Role Description The Dir, Human Resources reports to the VP, Talent Management and works collaboratively across the organization to drive the execution of strategic talent initiatives. This leader analyzes and understands the colleague lifecycle in a manner that equips them to shape a comprehensive approach for talent programs focused on driving business outcomes, delivering excellent care for our members, colleague growth and retention, performance management, and maintaining ArchWell Health as a best place to work. The preferred locations for this position are Nashville, Phoenix, Las Vegas, Philadelphia, and the Tampa Bay area. - Responsible for developing, aligning, and executing strategic initiatives related to workforce retention, workplace culture, and colleague engagement across all ArchWell Health markets, supporting a high growth organization. - Champion collaboration across ArchWell Health between leaders, colleagues, and the Talent Management function, sharing knowledge and expertise and leading enterprise-wide campaigns which drive business outcomes and value. - Lead and inspire the HRBP team to employ critical thinking, solid business acumen, analytical skills, and sound judgement to provide pragmatic advice, challenge points-of-view when necessary and offer alternative, constructive suggestions to ensure the organization has the talent necessary to accomplish its goals. - Personally operate as the HR Business Partner supporting ArchWell Health’s corporate leaders and teams. - Mentors HRBPs to guide operators on day-to-day people management, including compensation, performance management and coaching, responding to colleague concerns or complaints, succession planning, managing terminations, and related risks. - Partners with HR Leadership team on matters impacting enterprise operations, influencing systems and processes to drive excellence at scale and use of people analytics to shape HR programs. - Collaborates across HR, Compliance, and Legal on internal investigations implicating HR policies, procedures, or practices. - Maintains in-depth knowledge of legal and regulatory requirements related to HR, providing oversight to mitigate legal risk and promote compliance with local, state, and federal requirements. - Partner with the VP, Talent Management on development of people programs such as the talent review, succession planning, engagement action planning. - Act as a conduit between field/corporate leaders and L&D, surfacing capability gaps, operational challenges, and behavioral patterns to inform training needs and curriculum design. - Co‑lead talent development initiatives by identifying high‑potential talent and aligning them to development programs, coaching, or stretch assignments. - Partner with L&D to embed leadership development, coaching tools, and performance expectations into day‑to‑day leader routines through the HRBP team. - Provide data from performance trends, investigations, turnover root causes, and engagement insights to help refine or prioritize L&D offerings. - Ensure L&D programming is implemented consistently in all markets through HRBP reinforcement and leader coaching. - Partner with Internal Comms to design communication plans for people programs (reviews, performance cycles, engagement surveys, policy updates, compensation cycles). - Ensure HRBP-delivered messaging to leaders and colleagues is consistent, clear, and aligns to enterprise standards and cultural expectations. - Translate organizational narratives into leader-friendly toolkits, talking points, or decision guides so the HRBP team reinforces messages effectively in the field. - Identify communication gaps or field-specific noise through HRBP feedback loops to help Internal Comms refine channels and messages. - Advocate for a diverse workforce and an inclusive culture, embodying a values-driven, member-centric organization. - Travel as appropriate to support leaders and colleagues. Qualifications - Proven record of shaping and delivering on strategic HR initiatives with a deep understanding of ‘best-in-class’ human resources concepts, practices, and processes within the healthcare environment ensuring HR’s contribution to the organization’s operational, financial and growth success. - 10+ years of HR experience including 5+ years in an HR leadership role; direct experience in employee relations and HR business partnering required, with experience in a nationwide environment preferred. - Experience in a high growth company, having built and implemented policies and programs is strongly preferred. - Bachelor's or master's degree in human resources management or related HR or business discipline. - Up to date knowledge and experience of employment law, government services compliance requirements and company policies and procedures. - A history of establishing trust with professionals throughout an organization, functioning as a leader, advisor, business partner. - Ability to make a measurable impact on the business, orchestrating networks and knowledge effectively to consistently deliver the people strategy and exceed business expectations. - Confident and effective relationship building skills at an executive level along with excellent communication and interpersonal skills. - Excellent project and program management skills. - Proactive and self-starter; approaches responsibilities with a thoughtful and appropriate sense of urgency - operates with a sense of responsiveness to the business and accustomed to working in a lean, dynamic organization where everyone roles their sleeves up. - Articulate communicator, both verbal and written, communicates transparently to ensure seamless execution and coordination of strategic efforts. - Tolerance for ambiguity and ability to cut through to the core of an issue. - Strong interpersonal skills, effective communicator at all levels of the organization. Can express ideas clearly and persuasively, and diplomatic/politically aware as needed.

