• Serve as the primary point of contact for all reported worker’s compensation reported incident; respond to and process injury reports within 24 hours. • Monitor and track workers compensation claims, partnering closely with supervisors and adjusters to ensure all data is accurate, current and compliant. Support employees with leave cases connected to workers compensation. • Assist in administering benefit programs and leaves related to workers compensation cases. • Manage accurate and timely administration of benefits, from enrollment to COBRA, and maintain strong relationships with employees and benefits carriers. • Meet all required timeframes for notifications, payment approvals and reporting. • Provide exceptional customer service to employees, candidates, vendors and guests. • Maintain strict confidentiality of all employee information, including HIPAA-protected data, compensation details, and benefits records. • Other projects and duties as assigned.

• Support ICHRA segmentation updates, manual data uploads, audience list refreshes, and QA within Braze to support communications developed by your Manager. • Support the execution and support of ongoing ICHRA operational campaigns including payments, monitoring workflows, error messaging, and optimization of recurring communications. • Support intake, prioritization, and organization of collateral and communication requests from Product, Operations, AM/IM, Gravie Care, Finance, Carrier Relations, and other stakeholders. • Conduct periodic audits of ICHRA-facing communications and collateral to ensure accuracy as operations, regulatory requirements, or product features evolve, and implement updates as needed. • Assist in the development of new collateral as identified by Manager. • Help review and edit communications to support your Manager, as needed, for clarity, tone, and alignment with Gravie’s brand guidelines across member and employer touchpoints. • Help support your Manager with ongoing projects that help support the overall member, employer and product marketing experience. • Help shape the communications experience for a fast growing ICHRA benefit portfolio and ensure members and employers receive clear and helpful messaging. • Join a team that is scaling quickly and contribute to building communications infrastructure that drives meaningful impact.

• 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.