• Assess current HR operating models, processes, policies, and technologies. • Develop HR transformation roadmaps aligned with business growth and workforce strategies. • Advise clients on HR digitalization, workforce modernization, and employee experience initiatives. • Support the design of future-state HR operating models leveraging SAP SuccessFactors and SAP GROW solutions. • Conduct HR maturity assessments and transformation readiness evaluations. • Analyze and optimize end-to-end HR processes, including: Core HR, Talent Acquisition, Onboarding, Learning & Development, Performance Management, Succession Planning, Compensation Management, Workforce Administration. • Recommend process standardization and harmonization aligned with SAP best practices. • Facilitate Fit-to-Standard workshops and business process design sessions. • Develop process maps, governance models, and transformation recommendations. • Support organizational readiness and change management initiatives. • Assist with stakeholder engagement, communication strategies, and workforce adoption programs. • Develop HR transformation business cases and value realization frameworks. • Support leadership alignment and workforce transition planning. • Promote user adoption and continuous improvement initiatives. • Provide functional guidance on SAP SuccessFactors capabilities and HR transformation opportunities. • Collaborate with implementation teams on solution design and business process alignment. • Participate in governance meetings, steering committees, and transformation workshops.

Role Description Datavant is seeking a motivated Human Resources Specialist to join our People Team for a 3-month engagement. This is a hands-on opportunity to gain real-world experience across HR Operations, Benefits & Leave Administration, and Compensation while contributing directly to the work that keeps our HR function running. The specialist will gain practical proficiency in Oracle HCM and other core HR systems, work closely with experienced HR professionals across multiple disciplines, and complete tangible projects that have a lasting impact on the team. What You'll Do - Foundational Projects (First Few Weeks) - Upload a backlog of severance and employment documents into Oracle Document Records. - Begin reorganizing the Compensation team's shared drive and folder structure. - Shadow HR Operations and Benefits team members to learn key processes, systems, and compliance workflows. - Ongoing Responsibilities (Throughout the Engagement) - HR Operations - Upload severance and employment documents into Oracle Document Records. - Support personnel file requests, subpoena responses, and the distribution of termination and state-required notices in partnership with the HR Compliance lead. - Process Oracle HCM transactions, including work schedule updates, last name changes, and bank routing updates. - Triage incoming HR tickets, resolving routine inquiries using knowledge base content and escalating complex issues. - Benefits & Leave Administration - Enter Paid Parental Leave (PPL) hours for payroll processing. - Track and report new leaves of absence. - Partner with the Leave of Absence team to build a comprehensive library of standard operating procedures. - Compensation - Perform quality checks on compensation data in Oracle HCM. - Build and maintain spreadsheets to support compensation analyses. - Pull and organize market data inputs. - Complete reorganization of the Compensation team's shared drive. Qualifications - Currently pursuing or recently completed a bachelor's degree in human resources, Business, Psychology, or a related field. - Strong attention to detail and a high level of discretion when handling confidential information. - Excellent written and verbal communication skills. - Comfortable juggling multiple priorities across different stakeholders. - Proficient in Microsoft Office and Google Workspace (especially Excel/Sheets). - Self-motivated and able to work independently in a fully remote environment. - Prior internship, customer service, or administrative experience a plus. - Exposure to HRIS systems (Oracle HCM preferred) a plus but not required. Requirements - Broad, hands-on exposure to multiple HR functions in a fast-paced, post-merger healthcare data company. - Practical experience with industry-standard HR systems including Oracle HCM. - Mentorship from experienced HR leaders across operations, benefits, and compensation. - A portfolio of tangible deliverables and a strong foundation for a career in Human Resources. Benefits - Pay ranges for this job title may differ based on location, responsibilities, skills, experience, and other requirements of the role. - The estimated base pay range per hour for this role is: $19.60 — $23.08 USD.

