• Provide day-to-day leadership support and operational direction for the C&I Claims Team • Manage, train, and mentor the Construction Claims Account Executive and Subject Matter Experts • Serve as a technical resource for claims-related issues and processes • Provide strategic oversight of complex construction claims portfolios • Lead coverage advocacy on complex and disputed claims • Guide internal teams on coverage strategy, exposure management, and resolution planning • Coordinate with various stakeholders to ensure consistent claims management • Review stewardship reports, loss trend analyses, and management reporting • Mentor and develop team members to elevate performance and service standards • Communicate proactively with executive leadership regarding claims developments

Role Description Perch Energy is a mission-driven clean energy company expanding access to affordable renewable energy through community solar. We help connect residential and commercial subscribers to solar projects and make it easier for solar project owners to serve them at scale. Perch is a for-purpose company focused on making clean energy more accessible, affordable, and equitable. We’re hiring a VP of Product to lead the transformation of Perch into an AI-enabled, platform-driven community solar marketplace that scales efficiently across markets, partners, and regulatory environments. This role is focused on: - Automation - AI - Scalability - Partner- and customer-facing product excellence You will also identify practical ways to use AI to accomplish these goals and wherever it improves workflow efficiency, supports better decisions, and/or helps handle unstructured inputs without adding unnecessary complexity. This role spans: - Acquisition - Enrollment - Subscription management - Billing - Servicing - Reporting - Customer care - Partner experience in a regulated, multi-sided energy marketplace What You’ll Own: - Product strategy and roadmap for Perch’s core platform, with a focus on automation, simplification, and long-term scalability. - Automation of high-risk and high-touch workflows, reducing manual intervention across onboarding, billing, exception handling, and other operational processes. - Configurable, data-driven product systems for customer acquisition, enrollment, and servicing that can adapt as markets, channels, and business needs evolve. - Customer acquisition systems across B2C, B2B, partner-led, and channel-based flows, improving conversion, lowering acquisition cost, and reducing friction from initial interest through enrollment. - Embed AI across acquisition, enrollment, billing, and servicing workflows to create a step-function change in automation, decisioning, and scalability. - Partner and developer experiences, including portals, workflows, APIs, and data visibility that make it easier to do business with Perch. - Reporting and analytics as product capabilities, delivering trusted performance visibility and compliance-ready reporting for solar project owners and sales channel partners. - Regulatory-aware product design, ensuring policy and market requirements are reflected in durable platform logic rather than manual workarounds. - Cross-functional partnership with Engineering, Operations, Finance, Legal, Sales and Business Development teams to align product investments with business priorities and platform evolution. - Leadership of the product organization, including building a strong product team, defining clear ownership, and establishing disciplined, outcome-driven product practices. What Success Looks Like: - Core customer, partner and internal workflows become more self-service, automated, and scalable over time. - Product systems are configurable and adaptable, reducing dependence on one-off logic and manual intervention. - Internal teams and external partners have strong visibility into performance, status, and outcomes through productized reporting and analytics. - Reduce CAC through traditional and digital channels, increase subscriber conversion rate and reduce churn. - Perch delivers a simple, predictable experience for subscribers, developers, and channel partners across a complex, regulated marketplace. - AI is used selectively and practically to remove manual steps, improve workflow quality, and help teams operate more efficiently. - The product team sets a high bar for clarity, execution, and measurable business impact. Qualifications - 10+ years of product management experience, including senior leadership roles with ownership of a broad product portfolio or platform. - Experience working with offshore product and engineering teams. - Strong experience building and scaling products in complex, regulated, or operationally intensive environments. - Experience with two-sided or multi-sided marketplaces and balancing the needs of multiple stakeholders. - Proven success driving automation and workflow simplification through product. - Experience supporting both B2C and B2B users, including external partners. - Strong analytical mindset with experience using data to guide product decisions and prioritization. - Practical experience applying AI-enabled tools or workflows in product, operations, analytics, or customer-facing processes is a plus. - Track record of building and leading high-performing product teams. - Excellent cross-functional leadership and communication skills. - Energy, utilities, fintech, or adjacent marketplace experience is strongly preferred. - Passion for clean energy and mission-driven work. Benefits - A remote-first culture – work where you’re most productive and comfortable. - Flexible paid time off – take time to recharge when you need it, no explanations required. - 13 company holidays and Summer Fridays – built-in long weekends and early logoffs to soak up the sunshine. - 12 weeks of paid parental leave – time to focus on your growing family without missing a beat. - 80–95% company-paid medical, dental, and vision coverage – we've got you (and your loved ones) covered.

