• Organize issue campaigns in eastern Kentucky (40%) • Recruit people to join issue campaigns. • Develop the leadership of people who become actively involved in issue campaigns. • Train and coach members on key issue campaign skills and concepts, including power analysis, power mapping, escalation, direct action, meetings with decision-makers, and coalition building. • Facilitate members to develop strategy for issue campaigns. • Coach members to execute issue campaign strategies. • Consistently communicate a clear plan to win issue campaigns to members. • Offer members clear ways to take action on issue campaigns. • Ensure that members take on large roles in issue campaigns and take primary ownership and leadership of the campaign. • Identify, recruit, and train member leaders (30%) • Train and coach members on key organizing skills and concepts Topics to include power, self interest, one-on-one organizing conversations, outreach, recruitment, building a team, leading a team, goal setting, holding each other accountable, and meeting facilitation. • Provide training and coach both through facilitating trainings and 1-on-1 coaching. • Assign members tasks and roles designed to increase their leadership abilities and responsibilities. • Provide ongoing, clear feedback that helps members grow their capacity to carry out tasks and step into leadership. • Recruit new leaders through one-on-one organizing conversations, canvassing, door knocking, and attending community events. • Complete one-on-one organizing conversations (30%) • Schedule regular one-on-one conversations with active campaign members to build stronger relationships, understand their motivations and self-interests, and support their growth through coaching, agitation, and development. • Develop a reliable base of people you can mobilize into action through ongoing, face-to-face one-on-one conversations that build new organizing relationships. • Identify new individuals for one-on-one organizing conversations, including potential members, community leaders, allies, and others who can support relationship-building and strengthen your power analysis. • Reflect on what you learn in one-on-ones and integrate it into campaign strategy and organizational planning.

• Performance Management & Goal Setting. Побудова ефективної системи цілепокладання та оцінки результативності бізнесу через призму перформансу людей і команд • Strategic Decision-Making & Strategy Shaping. Активна участь і допомога CEO та партнерам у стратегічних рішеннях та формуванні стратегії • Strategic Human Resources Development. Посилення та управління функціями TA/HR/Employer Brand. Допомога в хедхантингу на топові & фаундер ролі • Organizational Design & Workforce Planning. Проєктування та реалізація структури компанії під стратегічні цілі • Organizational Culture & Leadership Development. Формування культури лідерства, довіри, прозорості; програми розвитку менеджерів (коучинг, лідерські академії) • Change Management & Internal Communications. Стратегічне управління змінами (нові процеси, системи, цінності). Управління кризовими комунікаціями.

• Manage, design, develop, coordinate, conduct, and execute effectively for defined program, process, or other area of responsibility • Execute and continuously improve in People department assignment area, soliciting and leveraging customer/client feedback • Track results and KPIs in assignment area and continually take actions for improvement • Lead project or process improvement efforts that involve multi-disciplinary team members • Oversee ongoing organizational initiatives that enable and improve company culture and team member experience • Standardize the People team’s practices/processes contributing to WelbeHealth’s scale and replicability mission expansion aspirations in alignment with our values • Ensure HR services are delivered with high quality service excellence principles and with a commitment to compliance.

• Lead our HRIS migration— a live, immediate priority that requires someone who can find a way through ambiguity • Own and evolve our HRIS and people tech stack • Design and deploy self-service AI agents and automation that reduce friction and give employees faster, clearer answers • Ensure data integrity, compliance, and a coherent architecture across all people systems — earning the trust of Finance, Legal, and the People team through rigor and effective communication • Audit existing processes with fresh eyes and genuine curiosity: ask why, challenge what is legacy, and redesign what matters • Architect scalable, user-centric processes across the full employee lifecycle from onboarding to offboarding— always with the end user in mind • Own LOA administration, immigration compliance, background check processes, contractor management, and offboarding processes • Drive people system configuration and management in partnership with Talent, People Partners, L&D, and Total Rewards and cross-functional partners in Finance, Payroll IT and Legal to ensure collaboration, coordination and cohesion across the full employee experience • Partner with People Partners to design and execute our performance and engagement cycles– from systems configuration to communication calendar – ensuring the experience is intuitive for employees and actionable for managers. • Manage global compliance and risk related to people operations in close partnership with Legal • Support our global workforce across multiple countries — ensuring employment compliance, payroll coordination, and people processes hold up across jurisdictions as we grow. • Own the People analytics strategy: surface actionable insights into headcount, attrition, engagement, and workforce planning; translate data into executive-ready insights that inform business decisions. • Ensure high data integrity and accessible, reliable reporting on relevant topics. • Partner with Finance, TA and executive leadership to translate workforce data into strategic insight and forward-looking workforce planning