Role Description The People Generalist partners closely with the People Business Partner (PBP) team to provide guidance on policies, processes, and employee inquiries, while supporting lower-complexity employee relations matters and coordinating operational activities across People programs and cross-functional teams. This role serves as a key tactical and administrative resource, assisting PBPs with documentation, reporting, process execution, and the maintenance of internal procedures and knowledge resources. The People Generalist also identifies and escalates complex or sensitive issues as appropriate. Through these efforts, the role helps ensure consistent employee support, efficient program delivery, and positive employee experience. What This Role Does: - Provides guidance on general People policies, procedures, and practices. - Manages and monitors shared People inboxes and the People ticketing system to ensure timely responses, triage, follow-up, and resolution of employee inquiries. - Manages lower-complexity employee relations matters under the guidance of the PBP team, conducts fact-finding, documentation, and follow-up actions, assists with corrective action and performance documentation, coordinates ER case intake, tracking, and documentation management, schedules investigation meetings, interviews, and follow-up discussions, escalates complex, high-risk, or sensitive matters as appropriate, and conducts exit interviews in partnership with the dedicated PBP. - Provides tactical and administrative support to PBPs, coordinates workflows and supports execution of People initiatives and processes, supports adverse action background checks, completes employment verifications and unemployment claims, completes other operational processes, and partners with Payroll, Benefits, and other teams as needed. - Updates and maintains SOPs, process documentation, templates, and team resources; supports standardization and consistency across People processes; creates and analyzes Excel-based reporting, tracking, and trend identification; assists with reporting related to employee relations, engagement, compliance, and People operations; identifies operational gaps, trends, or process improvement opportunities and escalates as appropriate; and supports audit preparation, compliance reporting, and documentation. - Maintains confidentiality and supports compliance with People policies and employment practices; stays current on employment laws and People practices impacting assigned responsibilities. - Performs other duties as assigned. Qualifications - A high school diploma or equivalent is required; an associate’s degree preferably in human resources, business, or related field is preferred. - A minimum of two (2) years of HR in employee relations, People operations, or related experience. - Experience supporting employees and managers in fast-paced, remote environments. - Working knowledge of federal and state employment laws, HR policies, and People practices. - Strong customer service and employee support mindset. - Ability to guide and support others through collaboration, including assisting teammates and contributing to shared processes, to foster a high-quality, team-oriented environment that drives results. - Excellent communication, relationship management, problem-solving, and follow-through skills. - Demonstrated ability to use discretion, maintain confidentiality and exercise sound judgment. - Strong organizational and time management skills with the ability to manage multiple priorities and deadlines. - Strong attention to detail and operational consistency. - Willingness and ability to work flexible hours as needed, and travel up to 10%, which may include occasional overnight travel. - Proficiency in Microsoft Office Suite and modern communication tools for virtual teams (e.g., Microsoft Teams, Slack). Requirements - Intermediate Excel and reporting skills is highly preferred. - Ability to identify trends, risks, and process gaps and escalate appropriately is highly preferred. - Experience updating process documentation and SOPs. Physical Demands In accordance with the Americans with Disabilities Act (ADA) and applicable state and local laws, the Company will provide reasonable accommodations to qualified individuals with documented disabilities to enable them to perform the essential functions of the job, unless such accommodations would impose an undue hardship. Employees seeking accommodation should contact the People Department to initiate the interactive process. - Sitting, standing, and walking (90-100%) - Keyboarding (95-100%) - Viewing computer monitor, tablet, and cell phone requiring close vision (70-90%) Work Environment - 100% Remote with Travel: Work environment is primarily indoors (home office, customer or vendor sites, or other business meeting venues); travel may involve exposure to varying weather and temperature conditions, as well as driving and traffic hazards. - Travel is required, approximately 10%, and may include overnight and out-of-state trips. Compensation $56,000 to $70,000/yr determined by competitive market analysis and internal equity considerations. Final compensation will be based on the candidate’s qualifications, experience, and business needs. For details on our comprehensive benefits program, visit www.clearcaptions.com/careers to explore our total rewards package. Intrigued to learn more? When you apply for this role, your information will be personally reviewed by our talent acquisition team (not by a robot). You can expect to hear back from us if we think there could be a fit and what next steps look like. Disclaimer The above information in this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.

• 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 • 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 • 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 • 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

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