Role Description The HR Leader, Strategy & Transformation is a senior HR executive responsible for shaping and executing the enterprise HR strategy and driving large-scale transformation initiatives that enable business performance, operational excellence, and organizational agility. This role partners closely with the CHRO, ELT, and business leaders to translate business strategy into a clear, prioritized HR roadmap and ensures disciplined execution across the HR function. Key Responsibilities - HR Strategy Development & Execution - Define and continuously evolve the HR strategy aligned to enterprise priorities (growth, cost competitiveness, culture, and transformation). - Translate strategic priorities into a clear roadmap, milestones, and measurable outcomes. - Partner with ELT to ensure HR is positioned as a strategic business partner vs. functional support. - Enterprise Transformation Leadership - Lead end-to-end HR transformation initiatives, including operating model redesign, process simplification, and capability building. - Drive initiatives that improve: - Speed of execution - Organizational effectiveness - Employee experience - Support major business transitions (e.g., IPO readiness, structural change, global scaling). - Operating Model & Process Optimization - Design and implement a simplified, scalable HR operating model. - Standardize and streamline global processes to reduce complexity and improve efficiency. - Leverage automation, self-service, and digital tools to enhance service delivery and reduce manual work. - Data, Analytics & Value Creation - Build and lead a data-driven HR function, advancing from reporting to predictive and value-add analytics. - Develop enterprise HR dashboards and insights (e.g., headcount cost modeling, workforce forecasting). - Identify and lead value creation initiatives across talent, cost, and productivity. - Change Management & Adoption - Drive enterprise-wide change management strategies to ensure adoption of new HR processes, systems, and ways of working. - Embed a culture of accountability, ownership, and continuous improvement. - Governance & Execution Discipline - Establish strong governance models, including: - Clear ownership (RACI) - Regular cadence of business reviews - KPI tracking and accountability - Ensure initiatives are delivered on time, on budget, and with measurable impact. - Leadership & Stakeholder Engagement - Serve as a trusted advisor to the CHRO and Executive Leadership Team. - Lead cross-functional initiatives, influencing Finance, IT, and Operations. - Build alignment globally across regions and business units. Qualifications - Bachelor's degree - 12–15+ years of progressive HR leadership experience, with significant exposure to strategy and transformation. Preferred Qualifications - Experience supporting IPO, M&A, or major business transitions preferred. - Advanced skills in analytics, program management, and change leadership. - Proven track record leading large-scale transformation or operating model redesign in complex, global organizations. - Strong business acumen with ability to link HR initiatives to financial and operational outcomes. Critical Success Factors - Strategic mindset + execution discipline - Ability to simplify complexity and drive clarity - Strong influence and stakeholder management skills - Data-driven decision making - Bias for action and results Success Measures - Delivery of HR strategic roadmap milestones - Measurable improvements in: - Cost efficiency - Time-to-decision / time-to-deliver - HR service quality (CSAT, SLA) - Adoption and sustainability of transformation initiatives - Demonstrated impact on business performance and productivity Compensation and Benefits - Individuals may be eligible for an annual performance bonus based on both individual and company’s performance. - The final compensation for this position will be set based on the individual’s knowledge, skills, and experience as it relates to the job requirements. - Kidde Global Solutions is committed to providing a competitive benefits package to our employees including: - Medical, dental, and vision coverage - Life and disability insurance - Retirement plan - Paid time off (vacation, sick, company holidays) - 401(k) with employer match - EAP assistance - And more. Company Description Kidde Global Solutions is a world leader in fire & life safety solutions tailored for complex commercial facilities to homes. Through iconic, industry-defining brands including Kidde, Kidde Commercial, Edwards, GST, Badger, Gloria and Aritech, we provide residential and commercial customers with advanced solutions and services to protect people and property in a wide range of applications, all around the globe. Kidde Global Solutions is an Equal Opportunity Employer and prohibits discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other status protected by federal, state, or local laws.

Role Description As a fast-growing business in a fast-growing sector, we're seeking to take on an HR Administrator to join our team. - Track staff attendance and leave using Time Doctor - Support onboarding and offboarding processes - Maintain up-to-date HR records and reports - Communicate updates with clients and staff (e.g. lateness, absences) - Handle HR admin tasks: performance tracking, staff concerns, documentation - Manage gift/voucher sending and assist in holiday or emergency messaging Qualifications - 3+ years in remote HR or admin roles - Strong written English (Australian business context) - Intermediate verbal English with a neutral and professional tone - Experience in client-facing support - Looking for candidates with company-based or internal team experience - Proficiency in tools such as Time Doctor, GSuite, and preferably HRIS/Payroll platforms - Nice to have: Experience in performing EOR-related responsibilities: payroll processing and performance management Requirements - Permanent work-from-home set-up - Dayshift (Australian business hours) - Full-time job Benefits - HMO - Annual leave - 13th-month pay - With Government Mandated Benefits

• Serve as the first point-of-contact for employee inquiries, providing professional, timely, and customer-focused support • Manage full-cycle onboarding and offboarding processes, ensuring accuracy, compliance, and a positive employee experience • Maintain HRIS systems, employee records, and HR files with a high level of accuracy, confidentiality, and data integrity • Support benefits administration and core HR operational processes • Utilize HR data, metrics, and reporting to identify trends, support decision-making, and recommend process improvements • Partner with cross-functional teams to support HR initiatives, workflow improvements, and organizational goals • Proactively identify, assess, and resolve HR issues before escalation using sound judgment and critical thinking • Ensure compliance with multi-state employment laws, regulations, and internal policies • Support audits, compliance reporting, and HR projects as needed • Assist in the development and implementation of HR policies, procedures, and best practices • Perform other duties as assigned or required