better decisions about talent. • Represent the People function credibly in business planning conversations, operating reviews, and leadership forums. • Own end-to-end employee relations matters across the U.S. and international locations, including performance improvement plans, complex investigations, terminations, and compliance. • Build and continuously improve ER frameworks, documentation standards, and escalation paths that create consistency and reduce risk at scale. • Provide expert, independent guidance to leaders navigating performance issues, corrective action, and sensitive employee situations — balancing legal risk, human impact, and business need. • Design scalable performance management infrastructure — guidelines, toolkits, calibration processes — that can operate consistently without depending on individual heroics. • Partner closely with People Operations and Legal to ensure fair, compliant outcomes, particularly across multi-jurisdiction situations. • Go beyond survey data — build real relationships with employees at all levels, including ICs, to understand what’s actually happening on the ground and bring those insights to the right conversations. • Translate engagement data into clear, actionable insights, surfacing patterns across client groups and helping leaders build credible, time-bound action plans. • Design and maintain a listening ecosystem beyond formal surveys (e.g., pulse checks, stay interviews, onboarding/exit signals) that gives leaders ongoing visibility into team health. • Champion transparency and follow-through on engagement commitments, helping Shippo build a culture of trust and accountability.

• Support Day-to-Day People Operations: You’ll assist with employee lifecycle processes including onboarding, promotions, transfers, offboarding, employee records updates, payroll coordination support, leave administration support, benefits administration support, documentation updates, and general People team administration. • Maintain Employee Records & Systems Accuracy: You’ll help maintain accurate employee information across HR and recruiting systems, trackers, documentation, and internal records. • Support Onboarding & Employee Setup: You’ll assist with onboarding coordination from offer acceptance through the first 90 days, including scheduling, onboarding communications, documentation, employee setup tasks, and helping new hires feel prepared for their first day. • Support Recruiting & Hiring Coordination: You’ll help move candidates through the hiring process, including resume screening, interview scheduling, sourcing support, candidate communication, and maintaining a strong candidate experience from intro call through offer stage. • Support Employee Experience Programs: You’ll help coordinate onboarding experiences, employee touchpoints, engagement activities, internal communications, and company programs that support the employee experience at Blockworks. • Coordinate Across Teams to Support Operations: You’ll work closely with Finance, Operations, hiring managers, and leadership to help coordinate People-related workflows, scheduling, communications, and day-to-day operational support. • Assist with Internal Events & Team Coordination: You’ll help support onboarding sessions, team initiatives, internal programming, and coordination for the company’s annual retreat and other internal events. • Provide General People Team Support: You’ll assist with documentation updates, administrative tasks, recruiting coordination, employee requests, and additional People & Culture support as needed.

• Lead a newly integrated organization that brings together multiple critical components. • Oversee and enhance performance management, career pathing, and succession planning. • Drive leadership, core, and functional training initiatives. • Focus on strategy, structure, team effectiveness, and change enablement. • Shape the systems, rituals, and leadership behaviors that sustain an inclusive, purpose-driven culture and deepen teammate connection to DaVita’s mission.