• Ser el puente entre el propósito de Product Hackers y su talento • Transformarás cada etapa del ciclo de vida del empleado —desde la contratación hasta el offboarding — en un proceso ágil, tecnológico y profundamente humano • Liderarás los espacios de 1:1 para actuar como el termómetro emocional del equipo, entendiendo inquietudes de fondo y generando seguridad en situaciones de incertidumbre • Traducirás el feedback y las métricas (eNPS, encuestas de clima) en iniciativas tangibles que mejoren el día a día basándote en evidencias • Actuarás como soporte estratégico para los managers , dándoles herramientas y feedback para que acompañen a sus equipos con mayor eficacia • Garantizarás que las comunicaciones internas lleguen de forma cercana y transparente , asegurando que el equipo se sienta escuchado • Realizarás una búsqueda proactiva de perfiles técnicos y estratégicos , utilizando tu red y creatividad para encontrar talento allí donde el algoritmo no llega • Serás la cara visible de la marca, garantizando una experiencia de candidato excelente para que, incluso quienes no se incorporen, sean promotores de nuestra marca • Actuarás como el primer filtro crítico para asegurar que cada incorporación posea un nivel técnico excepcional y comparta al 100% nuestros valores • Conectarás el propósito de la empresa con las aspiraciones de los candidatos, buscando una apuesta de crecimiento a largo plazo

Role Description Responsible for assisting with employee relations and conflict resolution. Provides support, training, guidance, and recommendations to Donated Goods Managers and Contracts Project Managers and is an advocate for team members. Reviews disciplinary actions, mediates disputes, and offers solutions to help reduce conflicts, lower turnover, and create a positive working environment. Frequent travel is required within the Washington, DC metropolitan area (DC, MD, and VA). This position is responsible and will be held accountable for behaving in accordance with divisional and organizational RISE values and expectations. Responsibilities - Instills Trust - Communicates Effectively - Action Oriented - Customer Focus - Manages Conflict - Collaborates - Provides effective legal and appropriate Human Resources guidance and recommendations to managers and direct line associates for problem resolution regarding policy interpretation and performance management. - Conducts investigations of internal complaints and concerns, including allegations of violations of company policies, code of conduct, working conditions, disciplinary actions, and employee and applicant grievances. - Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation and related measurements of success. - Ensures proper documentation of employee relations issues and advises managers and supervisors about the steps in the organization’s progressive discipline system. - Trains staff on proper disciplinary action, employee relations, and conflict resolution. - Evaluates established metrics and provides recommendations for positively impacting turnover and retention. - In conjunction with RISE Coaches, assists in referrals to third party providers to offer resources in anger management, conflict resolution, and other associate supports. - Conducts retention and exit interviews and provides analysis of findings. - Makes recommendations to amend policies, practices, and procedures where current and pending legal regulations may impact policy or organization. - Prepares and presents required and special reports. - Serves as department representative to various internal and external committees or panels and participates on special projects as necessary. - Responds to and/or appears at various government/legal hearings as directed, including preparing input for AAP, EEO-1, and Vets-100 and other government filings. - Performs other duties as assigned or as may be necessary. Supervisory Responsibility This position has no supervisory responsibilities. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or a related field. - Minimum two years previous experience working in a HR environment in employee relations or mediating grievances/disputes. - Knowledge of federal and state employment/labor laws and the ability to understand and apply federal, state, local changes and/or new regulations/laws pertaining to human resources. - Ability to analyze human resources data for critical indicators. - Strong Microsoft Office skills. - Demonstrated verbal and written communication proficiency with excellent attention to detail. - Strong customer service skills and ability to communicate with all levels of staff. - Ability to multitask, prioritize, and follow through on assignments. - Ability to be flexible and adjust and respond positively to changing business conditions. - Must have own transportation due to required frequent travel to off-site locations. Preferred Qualifications - Specialized training in employee relations, employment law, organizational planning, organization development, or labor relations preferred. - PHR certified; membership in professional HR accredited association (SHRM). - Spanish language or ASL ability. - Experience working in retail or company with large numbers of entry-level employees. - Previous experience in a federal contracting environment. - Knowledge of EO 11246 preferred. - Experience with OFCCP Compliance Reviews. - Experience with EEO-1 and VETS-100 reporting a plus. Benefits - Personal time off (PTO) - Paid holidays - Basic life insurance - Short/long term disability benefits - Individual and family medical, dental, and vision benefits - Pet insurance - Generous employee discounts - Access to an employee assistance program (EAP) - 403(b)/401(k) plan with match available after 1 year - Bonus eligible

Role Description Could you be our next New Employee Orientation Educator? Make an Impact! - The New Employee Orientation (NEO) Educator facilitates the New Employee Orientation offered at MLH. - Responsible for creating a welcoming environment for new employees and effectively delivering the required information. - Participates in mentoring with department manager, NEO Faculty meetings, and other related duties as assigned. Be on the Cutting Edge! - Supports new hires in understanding Main Line Health, its strategic goals, navigating the organization, and other key information. - Partners with internal stakeholders to ensure NEO runs smoothly, identify areas for improvement, and implement changes as needed. Develop and Grow your Career! - Invest in furthering your education through seeking certifications or advanced degrees by taking advantage of our Tuition Reimbursement. - This position is eligible for up to $6,000 per year based upon your Full or Part Time status. Join the Team! - The Main Line Health Family encompasses a wide range of backgrounds and abilities. - Each of our employees, physicians, and volunteers bring distinctive talents to Main Line Health. - We all share a purpose: providing superior service and care. Qualifications - Demonstrated skills in organizing, prioritizing, and problem solving. - Demonstrated communication skills. - Previous presentation experience required. - High school education required; BA preferred. Requirements - Position: New Employee Orientation Educator (Human Resources) - Shift: Every Other Monday, 8:45 AM to 12:00 PM. Please note that this is an "As Needed" position and is not eligible for benefits. - Location: 100% remote Benefits - Eligible for up to 160 hours of paid time off per year. - Employee discounts to various activities, services, and vendors. - Employee parking is always free!

• Partner with managers and business unit leaders as a reliable HR resource across your assigned client groups • Help translate business objectives into practical people plans supporting workforce planning, org health, and team effectiveness • Coach and advise managers on leadership effectiveness, team dynamics, and employee development • Use people data and HR metrics to identify trends and support informed decision-making • Support performance management cycles including goal-setting, mid-year and annual reviews, feedback loops, and development planning • Help identify capability gaps and build development plans in partnership with managers • Assist with headcount planning and workforce modeling in collaboration with Finance and leadership • Partner with Talent Acquisition on role scoping, leveling, job descriptions, and hiring manager prep • Manage employee relations matters with sound judgment, discretion, and appropriate escalation • Serve as a go-to resource for employees navigating performance concerns, workplace conflicts, leave, or policy questions • Support Teramind’s culture and values, especially as we scale a remote, distributed workforce • Help leaders communicate and land organizational changes effectively • Support the rollout and ongoing operation of core people programs: onboarding, engagement surveys, and HRIS tools • Contribute to compensation reviews and benchmarking within assigned client groups • Ensure HR policy compliance and flag jurisdictional nuances to the Director of HR Ops as needed • Drive HRIS adoption within your client groups and help maintain data accuracy