• Establish and scale the HRBP partnership model while directly supporting complex, high-impact workforce and business decisions • Serve as the primary people advisor to Medical Group executives, physicians, APP leaders, and clinical operations leadership • Lead workforce strategy and planning, including capacity models aligned to growth, billing, and provider coverage needs • Partner with Total Rewards to help shape competitive, equitable, and sustainable compensation practices in areas without fully developed infrastructure • Evaluate and advise on workforce decisions by surfacing tradeoffs, cost implications, and downstream impacts (e.g., turnover, staffing models, contract structures) • Connect insights into hiring, turnover, contracts, and workforce trends to identify risks and inform business decisions • Guide organizational design and role clarity, advising leaders on structure, leveling, reporting relationships, and role scope as the Medical Group evolves • Provide executive-level coaching and advisory support on performance, team effectiveness, and decision-making • Surface workforce insights and risks by identifying trends across engagement, attrition, performance, and compliance • Influence senior leaders who may not have full visibility into workforce or financial implications, enabling more informed, data-driven decisions • Help leaders understand and effectively leverage strategic HR partnership to drive business outcomes • Help define partnership models and operating cadence, establishing how HR and Medical Group leadership collaborate on talent and workforce priorities

• Serve as the trusted HR advisor to the SVP Global Operations and operations leadership team, shaping talent strategies that drive growth, innovation, and organizational performance. • Develop a deep understanding of the business, operating models, and regional dynamics to anticipate workforce risks and opportunities at scale. • Provide data-driven recommendations and strategic tradeoffs on organizational design, talent allocation, leadership development, and long term capability planning. • Navigate complex transformations—workforce planning, AI adoption, reorganizations—with empathy, clarity, and influence to drive alignment and adoption across key stakeholders. • Provide confidential one-on-one coaching to senior leaders to enhance strategic thinking, drive change management initiatives, and improve performance. • Lead strategic workforce planning, capability planning, and skills gap analysis to ensure global operations teams are optimized for current priorities and future growth. • Partner with Talent Acquisition teams to assess and shape pipeline health and ensure talent investments are hyper-aligned with business needs. • Design organizational structures that balance operational efficiency, creativity, and agility, optimizing global operations effectiveness at scale. • Pioneer and lead succession planning, leadership development, and retention strategies for critical global operations role. • Use HR analytics, predictive modeling, and AI-enabled workforce tools to generate actionable insights, inform workforce strategies, and guide evidence-based executive decisions. • Partner closely with the People Data Solutions & AI team to develop and scale tools—including AI-powered assistants and data orchestration frameworks—to optimize insights, streamline analytics processes, and integrate multiple data sources. • Monitor and integrate external workforce trends, emerging research methodologies, and new technologies to continuously enhance global operations workforce strategy; advise on emerging risks and opportunities. • Translate complex data into clear, cohesive narratives for executives, influencing decision-making on talent, structure, and organizational design. • Drive adoption of new HR programs, AI-powered solutions, and workforce strategies in a fast-moving, high-growth environment, ensuring leaders and teams transition smoothly through change. • Provide guidance on employee relations, performance management, and compliance, balancing fairness with business priorities. • Promote initiatives that embed equity, inclusion, and belonging across the global operations organization.

• Assists in recruitment and selection processes • Assists in managing performance evaluations • Provides internal employee support • Assists with payroll processing and closing • Conducts research and supports the implementation of corporate initiatives • Supports the company's LinkedIn engagement (posts, comments, connections, etc.) • Verifies time records using the Pontotel platform, checking the location where the clock-in/out was registered • Maintains the time verification spreadsheet • Manages physical time sheets for service providers • Supports the Payroll (DP) analyst

• Prioritize Student Engagement – Work with students by responding within set timeframes and reaching out to students needing additional support. • Recognize student needs holistically and connect them with resources. • Encourage participation, collaboration, and faculty-student relationships to enhance learning and build skills. • Share Expertise and Resources – Stay current in your field of expertise, share your experience, and recommend relevant supplementary materials to enhance student understanding of course content. • Find accessible ways to explain complex topics. • Offer Feedback & Assessment – Evaluate student work and provide individualized, constructive feedback within set timeframes to promote growth and mastery of course outcomes. • Facilitate Discussions – Encourage student interaction through active participation in online discussions while encouraging an inclusive, engaging, and respectful environment that promotes open dialogue and diverse perspectives.