• The Talent Manager is responsible for developing and executing talent strategies that support organizational growth, employee engagement, and leadership development. • This role oversees performance management, succession planning, talent acquisition, and learning and development initiatives to ensure the organization attracts, develops, and retains high-performing employees. • The Talent Manager partners closely with leadership and department managers to build a strong talent pipeline, foster a culture of continuous improvement, and align workforce capabilities with business objectives. • Design implements and executes the vision and strategy for Talent Management as set by the General Manager, Human Resources and additional leaders across the business unit. • Develops, executes on, and/or oversees the work of direct reports and other regional team members for successful completion of strategic talent initiatives including, but not limited to performance management, succession planning, talent profiles, talent assessment, coaching, competency & skills assessment and career pathing. • Partners with total rewards on joint initiatives related to job descriptions, skills/competency mapping, and career pathing. • Collaborates with corporate and manufacturing team members, BU partners, and third-party providers to design, develop, and/or curate aligned solutions. • Develops and communicates solution proposals; clearly articulates business need, approach, solutions, recommendations, and rationale. • Serves as a thought leader for talent management efforts; conducts and oversees ongoing research on industry best practices and applies as appropriate. • Provides guidance on the use of assessment instruments in support of organizational development, recruiting, talent management, and leadership development programs and initiatives. • Identifies skill and behavioral requirement and develops models and frameworks that become the target of enterprise development priorities. • Partners with the human resources department across multiple locations to mine and analyze talent and learning data to glean insights for prioritizing targeted organizational and talent management and/or development opportunities. • Partner with General Manager, Human Resources to turn research and recommendation into actional programs and/or practices • Proposes aligned approach for designing, analyzing, identifying gaps, and designing recommended solutions to address organizational needs. • Advice on the use of organizational change management best practices. • Builds and maintains strong relationships with team members, leaders, key stakeholders, and external contracts to bolster alignment with and support of organizational development and talent initiatives, serves as a role model for team members in building and maintain relationships. • Define and refine processes and procedures across the OD team for continuous improvement and ideal partner/internal customer experience. • Provide recommendations to business units regarding assessments of team members’ technical skills, professional development, and career pathing • Conduct regular 1:1s, evaluate performance, provide feedback, and complete performance reviews.

Internal Audit Manager EMPLOYEE TYPE: Permanent WORKPLACE: Hybrid LOCATION: - Arlington Heights, IL - Schaumburg, IL Job Description We are working with a fast-growing financial services company on their search for an Internal Audit Manager. This is a newly created role — the company is bringing its internal audit function in-house for the first time and this individual will lead that effort, building the function from the ground up while serving as a strategic advisor to leadership on risk and process improvement. - Schaumburg, IL (Hybrid) $130,000 – $150,000 + Bonus Responsibilities: - Design and establish the internal audit function, including the audit charter, methodology, risk assessment framework, and annual audit plan. - Conduct operational and transactional audits across underwriting, claims, compliance, premium billing, reinsurance, MGAs, TPAs, and loss reserve processes. - Assess internal controls over financial reporting under US GAAP and statutory standards; manage the Model Audit Rule (MAR) program. - Prepare audit reports and present findings to executive leadership and the audit committee. - Advise cross-functional teams on system implementations, process changes, and strategic initiatives. - Support state insurance department examinations, NAIC reviews, and external auditor coordination. - Contribute to governance frameworks, policies, and procedures that support growth and regulatory compliance. Required Qualifications: - Bachelor's degree in Accounting required; CPA or CIA strongly preferred. - 7+ years of internal audit and/or public accounting experience. - Insurance industry experience required. - Strong knowledge of statutory reporting, regulatory compliance, and internal controls over financial reporting. - Excellent communication skills with the ability to translate complex issues into clear, actionable guidance.

