Job Summary The HR Business Partner II supports Manheim Shared Services HRBPs by delivering People Solutions services and advising managers on day-to-day HR programs, policies, and processes. This role partners with HRBPs and Centers of Excellence to implement people initiatives, support talent processes, and provide data-driven insights that improve employee experience and organizational effectiveness. This is a US Remote role and up to 25% travel is expected. Primary Responsibilities HR Service Delivery & Business Support - Provide tactical HR support across key People Solutions areas, including compensation and benefits, employee engagement and communications, training and development, and employee lifecycle programs - Serve as a point of contact for managers and employees, providing timely and practical solutions Employee Relations & Policy Guidance - Advise managers and employees on the application of People Solutions policies and regulatory requirements - Partner with HRBPs and Employee relations on employee concerns and issue resolution - Support fair and consistent application of workplace practices Program Implementation & Coordination - Support implementation of People Solutions programs and process changes (e.g. talent, performance, compensation cycles) - Coordinate program logistics, communications, and reporting - Assist managers with execution of change initiatives Talent & Workforce Support - Support HRBPs in executing talent and workforce initiatives including talent and succession planning, employee development, and workforce planning activities - Help promote a culture of development and employee engagement across teams Data, Reporting & Insights - Conduct exit interviews - Gather, analyze, and interpret HR data (engagement, exit feedback, workforce metrics, talent) to identify trends and insights - Build reports and presentations to support HRBPs and leaders in decision making - Partner with People Analytics to translate data into actionable recommendations Continuous Improvement & Collaboration - Support process improvement efforts to enhance HR service delivery and organizational effectiveness - Collaborate across People Solutions (HRBPs, COEs, etc.) to align on priorities and execution - Contribute to broader HR initiatives and projects as needed Minimum Qualifications - Bachelor's degree in a related discipline and 2 years' experience in a related field; or a different combination, such as a master's degree or Ph.D. and up to 2 years' experience in a related field; or 6 years' experience in a related field in lieu of a degree - Advanced skills in analytical thinking, business acumen, consulting, legal and regulatory environment and managing multiple priorities - Advanced skills in building partnerships, communicating with consideration, driving innovation, engaging others and gaining others confidence Preferred Qualifications - Graduate degree in business, HR or related field - HR certification such as PHR, SPHR or GPHR - Demonstrated ability to work in a geographically disbursed and matrix organization - Project Management experience - Strong Microsoft Excel knowledge and application Cox Enterprises, Inc. JD Disclaimer The statements in this job description are intended to represent the key duties, essential nature and level of work being performed. They are not intended to be all responsibilities or qualifications of the job. USD 67,100.00 - 100,700.00 per year Compensation: Compensation includes a base salary in the range of $67,100.00 - $100,700.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. Benefits: The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship. Application Deadline: 06/12/2026 EOE, including disability/vets

• Partner with the VP, HR Operations & Analytics and HR leadership to help shape and evolve the HR technology strategy, ensuring systems and tools align with organizational growth and HR priorities. • Support the development and maintenance of the HR technology roadmap, evaluating emerging tools, platforms, and capabilities against business needs. • Lead research, requirements gathering, and business case development for HR technology investments; present recommendations and options to senior stakeholders. • Stay current on HR technology trends, innovations, and market developments to identify opportunities to enhance capabilities and improve user experience. • Lead the implementation, configuration, and ongoing administration of Mineralys’ HR systems, ensuring platforms are optimized, scalable, and operationally reliable. • Manage end-to-end HR technology projects including system implementations, integrations, upgrades, and enhancements, serving as project lead from requirements through go-live and stabilization. • Oversee system releases, testing cycles, issue resolution, and feature adoption across update cycles. • Ensure HR systems effectively support the employee lifecycle including recruiting, onboarding, compensation, benefits, performance management, learning, and offboarding. • Partner with IT to manage integrations, data architecture, access governance, security, and compliance across HR systems. • Maintain comprehensive documentation of system configurations, workflows, business processes, and support materials. • Support compliance with applicable regulatory, privacy, and data protection requirements across HR systems. • Serve as the primary point of contact and relationship manager for HR technology vendors and