Role Description - Responsible for the collecting, reviewing, and uploading of EI documents (IFSP, Progress Reports, etc). - Provides excellent customer service to external and internal customers. - Maintains ongoing communication with service coordinators and families regarding service provision. - Attends required meetings and participates in projects or committees as requested. - Maintains clinician, client, and company confidentiality. - Proficiency with digital tools such as Dropbox, DocuSign, Spider, and standard email/fax systems. - Ability to manage multiple tasks and deadlines. - Prior experience in case management, early childhood programs, or administrative support is preferred. - Responsible for special projects and additional responsibilities as needed. Qualifications - Experience with Early Intervention case management. - At minimum bachelor’s degree; high diploma accepted if relevant EI experience is applicable. Requirements - Case management. - Effective written and verbal communication skills. - Strong attention to detail and accuracy. Company Description

Role Description The Senior Manager, Employee Experience leads initiatives that shape and sustain a high-performing, inclusive, and engaging workplace. This role serves as a strategic partner to leaders and employees, driving employee experience, employee relations, engagement, accessibility, and inclusion initiatives. Success in this role requires the ability to influence without direct authority, build buy-in across stakeholders, and translate employee feedback, workforce trends, and inclusion concepts into practical business solutions. Senior Manager supports employees at all levels, including partnering with the Executive Team in providing subject matter expertise and guidance. This individual helps leaders navigate employee relations issues, team effectiveness, reasonable accommodations, and workplace culture while balancing employee experience with business needs. Reporting to the VP, Human Resources, this role will also partner with Human Resources colleagues on initiatives. Responsibilities: - Culture & Engagement: - Cultivate a workplace culture aligned with Lingraphica’s Core Values of Action, Empowerment, Improvement, and Integrity. - Design and implement initiatives that strengthen engagement, trust, communication, belonging, and retention. - Partner with leaders to improve team effectiveness, psychological safety, and organizational culture. - Lead employee listening strategies including surveys, focus groups, and exit interviews. - Analyze workforce trends and translate feedback into actionable recommendations. - Employee Recognition: - Design and manage employee recognition programs aligned with company core values. - Partner with leadership to embed recognition into the day-to-day employee experience. - Monitor program effectiveness and recommend improvements based on employee feedback and participation trends. - Diversity, Equity & Inclusion: - Guide organization as an internal DEI, accessibility, and belonging subject matter expert, advising leaders and teams on inclusive practices; stay current on trends and Federal regulations. - Lead the DEI Workgroup, champion efforts and create opportunities for education and awareness. - Lead DEI strategy development. - Review policies and practices from a DEI lens, ensure compliance and make recommendations for improvement. - Build organizational understanding and buy-in by translating DEI concepts into practical business applications and employee experience outcomes. - Partner with leaders to integrate inclusive practices into employee engagement, talent development, performance management, and workplace culture. - Advise leaders on accessibility, neurodiversity, disability inclusion, and equitable workplace practices. - Employee Relations: - Serve as trusted advisor on conflict resolution, workplace behavior, reasonable accommodations, organizational change, and performance management. - Conduct investigations, manage grievances, and support resolution of workplace concerns. - Identify trends in employee relations issues and recommend solutions that improve employee experience and organizational effectiveness. - Facilitate mediation and trust-building efforts across teams. - Accessibility & Accommodations: - Lead the organization's reasonable accommodation process and partner with employees through the interactive process. - Develop resources and guidance related to accommodations, accessibility, and disability inclusion. - Support inclusive design of workplace practices, meetings, events, and employee experiences. - Other HR Support: - Partner with VP, Human Resources and team on strategy development for HR function that aligns with organizational & DEI objectives. - Collaborate with HR team on other initiatives as needed. Qualifications - Bachelor’s Degree in Business, Human Resources, Organizational Development or related field or equivalent combination of education and experience. - 7+ years of progressive HR with considerable experience in employee relations, DEI, accessibility, and engagement. - 3+ years’ experience at a management level, leading either projects or people. - Experience successfully designing and implementing Diversity, Equity & Inclusion initiatives in mid-sized organizations. - Experience designing and implementing employee recognition programs, and culture and engagement initiatives. - Experience conducting workplace investigations and managing complex employee relations matters. - Strong facilitation, coaching, conflict resolution, and stakeholder management skills. - Strategic thinker that is good at connecting the dots and making recommendations that get at the underlying issues. - Ability to build trust & psychological safety, navigate ambiguity, and influence at all levels of the organization. - Knowledge of employment law, ADA compliance, reasonable accommodations, and HR best practices. - Ability and willingness to travel by air within the U.S. for meetings approximately 2x / year. Other occasional travel may be needed if business needs arise. Preferred Qualifications - SHRM-SCP, SPHR, or DEI-related certification. - Experience supporting organizational change and workforce transitions. - Experience with Culture Amp, Lattice, or similar engagement platforms. - Experience with accessibility, neurodiversity, or disability inclusion initiatives. - Experience facilitating employee workgroups or employee resource groups. - Experience in remote or distributed work environments. Benefits - Competitive base pay. - Comprehensive benefits package. - Commitment to fostering an inclusive and supportive workplace.

• Set and execute the demand generation strategy across paid media, email, lifecycle, ABM/ABX, content distribution, and integrated campaigns • Make smart investment calls across channels — recommending allocation, prioritizing spend, and partnering with the Head of Marketing to maximize pipeline impact • Build account-driven GTM programs that engage a defined, named-account buyer set — designed for scale through AI-driven personalization, enrichment, and signal-based activation • Flex programs across top, middle, and bottom of funnel as business needs shift • Set the strategy for our event program — trade shows, field activations, and executive dinners — with measurable pipeline outcomes • Manage an event coordinator who runs event logistics; you will own on-site execution • Own our webinar program end-to-end, including content development, speaker coordination, promotion (co-owned with media partner), and redistribution — a meaningful opportunity to shape Afresh's voice across the funnel • Partner with PMM, content, and sales to design distribution plans that get the right content in front of the right buyers at the right moment • Evolve our marketing stack alongside RevOps — bringing your perspective on the AI tools, agents, and workflows that should sit at the center of a modern demand engine • Lead our approach to signal-based automation, lead scoring, and intent-driven campaign activation • Define KPIs and build full-funnel reporting (with RevOps) that connects HubSpot, Salesforce, and our website into a clear view of pipeline performance and ROI • Report on demand performance with clear, synthesized insights and recommendations.

• Oversee the medical coding department, ensuring accurate and compliant coding practices • Lead, mentor, and manage a team of medical coders • Monitor Emergency Medicine and Hospitalist auditing department • Ensure coding compliance with CMS, AMA, AHA, and payer-specific guidelines • Review coding audits and implement corrective actions • Analyze and streamline coding workflows • Liaise with physicians, clinical staff, billing, and revenue cycle teams • Support accurate clinical documentation improvement (CDI) efforts