Role Description At Stio, our people are the heartbeat of the brand. As our People & Culture Business Partner, you’ll be the first person employees and managers turn to — whether they’re starting their first day, navigating a tough conversation, or looking for clarity on a compliance question. You’ll champion a consistent, high-quality experience across our 220+ person team and 25 states, building the kind of trust that makes Stio a place people want to stay. This role sits at the intersection of people, process, and policy. You’ll own day-to-day employee relations, recruiting operations for corporate roles at the manager level and below, and the compliance infrastructure that keeps our multi-state footprint protected. You’ll work closely with the Director of People & Culture on complex matters and partner with managers across the business to build their confidence as people leaders. If you’re someone who thrives on variety, loves solving people problems before they become bigger ones, and brings both warmth and rigor to HR work — this role was built for you. Responsibilities - Employee Relations - Serve as the primary HR point of contact for employees and managers, providing guidance on HR policies, employee relations matters, and workplace concerns. - Triage, investigate, and resolve employee relations issues with discretion, consistency, and care. - Partner with the Director of People & Culture on complex investigations, performance matters, and separations. - Serve as the HR partner for our retail Mountain Studio locations, supporting our Retail Area Managers and Mountain Studio Managers on day-to-day people matters. - Manage workers’ compensation claims from filing through return-to-work, serving as the primary liaison with our carrier. - Talent & Performance - Own recruiting operations, including job postings, interview coordination, and offer management; partner with the Director on Director and above hiring. - Deliver a consistent, high-quality onboarding experience that sets new hires up for success from offer acceptance through their first 90 days. - Support managers with performance coaching, documentation, and performance improvement plans; partner with the Director on Director and above matters. - Facilitate promotions and compensation change communications in partnership with the Director of People & Culture. - Compliance & Policy - Monitor federal and state employment law changes across 25 states and maintain Stio’s compliance documentation and handbooks in real time. - Serve as the first responder for policy questions from employees, including wage and hour, leave, and workplace policy. - Own annual harassment prevention training compliance, including state-specific requirements across all locations. - Maintain required workplace postings and ensure compliance with federal and multi-state posting obligations. - Process Ownership - Own the end-to-end onboarding and offboarding process for corporate employees, ensuring a smooth experience and clean handoffs across the team. - Administer leave of absence programs in accordance with federal and state law, serving as the primary point of contact for employees. - Maintain compliance documentation, new hire paperwork, and HR records with accuracy and appropriate confidentiality. - Identify opportunities to improve HR processes, reduce manual lift, and create more consistent experiences across the employee lifecycle. - Embody commitment to our company mission, vision, and values. Qualifications - 5+ years of progressive HR experience; HRBP, HR Generalist, or People Operations background strongly preferred. - Experience supporting multi-state workforces; working knowledge of employment law across multiple jurisdictions. - Experience partnering with retail teams or supporting a multi-location retail environment is required. - Experience managing investigations, performance issues, employee separations, and performance management processes, including PIPs and performance reviews. - Experience with recruiting operations and ATS management; Workable experience is a plus. - Strong communicator and relationship builder; comfortable working with managers and employees at all levels. - Highly organized with the ability to manage multiple priorities in a fast-moving, people-centered environment. - Proficiency in Google Suite, Asana, and HRIS systems; ADP Workforce Now experience a plus. - Genuine love for the outdoors and alignment with Stio’s mission, vision, and values. Preferred Qualifications - Experience working with ADP, Workable, and Easy Llama. - SHRM-CP, SHRM-SCP, PHR, or SPHR certification. - Based in Jackson Hole, Wyoming, Salt Lake City, Utah, or Denver, Colorado. Benefits - This role requires occasional travel to Stio's HQ, retail locations, hub locations, or company events approximately once per quarter. - Medical, Dental Vision plans. - Company Paid Long Term Disability. - Employee Assistance Program. - 401k with Match. - Generous paid time off policies. - Company Culture Committee. - Gear test, perks, and more. Compensation We provide competitive compensation packages, inclusive of base pay, incentives and benefits. The base salary range for this role is $80,000-$95,000. It would not be typical for someone to be hired at the top end of the range for the role, as actual pay will be determined based on several factors including experience, skills, and qualifications. This job description is not necessarily an exhaustive list of all responsibilities, skills, duties, requirements, efforts, or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, we reserve the right to revise the job or to require that other or different tasks be performed. Stio is an equal opportunity employer of all qualified individuals, including minorities, BIPOC, LGBTQ+, veterans & individuals with disabilities.

• Own and scale global benefits, compensation, and people operations to ensure equitable, market-aligned, and data-backed programs across all regions • Utilize robust market and internal data to interpret compensation and benefits trends, delivering actionable, objective insights to drive balanced business decisions • Execute executive compensation and equity strategies, partnering closely with the executive team and supporting Board of Directors' needs • Drive the people and rewards strategy for our global expansion, taking local culture and compliance requirements into consideration • Oversee and modernize the HR technology infrastructure and roadmap, leveraging emerging trends to transition our operations to an AI-first model • Evolve and refine the HR delivery model to enable leader self-service • Oversee immigration, compliance, and mobility programs to seamlessly support a distributed and growing global employee base • Lead, mentor, and develop a high-performing Total Rewards and People Operations team

