• 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.

• Supporting multi levels of leadership (supervisor to senior director) with employee relations concerns, varying from attendance, performance, and behavioral concerns to complex interpersonal and regulatory issues • Acts as a system focal point for implementing and managing employee relations programs and initiatives • Investigates and resolves employee relations concerns impacting the work environment • Provides multiple facility managers and Human Resources Consultants with counsel and support in employee relations investigations to include compliance with equal employment opportunity, affirmative action, training and development, and compliance with State and the Joint Commission human resources standards • Assesses situations and environments affecting employee relations, and provides leaders with advice and recommended courses of action based on operating guidelines, policies and applicable federal and state laws • Reviews and analyzes facility employee and operational statistics on HR compliance related concerns, complaint investigations, external charges, compliance trends, turnover, and employee engagement to identify trends, activities, and potential issues within each department • Provides timely assistance in addressing manager/employee requests or complaints, and keeps involved parties informed about status • Maintains required documentation within case management system; including intake and investigative notes, supporting documents and final reports • Acts as a resource to staff and leaders in the area of employment practices related to Human Resources regulations such as EEO, Affirmative Action, ADA, etc. • Develops training for leaders, Human Resources staff and employees to ensure consistency and compliance within regulatory requirements and related policies and procedures • Collaborates with all HR teams to enhance and facilitate performance improvement, maintain effective communication between all areas of HR and entity operations and to develop and implement system, region, entity and department level goals and objectives • Interacts with all levels of management and employees, often relaying highly sensitive messages, coaching and counseling managers in appropriate application of programs and policies, and dealing with highly complex, and sometimes emotional situations