• Serve as the lead HR partner to segment leadership, aligning human capital strategies with business objectives • Support workforce planning efforts, with a focus on skilled trades and hard-to-fill roles • Reinforce a strong safety-first culture in partnership with operations and EHS • Drive performance management practices that reinforce accountability and results • Champion adoption of HR processes, tools, and systems across the group • Driving continuous improvement within the HR function • Leading investigations regarding employee hotline calls • HR audit reviews; taking a partnership approach to ensure the organization and its employees are protected • Assess the HR teams for development opportunities • Coach HR leads and engage in facilitating training requirements as needed • Keeping The McWane Way in the forefront of all interactions • Building relationships with operations through a myriad of communication channels and plant visits

Role Description As an HR Specialist, you will handle the day-to-day practicalities of the employee lifecycle, ensuring our systems are accurate and our team members feel supported from day one. People Operations & Systems - Prepare and distribute HR documents for both employees and contractors (offer letters, employment verifications, policy acknowledgements, etc.) - Support employee status changes, including promotions, transfers, compensation updates, and terminations. - Provide administrative support across People Operations initiatives. Employee Experience - Respond to employee questions regarding policies, benefits, and HR programs. - Support employee engagement initiatives, surveys, recognition programs, and company events. - Help drive positive employee experiences throughout the employee lifecycle. Hiring & Recruiting - Coordinate interviews and candidate scheduling when needed. - Manage job postings across hiring platforms. - Support candidate communication and interview logistics. - Help maintain a positive candidate experience throughout the hiring process. Compliance & Documentation - Assist with audits and reporting requests. - Manage employee data and maintain accurate records in HRIS and personnel files. - Help update internal HR policies and procedures. - Support payroll processes by providing accurate employee data and change reporting. Onboarding & Offboarding - Facilitate a high-touch onboarding experience by coordinating welcome sessions and ensuring new hires have access to essential tools and platforms. - Serve as a point of contact for new employees, helping them navigate their first 90 days at Meru. - Assist with the full-cycle offboarding process, including preparing final documentation. - Support the coordination of exit interviews and ensure a respectful transition for departing team members. Qualifications - Experience: 2-3+ years of US HR specialist experience, preferably within a startup environment. - Communication: Excellent verbal and written communication skills with a focus on empathy and clarity. - Technical Proficiency: Ability to quickly learn new tools and a solution-oriented approach to technology. - Values Alignment: A genuine passion for mental health and alignment with our values of compassion, integrity, and high emotional intelligence. Requirements - Conduct audits to ensure compliance with health care laws, regulations, and policies. - Track and follow trends of reported compliance issues and inquiries or complaints. - Analyze relevant data to find opportunities to improve the compliance program and culture of compliance. - Provide support in coordinating third party oversight related to compliance requirements. - Research, interpret, and implement federal, state, and local regulatory mandates. - Assist in communication and education initiatives delivered by Compliance. - Produce and distribute department and organizational reports related to compliance. - Assist in regular Compliance Program risk assessments. - Willing to work US Hours from Mondays to Fridays. - Willing to work REMOTELY.

Role Description We are looking for an HR Business Partner to facilitate the day-to-day HR functions for both external and internal employees. Heavy emphasis will be placed on employee relations, training/development, implementation of policies/procedures, supporting the efforts of and participation in CAI's Belonging & Impact initiatives, and performance management. Primary duties include, but are not limited to, the following: - Employment management, job changes, promotions, and separations - New employee orientation - Performance management - Investigations and compliance - Compensation administration This position will be full-time and remote. What You’ll Do - Conducts employee relations investigations in consultation with management - Provides consultative HR approach to the business including but not limited to coaching, mentorship, professional development, and disciplinary action - Partners with managers on individual employee performance improvement plans and employee development opportunities - Partners with the business to understand needs and strategize effective solutions - Maintains knowledge of legal requirements related to day-to-day management of employees to ensure regulatory compliance - Partners with leaders on talent development - Creates/facilitates employee engagement plans and initiatives - Formulates partnerships across the enterprise to deliver value added service that reflects the business objectives of the organization - Proactively communicates employee trends to HR leadership and business management to develop integrated solutions - Enthusiastic team member with a strong drive to create a positive work environment and engagement - Provides HR Policy guidance and interpretation - Facilitates operational duties related to employment changes - Performs related duties as assigned by leadership team - Maintains compliance with all company policies and procedures Qualifications - 5+ years of experience as a Human Resources Generalist (previous HR Management experience is a plus) - BA/BS in Human Resources or related field preferred - Excellent verbal and written communication skills, including ability to effectively communicate with internal and external customers - Excellent computer proficiency (MS Office Word, Excel and Outlook, Workday is a plus) - Must be able to effectively meet deadlines while maintaining a positive attitude and providing exemplary customer service - Ability to work independently and carry out assignments to completion within parameters of instructions given, prescribed routines, and standard accepted practices - Passion for innovative HR solutions and process improvement - Knowledge of Federal, State, and local labor laws Physical Demands - Ability to safely and successfully perform the essential job functions - Sedentary work that involves sitting or remaining stationary most of the time with occasional need to move around the office to attend meetings, etc. - Ability to conduct repetitive tasks on a computer, utilizing a mouse, keyboard, and monitor Benefits - Medical, dental, and vision insurance - 401k retirement account access - Paid time off - Paid sick leave and/or other paid time off as provided by applicable law Salary The pay range for this position is $95,000 - $105,000 per year. Exact compensation may vary based on several factors, including location, experience, and education.

