Role Description We are seeking compassionate and reliable caregivers to support clients with daily living needs. The role involves: - Assisting with bathing, dressing, mobility, and transfers - Providing companionship and supervision - Offering medication reminders - Preparing and serving meals according to dietary requirements - Encouraging light exercise such as walks - Driving clients to medical appointments when needed - Performing light housekeeping and laundry Qualifications - Must speak English and hold a high school diploma or equivalent - Valid driver’s license and reliable vehicle required - Certification as a PCA, HHA, or CNA - Preferably 2+ years of caregiving experience, though qualified candidates with less experience are welcome - Must be fully authorized to work in the U.S. with a Social Security Number - Background check and PPD test required Requirements - Pay rate ranges from $18–$20 per hour, with potential to negotiate up to $22 depending on experience and qualifications. Company Description

• Build a clear, scalable, and trustworthy people structure for the entire association • Overall responsibility for recruiting, selection, onboarding, and retention of volunteers • Develop a consistent role and competency model across all areas • Design a motivating, structured onboarding that integrates new team members quickly • Establish transparent processes for collaboration, internal communication, and feedback • Proactively engage and recruit new volunteers in close coordination with leadership • Foster a respectful, inclusive, and impact-oriented organizational culture • Support teams with conflict resolution, role clarification, and collaboration • Develop measures for long-term motivation, development, and team stability • Build a network of partners, multipliers, and communities for talent acquisition • Work closely with the board and executive management on strategic workforce planning

• Assist in building and running reports, dashboards, data models using Workday and other data tools to support People metrics and decision-making. • Help gather, clean, and organize People data sets to ensure accuracy and consistency. • Support the team in analyzing workforce trends—such as headcount, turnover, and engagement—and presenting findings in a clear, visual format. • Research industry best practices in People data analytics and bring forward ideas for improvement. • Contribute to ad hoc data requests from People and business partners, helping ensure timely and accurate responses. • Assist in documenting data processes. • Participate in team meetings and cross-functional conversations, gaining exposure to how data supports broader People strategies. • Help evaluate the quality of new data sources or reporting approaches as the team continues to grow its analytics capabilities. • Perform quantitative and qualitative data analysis to produce reports, assessments and proposals that will help organizational leaders make informed and data driven business decisions. • Develop processes and tools to monitor and analyze model performance and data accuracy. • Builds and maintains strong relationships with business partners, vendors and People team.

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion. • Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations. • Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy. • Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters. • Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements. • Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders. • Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience. • Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce. • Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives. • Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.