• Provides proactive leadership in developing, implementing, and monitoring company's food safety culture and compliance strategy and related requirements, policies, procedures and training • Serves as the lead for the internal audits, GFSI, and FSMA compliance • Ensures adherence to regulatory requirements, internal policies and best practices while fostering a strong food safety mindset across all levels of the organization • Establishes a Food Safety Culture program to permeate the manufacturing facilities and be measurable and impactful

• RevenueCat is looking for a Head of People to lead talent and people strategy during a pivotal stage of growth. • Reporting to the VP of Strategy & Operations, this leader will oversee both Recruiting and People Operations across the organization. • Build and execute a recruiting strategy that supports significant organizational growth while maintaining talent density. • Improve hiring manager effectiveness, candidate experience, and recruiting operations. • Partner with executives on workforce planning, organizational design, and leadership development. • Continue evolving RevenueCat's performance management and talent development programs. • Build scalable systems and processes that support a globally distributed workforce. • Partner closely with Finance on compensation, headcount planning, and organizational investments. • Leverage automation and AI-enabled workflows to improve recruiting and people operations. • Develop metrics and reporting that improve visibility into hiring performance and organizational health. • Help maintain and strengthen RevenueCat's culture as the company scales.

• Provide functional support for the CAPPS HR/Payroll Time and Labor module in coordination with module leads, CPA management, and the Tier 3 Managed Services vendor. • Support functional configurations including TRCs, Programs, Workgroups, ORCs, Task Profiles, Task Groups, Schedules, Value Lists, Security Groups, and Time and Labor Rule Programs. • Implement and support Fluid timesheet functionality, including system configuration, security and roles, integrations, testing, and training documentation. • Create and review Functional Design Documents (FDDs) and perform functional configuration system changes. • Provide Level 2 Service Desk support, including complex ticket handling, advanced troubleshooting, and documentation in coordination with the Tier 3 Managed Services vendor. • Support batch job issues and failures, including oversight of Run My Jobs (RMJ) processes. • Plan, schedule, and communicate Fiscal Year-End activities, including sick leave conversion and Time and Labor Fiscal Year-End Leave Liability File processing. • Prepare and review materials for compliance with WCAG 2.1 accessibility standards. • Provide cross-training to support junior analyst capability growth and deliver training to agency personnel as requested. • Participate in Major Incident Management (MIM) for P1 and P2 incidents, Disaster Recovery exercises, and Upgrade Testing activities.

Role Description - Own day-to-day configuration and support for Workday Learning, Performance & Talent Management, and Recruiting-related processes, ensuring accuracy, scalability, and a strong end-user experience. - Configure and maintain Learning and Talent components, including: - Learning content structures - Enrollment rules - Performance and talent review processes - Succession planning - Business processes - Condition rules - Validations - Notifications - Approval routing - Partner with Learning & Development, Talent Management, Talent Acquisition, HRBPs, and business stakeholders to translate business requirements into Workday configuration and repeatable operational processes. - Serve as the primary functional lead for Workday Learning Management, including: - Content management - Learning campaigns - Assignments - Reporting - Compliance tracking - Learner experience optimization - Support Talent Management processes including: - Goal management - Performance reviews - Talent assessments - Succession planning - Career development - Skills tracking - Talent calibration activities - Partner with Talent Acquisition to support recruiting operations, candidate lifecycle processes, integrations, vendor management, reporting, and system enhancements across the recruiting technology ecosystem. - Triage and resolve issues across Learning, Talent, Recruiting, and related HCM processes; analyze issues, identify root causes, implement configuration fixes, and coordinate testing and deployments with proper change controls. - Build and maintain reports and dashboards supporting: - Learning compliance - Talent insights - Recruiting effectiveness - Workforce skills data - Operational metrics - Support release management and tenant readiness activities, including: - Regression testing - Change impact assessments - Configuration reviews - End-user communications and training - Maintain documentation and controls including: - Configuration specifications - SOPs - Knowledge articles - Testing documentation - Operational runbooks - Partner with People Technology leadership and business stakeholders on strategic initiatives supporting: - AI - Automation - Workforce planning - Implementation of skills-based talent practices - Support and contribute to the implementation and ongoing optimization of Tech Wolf and related workforce skills initiatives. Qualifications - Typically requires 3+ years and a Bachelor’s degree; or equivalent work experience. - Hands-on experience supporting and improving Workday in a People Technology / HRIS environment, with a strong focus on Learning Management, Performance & Talent Management, and Recruiting technology support. - Functional knowledge of Workday Learning and Talent modules, including configuration, business processes, reporting, and end-user support. - Experience supporting recruiting operations and recruiting technology platforms, including applicant tracking systems, integrations, reporting, and process optimization. - Solid Workday HCM fundamentals including worker, job, position, organizational structures, business process configuration, validations, condition rules, and security concepts. - Strong requirements gathering and stakeholder management skills; able to translate business requirements into practical, scalable, and compliant system solutions. - Proven troubleshooting ability across configuration, business processes, reporting, integrations, and security; strong testing discipline including test planning, execution, validation, and documentation. - Experience building Workday reports and dashboards supporting learning, talent, recruiting, and workforce analytics; strong Excel and data analysis skills. - Comfort operating within change management controls including ticketing, approvals, testing evidence, release management, and coordinated deployments. - Experience supporting cross-functional initiatives involving workforce planning, skills intelligence, employee development, or talent mobility programs. - Preferred: Workday Pro certification(s); experience supporting Workday Learning or Talent implementations; exposure to Tech Wolf, Workday Skills Cloud, Workday Sana Learning, iCIMS, Greenhouse ATS, and related talent technology platforms. - Must have legal right to work in the U.S. Skills - Workday Learning Configuration & Administration / Advanced - Workday Performance & Talent Management Configuration / Advanced - Recruiting Technology & Process Support / Advanced - Workday HCM Fundamentals (Worker/Job/Org Concepts) / Advanced - Business Process Configuration & Routing / Advanced - Workday Reporting & Workforce Analytics / Advanced - Data Quality, Auditing & Controls / Advanced - Troubleshooting & Root Cause Analysis / Advanced - Testing, Release Management & Change Support / Advanced - Stakeholder Management & Requirements Gathering / Advanced - Workforce Skills & Talent Technology Solutions / Intermediate - Experience with automation and/or AI tools such as ChatGPT, Gemini, etc.