• Assist with the development and implementation of policies and procedures. • Manage the unemployment claim process. • Support worker’s compensation, leaves of absence and benefits administration. • Work with leaders and staff to foster positive employee relations and resolve conflicts. • Conduct thorough, unbiased employee investigations and recommend course of action. • Maintain HR file compliance by conducting background rechecks, interpreting results and assisting with audit preparation. • Recredential staff as applicable. • Responsible for full cycle recruitment, pre-employment and onboarding. • Research and develop job descriptions for new or changing roles within the organization. • Perform other HR related duties as needed. • Use a trauma-informed approach in their daily work and interactions with others using the principles of CARE: Developmentally Focused, Family Involved, Relationship Based, Competence Centered, Trauma Informed, and Ecologically Oriented. • Be punctual, arrive on time, and prepared. • Display a high degree of openness to coaching and feedback. • Contribute to a positive team culture through your actions, attitude, and communications. • Consistently deliver excellent customer service to internal and external customers.

Role Description This is a brand-new role within EPIC's HR Department. The Compensation / Workforce Strategy Analyst will play a vital role in supporting the development, administration, and analysis of the organization’s compensation programs. This role ensures market competitiveness, internal equity, and compliance with applicable laws and policies. The analyst partners closely with HR Business Partners, Talent Acquisition, and business leaders to provide data-driven recommendations and maintain consistent compensation practices across the company. Location: Remote Qualifications - Bachelor’s degree in Human Resources, Business, Finance, Economics, or related field. - 4+ years of compensation experience or strong analytical HR background with compensation responsibilities. - Proficiency in Microsoft Excel (v-lookups, pivot tables, modeling) and comfort with HRIS systems. - Strong analytical, problem solving, and quantitative skills. - Ability to communicate complex information clearly to non-technical audiences. Requirements - At least 4 years of relevant work experience in a dedicated HR Compensation role, managing job descriptions, job titles, merit & bonus pay cycles, market pay research, assisting HR with strategies on comp to attract & retain talent, etc. - Tech-savvy individuals with strong proficiency in HR-related software programs. - Strong data analysis and Microsoft Excel skills. - Comfortable with customizing solutions for different scenarios & operating in the grey (not always black & white), flexible with handling unique situations. - Humble, hungry & smart team players who love being part of a team but also excel at working independently and being a self-starter. What You'll Do - Compensation Program Administration: - Conduct job evaluations and perform market pricing using benchmark data to support job architecture, leveling, and pay structure maintenance. - Participate in annual salary survey submissions and analyze results to recommend structure adjustments and pay strategies. - Administer annual merit, bonus, and salary planning cycles, including data validation, modeling, and communication support. - Data Analysis & Reporting: - Prepare recurring and ad hoc compensation analysis, including pay equity, compression, turnover, and competitive salary assessments. - Build compensation dashboards or reporting within HRIS/BI tools (e.g., Workday, UKG, SAP, Oracle, Power BI, Tableau). - Develop models for compensation scenario planning and cost impact analysis. - Compliance & Governance: - Ensure compensation practices comply with federal, state, and local regulations (e.g., FLSA, pay transparency laws). - Support internal audits, external audits, and compensation policy governance. - Maintain data accuracy and documentation supporting compensation decisions. - Partner Support: - Provide guidance to HR Business Partners and Talent Acquisition on offer development, salary recommendations, and internal equity. - Assist in designing and administering company-wide incentive programs, short term bonus plans, and recognition programs. - Support Total Rewards initiatives and cross-functional HR projects as assigned. Benefits - Generous Paid Time off - Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days - Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave - Generous employee referral bonus program of $1,500 per hired referral - Employee recognition programs for demonstrating EPIC’s values plus additional employee recognition awards and programs (and trips!) - Employee Resource Groups: Women’s Coalition, EPIC Veterans Group - Professional growth & development: Mentorship Program, Tuition Reimbursement Program, Leadership Development - Unique benefits such as Pet Insurance, Identity Theft & Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause & Midlife Support - Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness & employee assistance programs - 50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. - EPIC Gives Back – Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation