Role Description The People Business Partner (PBP) serves as a strategic advisor to leaders, aligning People strategies with business objectives to drive organizational performance, employee engagement, and sustainable growth. The PBP partners closely with senior leadership and people managers to strengthen leadership capability, develop talent pipelines, improve organizational effectiveness, and enhance workforce outcomes. Through data-driven insights, proactive consultation, and strong business acumen, the PBP helps leaders navigate complex People challenges while fostering a high-performing and inclusive workplace culture. In collaboration with leadership and People Centers of Excellence, the PBP develops and implements talent strategies that attract, develop, reward, and retain employees while supporting organizational priorities. This role contributes to business success by translating company strategy into effective people solutions that strengthen leadership effectiveness, workforce capability, and employee experience. This position reports to the Manager, People Business Partners. What This Role Does - Strategic Partnership: Serve as a trusted advisor to executive team, directors and managers, providing strategic consultation and recommendations on workforce planning, organizational effectiveness, leadership capability, talent management, and employee experience initiatives that support business objectives. - Leadership Development: Strengthen leadership capability through coaching, mentoring, talent assessment, and development strategies that improve leader effectiveness and organizational performance. - Employee Relations: Manage employee relations matters of moderate to high complexity, including policy interpretation, workplace issues, performance concerns, corrective actions, investigations, conflict resolution while balancing employee experience, business needs, compliance and risk mitigation. - Data Driven Insights: Leverage workforce analytics, engagement data, turnover trends, and organizational health metrics to identify opportunities, mitigate risks, and influence business and talent decisions. - Workforce Planning & Talent Strategy: Partner with leaders to identify workforce needs, talent gaps, succession opportunities, and retention risks. Support workforce planning initiatives that ensure organizational readiness and leadership continuity. - Organizational Effectiveness: Consult with leaders on organizational design, team effectiveness, role clarity, workforce optimization, and talent strategies that improve performance, collaboration, and scalability. - Performance Excellence: Drive effective goal setting, talent reviews, performance evaluations, and performance management practices that strengthen accountability, employee growth, and organizational success. - Change Management: Partner with leaders to plan and execute organizational change initiatives, ensuring effective communication, employee adoption, and successful implementation. - Cross Functional Collaboration: Partner with People Centers of Excellence, including Compensation, Benefits, Talent Acquisition, Learning & Development, Organizational Development and People Team Operations to deliver integrated People solutions that support business objectives. - Exit Strategy Optimization: Analyze turnover trends, exit feedback, and workforce data to identify retention opportunities and recommend strategies that improve employee experience and business performance. - Continuous Improvement: Support the standardization, simplification, and continuous improvement of People programs, policies, processes, and tools to improve effectiveness and scalability. - Facilitate for Impact: Facilitate live and virtual workshops, training sessions, and talent discussions that drive engagement, knowledge transfer, and business alignment. - Compliance & Best Practices: Ensure compliance with federal, state, and local employment laws while promoting consistent, equitable, and effective People practices across assigned client groups. - Other duties as assigned. Qualifications - Bachelor's degree in Human Resources, Business Administration, or related field or equivalent years’ experience. - 5+ years of progressive Human Resources experience, including at least 3 years in a Human Resources Business Partner or comparable strategic consulting role, preferably supporting nonexempt, multi-state, and remote workforces. - SHRM-CP (Certified Professional) or PHR (Professional in Human Resources) by HRCI preferred. - Experience supporting senior executives, directors and managers in fast-paced business environments. - Advanced knowledge of federal, state, and local employment laws and HR practices, including employee relations, wage and hour compliance, leave and accommodation laws, discrimination and harassment prevention, performance management, investigations, and terminations. - Demonstrated ability to influence leaders and implement business aligned people strategies. - Experience managing employee relations matters, workplace investigations, organizational risk issues, and conflict resolution. - Strong business acumen with experience in workforce planning, organizational effectiveness, talent management, and change management. - Strong analytical, critical thinking, and problem-solving skills with the ability to assess risk, identify practical solutions, and provide sound recommendations. - Strong communication, presentation, facilitation, and relationship management skills, with the ability to effectively engage audiences and influence leaders at multiple organizational levels. - Ability to balance strategic partnership responsibilities with operational execution. - Strong project management and organizational skills, with the ability to manage multiple priorities and deadlines. - Ability to plan and manage at both strategic and tactical operational levels while overcoming obstacles and adapting to changing business needs. - Ability to maintain confidentiality, exercise sound judgment, and navigate ambiguity effectively. - Experience supporting organizational change initiatives and business transformation efforts preferred. - Proficiency in Microsoft Office Suite and modern communication tools for virtual teams, including Microsoft Teams and Slack. - Proficiency in HR systems, including Dayforce and SuccessFactors preferred. - Willingness and ability to work flexible hours as needed and travel up to 10%, which may include occasional overnight travel. Physical Demands In accordance with the Americans with Disabilities Act (ADA) and applicable state and local laws, the Company will provide reasonable accommodations to qualified individuals with documented disabilities to enable them to perform the essential functions of the job, unless such accommodations would impose an undue hardship. Employees seeking accommodation should contact the People Department to initiate the interactive process. Employees may experience the following physical demands for extended periods of time: - Sitting, standing, and walking (90-100%) - Keyboarding (95-100%) - Viewing computer monitor, tablet, and cell phone requiring close vision (70-90%) Work Environment - 100% Remote: Work environment is at home. Compensation $90,000 to $100,000/yr determined by competitive market analysis and internal equity considerations. Final compensation will be based on the candidate’s qualifications, experience, and business needs. For details on our comprehensive benefits program, visit www.clearcaptions.com/careers to explore our total rewards package. Intrigued to learn more? When you apply for this role, your information will be personally reviewed by our talent acquisition team (not by a robot). You can expect to hear back from us if we think there could be a fit and what next steps look like. Equal Opportunity Employer ClearCaptions is an equal opportunity employer committed to inclusion and diversity. All employment decisions are based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, Veteran status, or other legally protected characteristics. Disclaimer The above information in this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job. ClearCaptions does not offer sponsorship for work authorization. Candidates must be authorized to work for any employer in the US without a current or future need for Visa sponsorship. Protecting Your Candidate Experience At ClearCaptions, your candidate experience matters to us. To ensure transparency and security throughout the hiring process, please keep the following in mind: - All legitimate ClearCaptions job openings are posted exclusively on this careers page. - Our recruiters will only contact you from verified @clearcaptions.com email addresses. - We will never offer a job through LinkedIn messages or any social media platform. - We will never ask for sensitive personal information (like banking details or Social Security numbers) during early stages of the hiring process. - We encourage all applicants to stay vigilant against online job scams, especially those that misuse company names or logos to appear legitimate. If you receive a message that seems suspicious or doesn’t follow these guidelines, please don’t engage. You’re welcome to verify any opportunity by reaching out to us directly at recruiting@clearcaptions.com.