third-party service providers. • Manage vendor contracts, SLAs, renewal cycles, and performance expectations; escalate and resolve issues effectively. • Evaluate vendor roadmaps and advocate for Mineralys’ needs in product development conversations. • Coordinate vendor-driven upgrades, enhancements, and new module rollouts in alignment with internal priorities. • Support the continued development of Mineralys’ HR analytics capabilities, strengthening foundational reporting, dashboarding, and insight generation. • Own recurring reporting cadences (monthly dashboards, quarterly workforce reviews) and respond to ad hoc analytical requests with clear, data-driven narratives. • Collect, model, interpret people data to identify trends and insights across talent acquisition, retention, engagement, compensation equity, diversity, and organizational effectiveness, and surface actionable recommendations for HR business partners and senior leadership. • Define and standardize HR metrics and KPIs, including data definitions, calculation standards, and reporting consistency across the organization. • Partner with HR Business Partners, COEs, and business leaders to understand priority analytical questions and build scalable, repeatable reporting solutions. • Partner with IT to build cross-functional reporting tools and support a data governance framework for people data, including standards for data integrity, access, and security. • Partner closely with HR leadership and cross-functional stakeholders on HR technology and analytics priorities. • Translate complex system capabilities and data into clear, practical insights and recommendations for non-technical audiences. • Lead change management activities associated with system implementations and enhancements, including communications, training, and adoption measurement. • Promote data literacy and continuous improvement across the HR organization.

Role Description Visionpool Business Services is hiring a REMOTE Human Capital Management (HCM) Specialist who will be responsible for the support, configuration, and continuous optimization of enterprise Human Capital Management (HCM) systems, with a primary focus on Oracle Fusion Cloud HCM. This role ensures system configurations accurately reflect organizational policies, collective agreements, and legislative requirements, while enabling efficient and compliant HR operations. - System Configuration & Optimization: - Configure and maintain Oracle Fusion Cloud HCM modules to support evolving business requirements. - Ensure system setup aligns with organizational policies, collective agreements, and regulatory compliance. - Optimize performance and usability. - Functional Support & Troubleshooting: - Provide advanced functional support for Oracle Fusion HCM. - Diagnose and resolve incidents related to configurations, business processes, integrations, and data inconsistencies. - Act as an escalation point for complex issues impacting operations. - System Integration & Data Integrity: - Support and monitor integrations between HCM systems and downstream applications (e.g., ERP, payroll, timekeeping, finance). - Investigate and resolve interface failures or data discrepancies to ensure end-to-end data accuracy and reliability. - Process Improvement & Automation: - Identify opportunities to streamline business processes through system enhancements, workflow optimization, and automation. - Support the implementation of self-service capabilities and digital-first solutions to improve user experience and reduce manual effort. - Compliance & Risk Mitigation: - Ensure system configurations and processes comply with applicable labor laws, healthcare regulations, and internal security standards. - Support audit activities and contribute to risk mitigation through strong data governance practices. - Reporting & Analytics: - Develop and support reporting solutions using Oracle Fusion reporting tools and/or SQL to enable data-driven decision-making. - Provide insights on workforce metrics, operational performance, and HCM trends. - Testing & Release Management: - Participate in testing activities for quarterly Oracle releases, patches, and enhancements. - Validate system changes, document outcomes, and ensure minimal disruption to business operations. - Documentation & Knowledge Management: - Maintain accurate and comprehensive documentation of system configurations, business rules, and procedures. - Contribute to knowledge repositories to support operational continuity. - Stakeholder Engagement & Training: - Collaborate with HR, Payroll, and business stakeholders to gather requirements and translate them into system solutions. - Deliver training and knowledge transfer to business support teams and functional teams, ensuring effective adoption of system capabilities. Qualifications - Bachelor’s Degree in Computer Science, Information Systems, Business Administration, or a related discipline. - Minimum 3 years of hands-on experience supporting enterprise HCM systems. - Demonstrated experience with Oracle Fusion Cloud HCM (Compensation, Core HR, Recruitment, Absence modules preferred). - Experience in system configuration, incident resolution, and supporting integrations within an ERP environment. - Experience in healthcare, public sector, or unionized environments is an asset. - Oracle Fusion Cloud HCM certification(s) strongly preferred. - Additional certifications (e.g., PMP, CBAP, ITIL) are considered assets.