• Ensure strict HIPAA-compliant confidentiality with all client-related data • Oversee the day-to-day operations of Rethink’s Revenue Cycle Management services. • Supervise a team of Customer Billing Advocates, including but not limited to assigning and monitoring workloads, operational productivity and performance, and management of procedures and workflows • Serve as the Billing subject matter expert resource internally and externally. • Identify and implement opportunities to improve the quality of services that result in timelines and customer satisfaction • Work directly with clients who may be escalated and take responsibility for addressing the client’s concerns while implementing processes to avoid repetition of errors. • Builds effective and strong team committed to achieving organizational goals • Assess existing processes to ensure Rethink’s Revenue Cycle Management services are being provided based on payor current requirements and best practice • Assess denial trends identified in denial management platform (DocVocate) to analyze trends and communicate findings and implement long term solutions to minimize denials and aging A/R • Make recommendations to Rethink leadership to address and improve operational protocols that focus on enhanced customer experience • Communicate staff hiring needs based on existing and projected workload capacity based on new customer account acquisitions • Coaches and mentors the team in a manner that ensures high volume revenue collections • Work directly with the Quality Assurance team to implement processes/procedures to ensure denial management strategies are adapted & implemented across teams • Develop and perform quality assurance audits to ensure that timelines for billing are being met • Develop and manage new customer onboarding & implementation processes/procedures • Document and communicate updated payor billing requirements to team members • Facilitate regular staff meetings that focus on key business metrics • Organizes weekly production/action reports and provides them to management • Interview candidates, make recommendations for hire and terminations when applicable • Attend customer meetings as needed

Role Description As a Manager, Workforce Management, you will lead the Workforce team within a 24/7 BPO environment supporting email and chat operations. The role is responsible for shaping and driving the WFM strategy across the CX Operations and Support Practice. This is a high impact role focused on building and strengthening workforce planning capabilities, including: - Designing staffing frameworks - Leveraging AI and modern tools to model workforce needs - Supporting clients as they scale their operations You will report to the Director, CX Operations and Support Practice, and work closely with the QA, Technical Services, and Implementations teams. Qualifications - Bachelor’s degree in Business, Statistics, Operations Management, or related field (preferred) - 4–6 years of Workforce Management experience in a BPO/contact center environment, with at least 2 years in a supervisory or managerial role - Proficiency in WFM tools (Verint, NICE, Aspect, Genesys, or equivalent) and advanced MS Excel skills - Proven track record building staffing plans and headcount business cases with measurable outcomes - Hands-on experience with scheduling platforms; experience with Assembled is a strong plus - Proficiency with Metabase or similar BI/reporting tools for data interpretation and dashboard management - Demonstrated ability to use AI tools (e.g., ChatGPT, Claude, Copilot) to accelerate analysis, automate workflows, or build models - Strong communication skills with the ability to present workforce data and recommendations to both operations teams and client stakeholders - Experience leading or mentoring workforce analysts, schedulers, or WFM specialists - Comfort working across multiple client programs simultaneously in a fast-paced, ambiguous environment Requirements - Lead, coach, and develop a team of Workforce Analysts and Schedulers - Serve as the primary WFM point of contact for internal stakeholders and client discussions - Oversee the overall Workforce Management practice across supported programs - Build and maintain data-driven staffing plans for Boldr’s current and potential teams and client accounts - Develop and present business cases for headcount needs - Create scenario models for ramp, attrition, seasonal demand, and new program launches - Partner with client-facing teams to identify WFM-related growth opportunities - Own scheduling operations across supported programs using tools such as Assembled - Oversee intraday monitoring of volumes, queues, and agent performance - Interpret and communicate WFM metrics through Metabase dashboards - Identify workforce risks and propose mitigation strategies - Drive continuous improvement across WFM processes, tools, and reporting standards Benefits - Impact-driven work environment - Opportunities for professional growth and development - Collaborative and supportive team culture Company Description Boldr is the first global B-Corp dedicated to delivering world-class Client experiences while creating access to dignified, meaningful work in communities around the world. We are a global team, united by our desire to connect diverse people with common values for boldr impact. We employ just over a thousand team members across five countries and we want to employ over 5,000 people by 2027, if not sooner.