Description and Requirements Position: VP, Enterprise Relationship Management Location: N/A Setting : Virtual Reports to: SVP, Global Strategy & Execution, ERM and Next Gen Ventures Travel : Up to 20% The Opportunity The Vice President of Enterprise Relationship Management (ERM) will play a key role in helping the company capitalize on our external relationships to drive business strategy. The role will be responsible for strengthening, aligning, and orchestrating relationships globally to identify and support commercial strategies that facilitate proactive business retention and drive profitable new business development with MetLife's partners. This role will work across regions and functions to: 1) Manage strategic relationships - Be the central relationship lead for a defined set of financial institution "strategic accounts"-top global, multi-line customers, vendors and distributors-that receive the highest level of prioritization, collaboration and focus from the enterprise. Note: This role covers most of the financial institution (banks, asset manager) strategic accounts, so a background in the asset management and/or banking world is preferred. - As needed, support a broader set of global, regional or local relationships when a high-priority opportunity emerges. - Track and manage a pipeline process as broader relationships are segmented and identified within Fortune 2000 organizations. - Work closely with MetLife business and functional leads to understand and help proactively address their current and emerging needs, globally, regionally and locally. 2) Partner with ERM colleagues to shape the future ERM function - Support the definition of the target structure and operating model required to meet evolving business needs, including how ERM will further leverage technology and AI capabilities to enable scale, insight-driven coverage, and consistent account management across regions. Success will require the VP to develop: - Trusting relationships with our business strategy and commercial leads and external partners-primarily our top global strategic accounts - A deep understanding of MetLife's enterprise strategy - A vision and action plan for the future of relationship management at MetLife Reporting directly to the SVP of Global Strategy & Execution, ERM and Next Gen Ventures, this role will focus on leading and supporting the organization's strategic priorities and working to enable senior leaders across the enterprise to win the future through a commercial mindset, ownership and execution. Key Responsibilities: - Oversee and deepen enterprise-wide relationships with key accounts, ensuring alignment with their evolving needs and the company's business objectives - Act as the primary interface between MetLife's senior leadership and partner firms to ensure leverage of key relationships to benefit the broader enterprise - Provide executive access and influence decision making with key accounts - Establish and grow relationships that support mutually beneficial alliances and development opportunities - Prioritize development opportunities based on executive feedback and through proactive dialogue with counterparts at partner firms - Develop relationships with senior leadership across the company to: - Understand their channels' business, opportunities and issues - Identify opportunities where ERM activities may support business development and retention efforts - Support business plans with strategic partner firms that mutually capture MetLife and firm initiatives - Track and manage a pipeline process as broader relationships are prioritized - Partner with ERM colleagues to define the future-state ERM target operating model (coverage, segmentation, governance, and performance management), aligned to business evolution and regional needs considering evolving technology and AI capabilities - Develop and execute action plan to evolve function against future-state vision considering organization structure, roles/talent, capabilities and success measures-ensuring clear accountability, scalable coverage, and effective partnership with key accounts Required Qualifications: - Degree in Finance, Business, Economics preferred; higher degree MBA/MS is an advantage - 10+ years' experience in financial services with Asset Management knowledge - Strong financial acumen with a global mindset - Solid knowledge of the business and ability to proactively keep current on industry trends. - Proven success in managing and growing relationships with clients and partners - Superior communication, interpersonal, influencing, and negotiation skills - Ability to interact effectively and establish credibility across the enterprise and externally at all levels to build strong cooperative relationships. - Strong negotiation skills and ability to influence and gain consensus of individuals with whom there is no direct reporting relationship. - Adept at operating in a matrixed environment, building alignment and delivering together - Proven ability to handle multiple priorities with tight and shifting deadlines. - Strong results orientation, sound business judgment, and understanding of P&L levers - Ability to support the design of target operating model and organizational structures in a matrixed global environment - Digital, data and AI fluency is required, including practical understanding of how analytics, workflow tools and AI can improve relationship management, opportunity identification, and scalable execution. - Flexibility to work with different time zones. Preferred Qualifications - This role covers most of the financial institution (banks, asset manager) strategic accounts, so a background in the asset management and/or banking world is preferred . The expected salary range for this position is 217,500 - 290,000. This role may also be eligible for annual short-term incentive compensation and stock-based long-term incentives. All incentives and benefits are subject to the applicable plan terms. Benefits We Offer Our U.S. benefits address holistic well-being with programs