• Regularly Partner with Business leaders in a consultative and proactive manner to provide thought partnership regarding organizational and people-related strategy and execution aligned with business strategies to improve work relationships, establish high-performance accountability and management, build morale, and increase productivity and retention. • Partner and collaborate with Talent Acquisition, Total Rewards, and People Operations to develop and implement efficient, scalable solutions. • In partnership with other members of the Partner team, develop and facilitate training programs or modules and learning and engagement experiences which align with company strategy. • Support workforce planning during the annual planning and budgeting cycle and develop workforce plans for designated client groups. Regularly meet with stakeholders to understand and plan for the capability and capacity needs of the business. • Proactively collect and assess organizational metrics and provide insights to leaders to drive business outcomes. Share Employee Engagement pulse and full survey results and coach leaders on actions to address result findings. Assess employee goals and feedback utilizing FN's feedback system, and assist both managers and employees where needed. Revise job descriptions with leaders when business/position needs change and work with Total Rewards on job evaluation. • Support managers and employees and fully execute transactions in all people disciplines in accordance with company procedures, forms, and systems including hiring, compensation/salary/promotion and job changes, employee relations and engagement, performance management, and People department systems navigation and utilization. • Implement systematic, scalable, efficient, and consistent solutions across the People Partner team and the organization. Achieve solutions in close partnership with a team of People Partners and People Operations by identifying strategic and technical systems solutions based on needs and organizational strategy. • Diagnose and solve talent and organization-related problems by maintaining a pulse on the organization and actively engaging with leaders and teams. • Advocate for and represent teams’ needs to the People team and senior leadership through open communication channels between internal and external stakeholders • Provide consultative support and guidance to managers on the implementation of core HR/Talent programs • Coach managers on how to appropriately manage and resolve complex People issues (e.g., performance management, rewards, mutual separations, conflict management...) • Manage employee relations issues as needed • Lead Performance Management Processes for designated teams • Provide advice and guidance on international employment law, company policies and best practice • Partner with legal advisors to align and resolve international ER issues

Role Description We are looking for an operations leader who is AI-native to their core, builds systems that scale, and treats agentic workflows as the foundation of how modern People Operations functions. Reporting to the VP of People, this role owns the operational backbone of how we hire, onboard, and support Karbonites across six countries, with a clear runway toward growing a pillar of the People function. - Architect and continuously improve the end-to-end People Ops and TA operational stack, embedding AI agents and agentic workflows as the default execution layer across onboarding, offboarding, employee lifecycle changes, and the recruiting funnel. - Design and deploy AI agents to own routine operational work end-to-end, including onboarding task orchestration, compliance documentation, offer letter generation, interview scheduling, and tier-1 employee queries. - Use AI to manage and monitor multi-country HR compliance across our six operating regions, building agentic checks that flag risk, surface regulatory changes, and keep our entity-level obligations current without manual tracking. - Build AI-powered reporting and analytics across the People and TA function, producing real-time dashboards, hiring funnel insights, and operational health metrics that the VP of People and pillar leads can act on without requesting them. - Run our HRIS, ATS, and broader People tech stack as an integrated, AI-augmented system, evaluating new tools through the lens of agent-readiness and API-first design rather than feature lists. - Use AI to support the TA function with a focus on pipeline forecasting, recruiting data integrity, and funnel reporting, partnering with hiring managers to embed AI into how they track and interpret hiring data. - Own benefits administration and vendor management across our US entity, using AI to streamline open enrollment, automate eligibility tracking, and surface utilization insights that inform future benefits strategy. - Leverage AI to deliver a seamless, high-quality employee experience at scale, anticipating friction points across the lifecycle and deploying agents or workflows to resolve them before they become tickets. - Drive AI-led process documentation and knowledge management across People Ops, ensuring every workflow is documented in a way that is both human-readable and agent-executable. - Partner with Finance, IT, and Legal using AI-augmented workflows for cross-functional operations, including headcount planning, system access provisioning, and contract and policy management. - Coach and uplift the broader People team on AI fluency, agent design, and operational automation, modeling what an AI-forward People Ops function looks like in practice. - Own AI governance for the People function, ensuring our use of agents and AI tools is compliant, ethical, and aligned with how we handle sensitive employee and candidate data globally. Qualifications - 5+ years of progressive experience across People Operations or HR Ops, with at least some leadership or team lead experience. - Prior SaaS or high-growth tech experience is essential. - You understand how a global, multi-entity People function operates and what breaks at scale. - Deep, hands-on fluency with AI tools, agent builders, and agentic workflows. - Strong technical instincts: comfortable with APIs, integrations, automation platforms (Zapier, Make, n8n, or similar), and prompt engineering as core craft. - Multi-country HR Ops experience strongly preferred but not essential, ideally across some combination of the US, UK, Australia/NZ, Canada, and the Philippines. - Proven ability to redesign operational processes from the ground up rather than incrementally improve them, with a clear bias toward automation over headcount. - Working knowledge of US benefits administration, including open enrollment, carrier management, and compliance (ACA, ERISA basics). - Working knowledge of HR compliance across multiple jurisdictions. - Data fluency: you build operational dashboards, you read funnel metrics natively, and you use AI to go deeper and faster than the tools alone allow. - A systems thinker who can hold the full operational picture across People Ops, TA, and Benefits simultaneously. - Player-coach mindset: senior enough to operate independently, willing to build and ship the work yourself. - Unquestioned integrity, high EQ, and discretion with sensitive employee and candidate data. - Genuine excitement about where AI is taking the People function. Benefits - Gain global experience across the USA, Australia, New Zealand, UK, Canada, and the Philippines. - Paid Flexible Time Off with an encouraged 3 weeks use per year. - Company paid medical for you and eligible spouse/partner and dependents. - Company paid dental and vision for you and eligible spouse/partner and dependents. - Fully company funded short and long term disability. - Fully company paid life insurance. - 401(k) with company matching. - Flexible Spending Account. - Up to 8 weeks paid parental leave. - Work-from-home stipend. - Work with (and learn from) an experienced, high-performing team. - A collaborative, team-oriented culture that embraces diversity, invests in development, and provides consistent feedback. - Be part of a fast-growing company that firmly believes in promoting high performers from within.