Role Description Cortico seeks an HR Lead to own the full employee lifecycle — from recruiting and onboarding through performance management, benefits administration, and offboarding — while serving as a trusted resource for our team and a culture champion across the organization. - This role works closely with the VP of Operations and reports into the Operations function. - You’ll manage our relationship with Insperity, our PEO, and handle the day-to-day mechanics of HR with care and precision. - You’ll help us hire well, develop our people, and build a workplace where everyone feels seen and supported. - One week you might be running a recruiting process; the next you’re coordinating open enrollment, facilitating a performance conversation, or helping plan a team retreat. This role is right for someone who genuinely enjoys people operations — the details and the human moments both. The estimated pay range for this role is $75,000 – $85,000. Where you land on our range depends on your unique background and experience and where you live. We have competitive benefits which can be found here . Our team members must be based in the U.S. Unfortunately, we are unable to sponsor visas at this time. Qualifications - 6+ years of HR experience, ideally in a nonprofit or mission-driven organization. - Demonstrated experience across recruiting, onboarding, benefits, performance management, and offboarding. - Proven ability to manage multiple workstreams simultaneously, keep systems running, and hold the details without dropping the ball. - Strong written and verbal communication skills, with the judgment to know when to escalate, when to act, and how to navigate sensitive people situations with discretion. Requirements - Organized and detail-oriented without being rigid. - Comfortable in a PEO environment (or ready to learn). - Cares about culture and brings ideas for how to make it better. - Sees the big picture and loves wearing multiple hats. - Has worked alongside or in support of a software engineering or tech-related team. - Cares about the work and Cortico’s commitment to equity, inclusion, and community-centered practice. Responsibilities - Lead recruiting processes end-to-end — from job description through offer — in partnership with hiring managers. - Own new hire onboarding and oversee employee promotions, transitions, and offboarding. - Process payroll and manage benefits administration through Insperity, our PEO, serving as the primary relationship manager. - Support annual open enrollment, compensation increases, and market benchmarking. - Maintain employee records, manage our ATS, and ensure compliance with employment law across the employee lifecycle. - Serve as the first point of contact for HR-related questions from staff. - Own the performance review cycle and support managers on performance conversations, documentation, and development. - Coordinate recurring culture touchpoints — all-team syncs, team celebrations, staff retreats — and help foster a connected, inclusive team environment. - Spearhead DEIB and values initiatives in partnership with the VP of Operations. - Support the VP of Operations on board governance activities, including the annual Conflict of Interest survey and the CEO review process. - Support the VP of Operations on operations activities, as needed. Preferred - Professional certification in HR (PHR, SHRM-CP, or equivalent). About Next Steps Please apply here and include the following information: - A little about you and your interest in the role. - A résumé / CV. - Answer the following question: Tell us about a time you had to manage a sensitive employee situation. How did you approach it, and what did you learn? This is not an entry-level position and we know great candidates come from a wide range of backgrounds. If you’re passionate about what we’re building at Cortico, don’t hesitate to apply — even if you’re not sure you meet every qualification. About Our Process We aim to review and respond to all applicants within three to four weeks of submission. Our interview process includes multiple rounds: - Initial screening interview with our VP of Operations. - Panel Interview with key stakeholders. - Interview with the CEO. - Reference checks. Through all of these sessions we make sure that you have plenty of time to ask questions of Cortico team members. Cortico maintains a strong policy of equal opportunity in employment. It is our objective to recruit, hire, and retain the most qualified individuals without regard to race, color, religion, sex, sexual orientation or identity, national origin, age, disability, veteran status, or any other characteristic or status protected by applicable federal, state, or local law.