• Responsible for the CONNECT system, provides guidance to all branch HR Coordinators and AO staff on the Human Resources and Advanced Benefit modules. • This includes report creation and generation (ad hoc), ongoing procedural guide creation/updating, various element testing (both HR and Payroll) and implementation. • Primary contact for all health and welfare plan administration/guidance. • Subject matter expert regarding the Affordable Care Act (ACA). • Responsible for customization and management of file interfaces with vendors and insurance carriers, ensuring accurate plan enrollments, reconciliations, and timely COBRA notifications. • Assist Retirees and COBRA participants with various benefit plan inquiries. • Serve as primary contact for all staff members regarding Leave requests (FMLA, Disability, Personal, etc.) which includes maintaining, tracking, and managing the Disability/Leave files/records. • Assist in the management of the annual Open Enrollment process, which includes creating and distributing communications, and creating, testing, and implementing changes in CONNECT. • Assist in the administration of the Salary Administration Plan which includes assisting with grading all Association positions, answering various compensation questions, and assisting in the annual exempt and non-exempt performance appraisal process. • In addition, this position will assist in the Performance Plan process (Cornerstone administration). • Administration of the Incentive Pay program which includes monitoring eligibility, employee communications and ensuring payments are processed timely and accurately. • Responsible for the management of PTO accruals in CONNECT. This includes providing guidance to all staff on employee eligibility and proper calculations. • Work on special projects as requested by management and/or various departments.

• Serve as a trusted HR advisor to client leadership teams, providing guidance on workforce planning, employee relations, performance management, organizational development, and talent management initiatives. • Analyze complex human resources challenges and develop practical, business-focused solutions that align with organizational objectives and best practices. • Advise clients on the development, implementation, and administration of human resources policies, programs, and procedures. • Monitor and assess compliance with federal, state, and local employment laws and regulations, as well as organizational policies and procedures. • Conduct HR audits and assessments to identify risks, ensure compliance, and recommend corrective actions and process improvements. • Partner with client leadership to develop and execute strategic HR initiatives that support business growth and organizational effectiveness. • Interpret and communicate HR policies, employment regulations, and best practices to leaders and employees. • Evaluate existing HR processes and recommend improvements to increase efficiency, effectiveness, and service delivery. • Develop methodologies for collecting, analyzing, and reporting workforce data to support informed decision-making and strategic planning. • Lead and support employee relations matters, including investigations, conflict resolution, performance concerns, and corrective action processes. • Facilitate organizational change initiatives and provide guidance on change management strategies. • Design, develop, and deliver training programs, workshops, and presentations on HR-related topics. • Lead special projects and cross-functional initiatives, ensuring timely completion and achievement of project objectives. • Build and maintain strong client relationships through responsive service, proactive communication, and exceptional support. • Attend and participate in client meetings, conferences, professional development activities, and industry events as required. • Perform other duties and special projects as assigned.

• Provide HR partnership and employee relations support to assigned leaders and business areas. • Partner with managers and operational leaders on mid-level to more complex employee relations matters, manager coaching, performance management, investigations, policy application, employee relations trends, employee experience initiatives, and operational people needs. • Serve as a consultative HR partner to assigned business areas, helping leaders address people-related issues, strengthen manager capability, apply HR policies consistently, and support employee experience. • Handle more complex employee relations matters and escalate high-risk, legal, executive-level, enterprise-impact, or highly sensitive matters to senior leadership as needed. • Conduct or support workplace investigations, including planning, interviews, documentation, findings support and recommended next steps. • Provide guidance on ADA/accommodation matters, policy application, corrective action, performance management, employee concerns and workplace conduct. • Identify employee relations trends and operational people issues and recommend practical solutions to assigned leaders and HR leadership. • Support employee experience, engagement, retention, culture and manager capability initiatives for assigned business areas. • Collaborate with HR Centers of Excellence to support consistent and integrated HR solutions.

• Develop and implement HR strategies and initiatives aligned with the overall business strategy • Bridge management and employee relations by addressing demands, grievances or other issues • Manage the recruitment and selection process • Support current and future business needs through the development, engagement, motivation and preservation of human capital • Develop and monitor overall HR strategies, systems, tactics and procedures across the organization • Nurture a positive working environment • Oversee and manage a performance appraisal system that drives high performance • Maintain pay plan and benefits program • Assess training needs to apply and monitor training programs • Report to management and provide decision support through HR metrics • Ensure legal compliance throughout human resource management