• Own the People partnership for assigned teams, advising leaders and managers on the people, team, and organizational needs required to build healthy, high-performing teams. • Build a deep understanding of the teams you support, including their priorities, operating rhythms, team dynamics, and execution challenges, and translate that context into practical people strategies. • Provide coaching on org design, team health, performance, communication, manager effectiveness, and change management, including through re-orgs and structural shifts. • Partner with leaders on workforce planning, role clarity, manager capacity, team structure, and future talent needs. • Help leaders identify and address team effectiveness issues, including decision-making, ownership, collaboration across functions, communication gaps, and unclear expectations. • Coach managers to build stronger habits around feedback, accountability, employee development, role clarity, and difficult conversations. • Partner with leaders and managers on career development, leveling expectations, promotion readiness, and consistent application of growth frameworks. • Run performance and goal-setting cycles, including supporting calibrations and promotion discussions. • Support employee relations topics with discretion, fairness, and clear guidance. • Build trust with employees across supported teams, understand employee sentiment, and help leaders respond to themes with clarity and action. • Partner across the People team on manager capability, development needs, onboarding, skill gaps, and employee lifecycle programs. • Use people data, including engagement, performance, retention, and attrition signals, to surface trends and recommend action to leaders. • Proactively identify people-related risks, gaps, and opportunities, and take initiative to drive practical, scalable solutions.

• 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.