• Act as consultant and coach to field leaders. • Develop workforce plans supporting succession readiness and talent mobility. • Partner with HR COEs to deliver integrated solutions. • Track workforce metrics and operational KPIs. • Translate people initiatives into measurable business outcomes. • Drive engagement initiatives and employee listening strategies. • Facilitate leadership development and succession planning. • Lead investigations and provide proactive risk-based guidance. • Coach leaders through performance management and employment decisions. • Partner with Legal on escalated matters. • Ensure compliance with federal, state, provincial and local laws. • Support DOL, EEOC and regulatory audit readiness. • Utilize dashboards to identify workforce trends and risks. • Conduct compliance reviews with field leaders. • Monitor turnover, labor utilization and training compliance. • Develop action plans to reduce organizational risk. • Align workforce strategies with operational priorities. • Leverage analytics and KPIs to improve outcomes. • Drive HRBP operating rhythms and partnership cadences.

• Serve as a strategic and operational partner responsible for fostering a compliant, engaged, and high-performing workplace culture • Manage and resolve complex employee relations issues • Conduct and document effective, thorough and objective investigations involving harassment, discrimination, retaliation, policy violations, misconduct, and other employment-related concerns • Partner with leaders to address performance concerns through coaching, counseling, and corrective actions • Provide guidance regarding employee separations, including risk assessment and documentation review • Promote a positive employee experience and help foster a culture of accountability, engagement, and inclusion • Provide day-to-day supervision, guidance, coaching, and performance management for the HR Operations & Employee Relations Specialist • Maintain in-depth knowledge of federal, state, and local employment laws and regulations • Ensure HR practices, policies, procedures, and employment actions are compliant and consistently applied • Provide HR policy interpretation and guidance to leaders and employees • Partner with the Director of Licensing, Compliance team, and field leadership to support regulatory audits, accreditation reviews, licensing inspections, and other compliance-related activities

• Establish, govern, and continuously improve the end-to-end HR organizational data model • Ensure data accuracy and compliance • Own governance of how organizational data is defined, structured, approved, and evolved • Define and maintain the global HR organizational data governance framework • Establish clear data ownership and accountability for organizational, position, and assignment data domains • Own governance of Organizational Assignments across HR systems • Design, document, and govern a standardized global organizational data model • Ensure accuracy, completeness, consistency, and auditability of organizational data • Partner with HR Analytics, DT, and Enterprise Data teams to enable data lake integration

• Lead full‑cycle recruitment for Canadian roles • Oversee onboarding processes for new hires • Act as primary resource for employee relations • Partner with managers for team health assessments • Administer HR policies and compliance with legislation