• 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.

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