• Set our people strategy: Define how we think about talent, compensation, benefits, and the org design questions that come with growth. • Formalize our culture of feedback and development: Level up our feedback systems, performance cycles, leveling and promotion programs, and manager training. • Optimize recruiting: Mature our hiring strategies, systems and manager support mechanisms. • Own multi-state workforce management and employee relations: Ensure oversight of classification, hiring compliance, and other employee matters. • Reinforce Hey Jane as an amazing place to work: Own eNPS feedback loop with a focus on onboarding, benefits, PTO, and the rituals that hold our team together across clinical and business teams.

• Lead the identification, scoping, and design of high-priority initiatives across People Operations requiring specialized expertise, cross-functional coordination, and senior-level judgment • Develop and present business cases, ROI models, and investment frameworks that inform prioritization and resource decisions across the People Operations portfolio • Accountable for defining success metrics, establishing measurement approaches, and tracking value realization for strategic initiatives from inception through delivery • Deliver executive-level updates on initiative strategy, progress, and outcomes to senior HR and business leadership • Serve as the People Operations strategic M&A lead across the full deal lifecycle — from pre-deal due diligence through integration or separation execution • Partner with HR M&A, Client HR, Corporate Development, and other cross-functional teams to shape deal strategy • Develop integration and separation strategies that align to the global People Operations operating model • Oversee People Operations delivery against deal commitments, tracking financial targets and deal synergies • Lead the identification, evaluation, and prioritization of AI and automation opportunities across People Operations • Develop and maintain AI-specific ROI models that account for implementation costs and projected value realization • Establish governance frameworks to evaluate, pilot, and scale AI and automation capabilities within People Operations • Support the evolution of the People Operations operating model, assessing how work, roles, and team structures should adapt as AI and automation capabilities mature • Deliver executive updates on AI and automation progress and outcomes to People Operations and HR leadership • Partner with Change and Communications and Learning teams to support capability building and drive adoption of new tools and ways of working across People Operations.

• Gestionar los procesos hard de RRHH, asegurando el cumplimiento legal • Relevar, consolidar y controlar novedades de payroll • Validar preliquidación y asegurar la correcta liquidación final • Administrar recibos digitales y garantizar su emisión en tiempo y forma • Coordinar obras sociales y seguros (altas, bajas, facturación, control) • Controlar CBU, archivos bancarios y asegurar pagos a colaboradores • Gestionar vacaciones, anticipos de sueldo y licencias • Control de Cargas Sociales • Atender y resolver consultas del cliente interno (sueldos, ganancias, beneficios) • Acompañar procesos de onboarding y offboarding • Coordinar y hacer seguimiento de background checks • Generar y analizar reportes de HR (Workday u otros sistemas) • Actuar como nexo con equipos globales y Finanzas • Colaborar en comunicaciones internas (ingresos, aniversarios, etc.)