• Take the lead in driving large-scale organizational change initiatives across the Engineering Org, partnering with senior leadership to manage transitions, maximize employee buy-in/mitigate resistance, and ensure smooth integration during periods of transformation, mergers, or acquisitions. • Drive leadership development initiatives, including executive coaching and succession planning, ensuring that the organization’s leadership pipeline is robust, diverse, and ready to meet future business challenges. • Oversee the facilitation and strategic alignment of all talent development programs, working with internal teams to ensure that learning, career development, and mobility programs align with organizational priorities and foster continuous growth. • Take ownership of improving organizational effectiveness, employee satisfaction, and overall workforce experience by developing and implementing targeted interventions based on a deep understanding of employee needs and business priorities. • Collaborate with the senior leadership team to drive organizational alignment, ensuring that business strategies are supported by effective talent, leadership, and people practices that enhance both individual and collective performance. • Serve as a trusted advisor to senior leaders, coaching them on complex people challenges, leadership development, and organizational effectiveness to elevate leadership capabilities and improve team performance. • Partner with senior executives and leadership teams to execute forward-thinking talent strategies that directly support business growth, enhance organizational capability, and drive high performance across the business. • Work in close partnership with the broader People team COEs to drive organizational culture initiatives that reinforce a high-performance mindset, foster employee engagement, and promote a collaborative, inclusive environment across all levels of the organization. • Provide guidance on organizational design, people strategy, and talent architecture, ensuring seamless alignment between organizational needs, business priorities, and people-related initiatives at an enterprise-wide level. • Lead the execution of comprehensive talent management strategies, including performance management, talent reviews, succession planning, and high-potential development, ensuring a pipeline of future leaders aligned with business needs. • Lead efforts to implement strategic workforce planning initiatives, ensuring that talent acquisition, development, and retention strategies align with the organization’s evolving business goals and objectives. • Leverage advanced people analytics to provide actionable insights into workforce trends, employee engagement, retention, and other key performance metrics, driving data-driven decision-making at the senior leadership level.

• Take the lead in driving large-scale organizational change initiatives across the Engineering Org, partnering with senior leadership to manage transitions, maximize employee buy-in/mitigate resistance, and ensure smooth integration during periods of transformation, mergers, or acquisitions. • Drive leadership development initiatives, including executive coaching and succession planning, ensuring that the organization’s leadership pipeline is robust, diverse, and ready to meet future business challenges. • Oversee the facilitation and strategic alignment of all talent development programs, working with internal teams to ensure that learning, career development, and mobility programs align with organizational priorities and foster continuous growth. • Take ownership of improving organizational effectiveness, employee satisfaction, and overall workforce experience by developing and implementing targeted interventions based on a deep understanding of employee needs and business priorities. • Collaborate with the senior leadership team to drive organizational alignment, ensuring that business strategies are supported by effective talent, leadership, and people practices that enhance both individual and collective performance. • Serve as a trusted advisor to senior leaders, coaching them on complex people challenges, leadership development, and organizational effectiveness to elevate leadership capabilities and improve team performance. • Partner with senior executives and leadership teams to execute forward-thinking talent strategies that directly support business growth, enhance organizational capability, and drive high performance across the business. • Work in close partnership with the broader People team COEs to drive organizational culture initiatives that reinforce a high-performance mindset, foster employee engagement, and promote a collaborative, inclusive environment across all levels of the organization. • Provide guidance on organizational design, people strategy, and talent architecture, ensuring seamless alignment between organizational needs, business priorities, and people-related initiatives at an enterprise-wide level. • Lead the execution of comprehensive talent management strategies, including performance management, talent reviews, succession planning, and high-potential development, ensuring a pipeline of future leaders aligned with business needs. • Lead efforts to implement strategic workforce planning initiatives, ensuring that talent acquisition, development, and retention strategies align with the organization’s evolving business goals and objectives. • Leverage advanced people analytics to provide actionable insights into workforce trends, employee engagement, retention, and other key performance metrics, driving data-driven decision-making at the senior leadership level.

• The Senior Manager of People & Culture plays a central role in the department’s day-to-day operations, translating departmental strategy into daily action. • They maintain full operational fluency across all People and culture functions, including talent acquisition, payroll administration, employee relations, performance management, compliance, and benefits administration. • This highly collaborative role is responsible for ensuring coordinated, efficient, and high-quality service delivery in support of employees, managers, and departmental priorities. • Full-Cycle Talent Acquisition & Management Partnership Strategic Recruiting: In partnership with the Director of P&C and the VP of P&C, lead specific recruitment strategies to attract, source, and select diverse, mission-aligned talent. • Turn recruitment from a transactional hiring process into a proactive talent partnership with hiring managers. • Systems & Candidate Experience: Function as the primary administrator for the Applicant Tracking System (ATS). • Payroll Administration, HRIS Fiduciary Ownership & Analytics Flawless Payroll Execution: Partner directly with the Finance department to ensure 100% accurate, compliant, and timely payroll processing, payroll inputs, and time-off/leave management systems. • HRIS Mastery & Data Integrity: Serve as the primary, day-to-day administrator for the HRIS (ADP). • Enforce absolute data integrity for all employee records, structural updates, and job changes to eliminate compliance or tax deduction risks. • People Analytics: Generate weekly and monthly people metrics (headcount, turnover, time-to-hire) to give the VP a clear "line of sight" into organizational trends and capacity data. • Benefits Administration & Employee Lifecycle Support Lifecycle Total Rewards: Manage day-to-day employee benefits inquiries, process new hire enrollments, qualifying mid-year life events, reconcile monthly bills and ensure proper reporting. • Leave Management: Own the operational coordination of FMLA, short-term disability, and parental leave programs in partnership with Guardian. • Open Enrollment Collaboration: Partner closely with the Director of Operations and during the annual Open Enrollment period to execute systems testing and employee communications. • Cross-Functional Generalist Support & Performance Optimization Front-Line Performance Coaching: Provide foundational guidance, tools, and timelines to managers and staff regarding employee relations concerns, goal setting, performance evaluations, and the deployment of Performance Improvement Plans (PIPs). • Frictionless Workflow Design: In partnership with other P&C Directors, continuously evaluate daily HR workflows to reduce administrative friction, increase the speed of HR service delivery, and maintain strict ticket hygiene within Jira. • Internal P&C Communications: Draft and distribute clear, timely, and culturally aware department updates, ensuring staff are well-informed on benefits, policy shifts, and workplace resources. • Duties, responsibilities and activities may change at any time with or without advanced notice. • Work Schedule: Monday - Friday 9a – 5p or 10a – 6p (local time), flexibility may be requested; additional hours as needed • Direct Reports: None. Expected Travel: Approximately 1-2 trips per quarter to Bottom Line regions, Bottom Line staff convenings, and/or field events.

