• Manage Calendly’s bi-annual compensation cycles, including our Mid-Year Merit cycle, bi-annual Promotion cycle, our Top Performer Bonus cycles, and equity top ups — ensuring data integrity, stakeholder alignment, and on-time delivery. • Serve as the trusted compensation advisor for offer decisions, promotions, retention scenarios, and off-cycle adjustments — balancing market competitiveness with internal pay equity. • Partner with People Business Partners and managers to build compensation literacy across the organization, equipping them to have clear, confident pay conversations with their teams. • Maintain and optimize Calendly's salary band and job leveling framework, ensuring our structure is clear, consistent, and competitive as the company grows. • Guide People Business Partners and the Talent Acquisition team with job leveling, job family placement, and classification. • Proactively monitor and respond to compensation legislation changes, translating regulatory updates into policy action and stakeholder communications. • Own Workday compensation data, including building job profiles, grade profiles, and assist our Business Systems team with building compensation cycles. • Partner with Total Rewards leadership and Finance to develop clear, executive-ready Compensation Committee materials — synthesizing compensation data, program updates or proposals, and market benchmarking into compelling narratives that support informed board-level decision-making. • Lead Calendly's participation in benchmark surveys, analyze market data, and surface competitive insights that inform compensation strategy and leadership decision-making. • Lead and contribute to ad hoc compensation projects and special initiatives — translating ambiguous business needs into structured, data-driven recommendations.

• Lead onboarding of new national accounts and locations, ensuring a seamless and consistent launch experience. • Coordinate cross-functional onboarding efforts including Education, Sales, Customer Service, and Operations. • Ensure accounts are fully set up across all systems (ordering, certification, training access, account configuration). • Drive speed to first order and first treatment across all new locations. • Build and manage location-level rollout plans (launch playbooks, training timelines, activation checklists). • Establish operating cadence with internal partners and account stakeholders (e.g., weekly launch huddles, 30/60/90-day reviews) to ensure accountability and on-time execution. • Monitor and drive product adoption across all locations within assigned accounts. • Identify gaps in protocol usage, provider engagement, and treatment integration. • Track and analyze reorder cadence and account-level performance. • Support Joint Business Plans and Quarterly Business Reviews with national account stakeholders. • Provide insights and recommendations to improve account scalability and performance.

Role Description We are seeking a high-energy, ambitious Operational Excellence (OpEx) Coach / Manager to drive end-to-end frontline transformations across our EMEA customer base. This is not a desk job or a standard 40-hour work week. You will spend 90% of your time on the factory floor, coaching everyone from frontline operators to plant leadership on how to win using the Redzone platform. You will simultaneously manage 5 to 6 customer accounts across their 90-day engagement cycles, spending intense, targeted 4-week physical onsite deployments with each. Note: Out of the three open vacancies, one specific position prefers full professional fluency in Mandarin alongside English to support our expanding APAC manufacturing footprint. Key Responsibilities - Drive Behavior Change: Coach, mentor, and influence frontline operators, supervisors, and plant managers to adopt Lean behaviors and maximize the Redzone platform. - Execute Onsite Deployments: Lead intensive, hands-on onsite implementations, managing multiple customer accounts through high-stakes, fast-paced transformation cycles. - Deliver Measurable ROI: Partner with plant leadership to challenge the status quo, tackle difficult site cultures, and unlock immediate productivity and efficiency gains. - Facilitate Kaizen & Lean Rituals: Run shop-floor continuous improvement events, coaching teams on Lean, Six Sigma, TPM, and Operational Excellence frameworks. Qualifications - Proven Factory Leadership: Substantial hands-on experience as a Plant Manager, Production Manager, Continuous Improvement/Lean Leader, or Manufacturing Consultant. You must have run a shop floor, not just contributed to it. - Industry Domain Expertise: Deep roots in manufacturing sectors; experience in Food & Beverage or CPG is highly preferred, though Automotive experience is valued. - Demonstrated Agility & Growth: A proven track record of career progression and adaptive flexibility, ideally shown through successful transitions across different manufacturing environments every 2–3 years. - Uncompromising Travel Flexibility: Willingness and hunger to sustain ~90% travel (away from home Monday morning through Friday night, minimum 42 weeks a year). - Language Skills: Full professional fluency in English is required for all roles. Fluency in Mandarin is desired for the specialized APAC support vacancy. - Expert Communicator: Exceptional presence with the confidence to challenge senior executives and inspire frontline operators alike. Requirements - Location: Remote (EMEA Field-Based) - Travel: ~90% (Minimum 42 weeks/year, Monday–Friday field travel) - Compensation: £70,000 – £85,000 base salary + quarterly bonuses + car allowance Benefits - Equal Opportunity Employer: We do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

• Weekly pipeline reviews. • Updating forecasting weekly for large accounts as well as the team's run rate to quota. • Monitoring SFDC reports and dashboards to ensure solid activity levels. • Helping AE’s close new business by advising on or getting involved in specific deals. • Working closely with the VP of Client Acquisition to ensure the team has proper tools and resources. • Working with Enablement to continue to foster growth in sales process and ShipBob product and operations knowledge. • Call reviews and coaching. • Providing feedback to Operations and Product teams to continue to improve product and service quality. • Continued focusing on raising conversion rate on merchants who fit our ICP with a focus on reducing the length of sales cycle. • Performance reviews/management. • Excellent knowledge of ShipBob competitors and how to sell against them. • Involvement in Mentorship Program interviews; hiring and training new AE’s/SSAE’s. • Additional duties and responsibilities as necessary.