for physical and mental health, financial wellness, and support for families. We offer a comprehensive health plan that includes medical/prescription drug and vision, dental insurance, and no-cost short- and long-term disability. We also provide company-paid life insurance and legal services, a retirement pension funded entirely by MetLife and 401(k) with employer matching, group discounts on voluntary insurance products including auto and home, pet, critical illness, hospital indemnity, and accident insurance, as well as Employee Assistance Program (EAP) and digital mental health programs, parental leave, paid time off, paid holidays, volunteer time off, tuition assistance and much more! About MetLife Recognized on Fortune magazine's list of the "World's Most Admired Companies", Fortune World's 25 Best Workplaces™, as well as the Fortune 100 Best Companies to Work For®, MetLife, through its subsidiaries and affiliates, is one of the world's leading financial services companies; providing insurance, annuities, employee benefits and asset management to individual and institutional customers. With operations in more than 40 markets, we hold leading positions in the United States, Latin America, Asia, Europe, and the Middle East. Our purpose is simple - to help our colleagues, customers, communities, and the world at large create a more confident future. United by purpose and guided by our core values - Win Together, Do the Right Thing, Deliver Impact Over Activity, and Think Ahead - we're inspired to transform the next century in financial services. At MetLife, it's #AllTogetherPossible . Join us! MetLife is an Equal Opportunity Employer. All employment decisions are made without regards to race, color, national origin, religion, creed, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, age, disability, marital or domestic/civil partnership status, genetic information, citizenship status (although applicants and employees must be legally authorized to work in the United States), uniformed service member or veteran status, or any other characteristic protected by applicable federal, state, or local law ("protected characteristics"). If you need an accommodation due to a disability, please email us at accommodations@metlife.com. This information will be held in confidence and used only to determine an appropriate accommodation for the application process. MetLife maintains a drug-free workplace. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liabilities. 217,500 - 290,000

Title: Vice President Total Rewards & Shared Services Location: Vacaville, California Department: People Job Description: Description Candidates must live within a reasonable commuting distance of the communities served by Travis Credit Union, which include the following counties: Alameda, Colusa, Contra Costa, Merced, Napa, Placer, Sacramento, San Joaquin, Solano, Sonoma, Stanislaus, and Yolo. For hybrid and remote roles, candidates are still required to reside within a commutable distance of our corporate headquarters in Vacaville, California. We are unable to sponsor or assume sponsorship of employment visas for this position. Candidates must have current authorization to work in the U.S. (no sponsorship available). Summary: The Vice President of Total Rewards and Shared Services leads enterprise Human Resources programs and operations that shape the employee experience at Travis Credit Union. This role oversees Total Rewards, Executive Compensation, Benefits, HR Shared Services, HRIS, and HR policy and compliance, ensuring programs are competitive, compliant, financially disciplined, and aligned with TCU’s values and business priorities. The VP partners closely with the Chief People Officer and senior leaders to build scalable, data-informed, and employee-centered solutions that support organizational growth and operational excellence. Principal Responsibilities: Strategic Leadership & Governance - Lead and develop a high-performing team. - Align culture, strategy, and technology, ensuring our people programs are both high-impact and future-ready. - Partner with the Chief People Officer and Executive Leadership Team to build and influence the development and implementation of forward-thinking enterprise Total Rewards strategy and programs, which will ensure the credit union’s success in attracting, developing, and retaining the best talent while engaging with People Leadership & Cross-Functional Partnership in maintaining fiscal discipline. - Lead all strategic Compensation, Benefits, and HR Shared Services processes, including salary planning and administration, variable pay development and administration, benefits programs, annual benefits design/open enrollment, HRIS/People Analytics, and HR Shared Service operations. - Create and implement functional strategic plans (3-5 years), associated budget, and staffing for the Total Rewards & HR Shared Service functions. - Serve as a subject matter expert and trusted partner for Compensation, Benefits, Perquisites, Human Resources (HR) Information Systems (HRIS) and HR Shared Services, owning the Total Rewards philosophy and approach to support the company’s continued growth and increasing organizational complexity. - Serve on HR Leadership Team and model leadership for HR function, acting as an enterprise leader across TCU. Total Rewards & Executive Compensation - Own the Compensation program roadmap, driving strategy and program development, ensuring scalable, compliant processes, strong controls, and high data and program integrity. - Participate as required in collaboration with Finance, Legal, Tax, and external advisors. - Develop executive offers and continually enhance the offer process in collaboration with Talent Acquisition for optimal effectiveness and efficiency in accordance with Total Rewards principles. - Promote pay equity and pay transparency initiatives to strengthen organizational trust and mitigate reputational risk. Benefits & Wellness - Own the Benefits & Wellness roadmap, driving innovation in program offerings