• 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

• Communication with clients and within HR projects. • Lead and execute independent HR projects. • Support a variety of tasks across HR software and processes, recruiting, and HR administration. • Prepare project documentation. • Administrative activities in HR and Sales & Marketing, including social media.

• Lead employee relations, including investigations and responses to employee concerns • Guide performance management processes, including coaching leaders and reviewing documentation • Develop, maintain and update job descriptions and career progression plans • Support recruitment activities and ensure consistent hiring practices • Advise managers on HR policies, employment laws, and protected leave (FMLA, OFLA, ADAAA) • Analyze HR trends and metrics to recommend solutions and improve programs • Maintain HRIS records and prepare reports to support decision-making • Ensure compliance with federal, state, and local employment regulations • Contribute to the development and implementation of HR programs, policies, and procedures • Build strong partnerships across departments using effective communication and emotional intelligence