Role Description The People Operations Manager will perform diverse Operations and HR duties for Right To Be's Team. Responsibilities include supporting the day-to-day HR functions inside of the organization, managing various business operations, and ensuring successful execution of all organizational administrative processes. The People Operations Manager is an integral member of the Right To Be team and focuses on providing comprehensive support across departments. They will report to the Vice President of Finance & Operations. This non-exempt part-time position will be a remote role. The position is 20–25 hours per week with a flexible split across 4 longer days or 5 shorter days. Working days must include Tuesday through Thursday. Work hours must include core availability from 10:00 AM ET to 2:00 PM ET at least 2 days per week. Some travel is required. There are no supervisory responsibilities. Responsibilities - Policy and Compliance - Spearhead a comprehensive annual audit, revision, and distribution of organizational policies and the Employee Handbook to maintain rigorous compliance standards. - Manage weekly payroll processing, serving as the organization's primary operational liaison with Paychex. - Collaborate with the VP of Finance and Operations to evaluate compensation structures, benefits packages, and leaves of absence. - Actively manage, update, and maintain all local, state, and federal business registrations, alongside state unemployment insurance (UI) tax accounts across multiple jurisdictions. - Ensure absolute compliance with all local, state, federal, and international employment-related laws and regulations. - Direct the auditing, updating, and secure maintenance of digital and physical staff personnel files, performance review records, and sensitive regulatory documentation. - Maintain continuous knowledge of trends, best practices, and regulatory changes in human resources, talent management, and employment law. - Hiring and Onboarding - Enhance the organization's talent acquisition strategies and oversee consistent, streamlined recruiting processes that identify and attract top talent. - Spearhead the compliant hiring, onboarding and offboarding of all employees and consultants both US based and International. - Manage relationships with Employer of Record (EOR) platforms or Professional Employer Organizations (PEOs) to ensure cross-border regulatory alignment. - Retreats, Employee Experience & Professional Development - Collaborate with the VP of Finance & Operations to develop programming that improves working relationships, builds organizational morale, and increases staff retention. - Collaborate with the Finance & Operations team to plan and execute four virtual staff retreats. - Oversee and assess people analytics and HR data, making strategic recommendations to the Executive Team when improvement needs are identified. - Enhance talent development processes, including the oversight of professional development, talent management plans, performance evaluation cycles, and coaching processes. - Perform other related duties as requested or as responsibilities dictate: While this role is predominantly focused on People Operations the employee should be a team player excited to support various operational functions across the organization. Qualifications - SHRM-CP, SHRM-SCP, PHR, or SPHR certification is highly preferred. - 4+ years of dedicated Human Resources experience, preferably within a small-to-midsized nonprofit organization. - Proven track record of managing multi-state payroll and labor compliance. - Strong familiarity with international independent contractor regulations is highly preferred. - Advanced proficiency with payroll platforms (specifically Paychex), HRIS systems, and collaboration software (Google Workspace, project management tools). - Outstanding written and verbal communication skills, including the ability to draft formal policies and explain complex regulatory frameworks to staff. - Exceptional personal credibility and an unyielding commitment to handling highly confidential HR and sensitive legal information with extreme care. - Self-directed, highly organized, and detail-oriented with an ability to successfully manage shifting priorities, strict regulatory deadlines, and complex risk-management issues. - Must be highly adaptive to management styles and changing needs, re-prioritizing tasks and projects as needed. - Personal integrity, credibility, and passionate commitment to Right To Be's mission. - Commitment to strong performance, high standard of accountability, and openness to feedback. - Must have a solution-oriented approach to conflicts. Benefits - At Right To Be, we believe that in order to retain passionate and high-performing team members, our approach to compensation must be aligned with our organizational values. - The compensation for this role is $33.65/hr, 20-25 hrs/week. - A Monthly Health Care Stipend to cover health insurance costs. - A work laptop & other necessary equipment. - Generous Paid Time off (PTO, Wellness Leave, a week off between Christmas and New Years, Summer Fridays, and all major holidays). - *Please note all that benefits are subject to change at the discretion of Right To Be.