Role Description The Senior Manager, HR Business Partner (HRBP) serves as a strategic advisor to senior leadership, aligning business objectives with people strategies to drive organizational performance. This role partners closely with business leaders to design and execute workforce plans, including organization design, talent strategy, and large-scale change initiatives. As a senior member of the HR team, this role leads complex HR initiatives, influences decision-making through data-driven insights, and ensures effective partnership with Centers of Excellence (COEs) across Talent Acquisition, Total Rewards, Talent Management, and Employee Relations. The Senior Manager HRBP operates with a high level of autonomy, frequently exercising discretion and judgment, while coaching leaders and mentoring HR team members. Key Responsibilities - Strategic Partnership & Business Alignment - Partner with senior leaders to develop and execute people strategies aligned to business objectives and timelines. - Build deep business acumen (AOP, strategy, financials, competitive landscape) to proactively shape workforce plans. - Serve as a trusted advisor, influencing leadership decisions and driving organizational effectiveness. - Organizational Design & Workforce Planning - Lead organization design initiatives, including spans/layers optimization and workforce planning aligned to business needs. - Guide leaders on job design, role structuring, grading, and compensation alignment in partnership with Total Rewards. - Ensure diversity, inclusion, and internal mobility considerations are embedded in workforce strategies. - Change Leadership - Lead and implement enterprise and business-specific change initiatives (restructures, growth, acquisitions, transformations). - Develop and execute change and communication strategies to ensure successful adoption and minimal disruption. - Talent & Performance Management - Lead talent management processes including performance reviews, succession planning, and talent pipeline development. - Partner with leaders to build high-performing teams and drive accountability for talent outcomes. - Support and guide hiring for senior roles and oversee internal mobility processes. - Employee Engagement & Culture - Assess organizational health and engagement using survey data and other insights. - Develop and implement action plans to improve employee experience, retention, and culture. - Employee Relations & Compliance - Lead resolution of complex employee relations matters, including investigations and risk mitigation. - Ensure compliance with employment laws and company policies; partner with Legal as needed. - Provide expert guidance on performance management, disciplinary actions, and conflict resolution. - Data & Insights - Leverage data and analytics (in partnership with COEs) to inform decision-making and drive business outcomes. - Present insights to leaders and develop actionable recommendations aligned to KPIs. - HR Team Leadership & Collaboration - Collaborate closely with HR COEs to deliver integrated HR solutions. - Coach and mentor HR team members and leaders within the client group. - Lead cross-functional HR projects or programs with accountability for outcomes. - Stakeholder Engagement - Maintain regular engagement with leadership teams (1:1s, staff meetings, site visits). - Act as a key representative of HR in both strategic and operational forums. Qualifications - Bachelor’s degree in Human Resources, Business, or related field. - 10+ years of progressive HR experience, including significant HRBP leadership experience. - HR certification (e.g., PHR, SPHR, SHRM-CP/SCP, CIPD) preferred. Requirements - Advanced expertise across multiple HR disciplines (org design, talent management, ER, comp, compliance). - Proven ability to influence senior leaders and drive strategic outcomes. - Strong experience leading large-scale change and transformation initiatives. - Demonstrated success managing complex employee relations issues end-to-end. - Strong business acumen with the ability to translate data into actionable insights. - Experience supporting technical, engineering, or service-based organizations preferred. - Excellent communication, stakeholder management, and influencing skills. - Ability to operate in fast-paced, ambiguous environments and manage competing priorities. Additional Requirements - Ability to handle highly confidential information with discretion. - Willingness to travel to support business needs. Benefits - $150,000.00 - $165,000.00 + benefits.