in alignment with the credit union’s strategy and diverse employee population needs. - Lead the design, administration, vendor management, and compliance of benefits and wellness programs, ensuring cost effectiveness, compliance, and marketplace competitiveness. - Work in partnership with insurance consultants to ensure compliance with federal, state, and other regulatory agencies and to limit company exposure to liability associated with fiduciary responsibilities. - Remain current on benefits and employment law changes and trends; proactively recommend actions needed to comply with U.S. employment laws, governmental agency requirements, fiduciary requirements pertaining to U.S. benefit plans, and international benefits programs as applicable. HR Shared Services, HRIS & People Analytics - Own the HR Shared Services and HRIS roadmap, driving scalable, compliant processes, strong controls, and high data integrity across the employee lifecycle. - Lead the use of HR systems to improve workforce planning, personalize rewards, and strengthen insights into engagement and turnover. - Identify solutions to automate HR Shared Services, improve data quality, and increase shared services efficiency. - Ensure HR Shared Services and systems comply with legal requirements and organizational standards in the credit union industry. HR Policy, HR Compliance & Market Intelligence - Develop and implement policies that align with TCU’s people strategy and ensure Total Rewards programs are competitive with market practices and comply with federal and state laws. - Benchmark across all areas of total rewards to elevate understanding of current and future competitiveness; maintain market intelligence on pay transparency, internal equity, and emerging rewards practices. - Oversee development of communication materials and training to educate managers and employees on Total Rewards philosophies, programs, and value. - Facilitate required government reporting, non-discrimination testing, and required employee communications. Required Skills: - Demonstrated experience managing HR systems (preferably ADP Workforce). - Demonstrated success with process improvements and systems optimization. - Hands-on experience being involved in individual contributor work with a desire to build next level services. - Exceptional executive presence and communication skills, with the ability to influence senior leaders and diverse stakeholder groups. - Extensive experience overseeing self-funded and fully funded plans. - Demonstrated experience leading compensation programs, utilizing market pricing, variable pay, job evaluation, and cost modeling. - Demonstrated ability to handle shifting priorities and managing shifting priorities with competing deadlines. - Strong business acumen, financially astute, and detail oriented. - Comprehensive experience supporting all areas of HR Shared Services. - Extensive experience with Microsoft Office Suite. - Deep experience with executive compensation financial acumen, including modeling base, incentives/bonus, long-term incentives/retention, nonqualified retirement (e.g., 457(b)/457(f)/SERP concepts), benefits and perquisites; quantifying short- and long-term cost impacts; and partnering with Finance on planning/forecasting of human capital expense. - Demonstrated ability to present executive compensation financials and recommendations to senior leaders and board/committee audiences. - Solid experience with executive compensation surveys and market studies; custom peer group development; pay philosophy and pay mix analysis; and producing executive compensation recommendations grounded in a documented, defensible methodology. - High degree of ability to maintain confidentiality and handle sensitive information with absolute discretion. Supervisory Relationships: - Reports directly to the Chief People Officer. - Direct supervisory responsibility for Total Rewards, HR Shared Services, and HRIS. - Overall management responsibility for all division staff. Experience and Education: - Bachelor’s degree in a related field or equivalent experience. - 10+ years of progressive experience in compensation, benefits, and HRIS, required (an equivalent combination of experience and education may be considered). - Minimum of 8 years demonstrated experience managing and developing people in a high-performing cohesive team, required. - Minimum 8 years’ Sales Compensation experience, required. - Minimum 8 years of demonstrated leadership experience building cross-organizational consensus with exposure to technology providers and/or business clients, required. - SHRM or equivalent CP or SCP certified, highly desired but not required. - Certified Sales Compensation (CSCP), Certified Compensation Professional (CCP), and/or CCBP (Certified Compensation and Benefits Professional), highly preferred. - Highly preferred to have worked at a Credit Union, or Financial Services organization. Compensation: $200,000.00 - $310,000.00/annually is commensurate with experience. Our compensation philosophy considers various factors, including the scope and responsibilities of the position, as well as a candidate’s experience, education/training, and key skills. Benefits: At Travis Credit Union, we prioritize the well‑being of our employees and their families by providing a comprehensive Total Rewards program that supports their health, welfare, and financial security. In turn, this enables our employees to focus on delivering exceptional service to our members and meeting the goals of the credit union. Eligible employees enjoy a robust benefits package, which includes: - Competitive medical, dental, and vision insurance - Mental health and wellness programs - Employee performance incentive plan - Merit-based salary increases - 401(k) program with immediately vested employer match - Generous holiday and vacation policies - Exclusive TCU perks such as employee loan and credit card discounts Travis Credit Union is an Affirmative Action Employer. EOE / Individuals with Disabilities / Veteran Status