Role Description The Classification and Compensation Manager is responsible for managing the classification and compensation functions for the organization. This position plans, develops, and implements new and revised compensation programs, policies, and procedures to align with the organization’s goals and competitive practices. The manager ensures that company compensation programs are consistently administered in compliance with internal policies and government regulations. This is a fulltime remote position. Selected candidate must reside in North Carolina. While there is no expectation of being in the office routinely, they may be required to report to the Alliance Home Office (Morrisville, North Carolina) for business meetings as needed. Responsibilities & Duties - Manage The Classification and Compensation Plan - Manage the Pay Structure to ensure job classifications and salary levels are captured accurately and are up to date. - Manage the administration of the compensation system to ensure consistent and equitable compensation among positions. - Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends within the industry and organizational objectives. - Manage compensation studies and salary surveys under the guidance of the Director of Talent Acquisition and Compensation. - Ensure compliance with federal, state, and local compensation laws, regulations, and contracts. - Conduct salary reviews to ensure the organization is competitive with market trends. - Advise staff on pay decisions, policy interpretations, and job evaluations. - Manage the maintenance of all relevant tracking and reporting systems to accurately capture the flow of relevant data being processed by the team. - Manage the Creation of New Jobs and Positions and Manage Changes to Existing Jobs and Positions - Collaborate with Department leadership on creation of new jobs and departmental structure changes. - Assist leaders with the development of job descriptions for each job in the organization. - Manage the job analysis process to determine FLSA classification and salary level for each job in the organization. - Ensure jobs are classified and leveled appropriately based on the specifications of the job. - Develop and Maintain Compensation Policies, Procedures, Programs, and Workflows - Design creative solutions to specific compensation-related programs and incentive plans. - Assist with the development and maintenance of compensation policies and procedures. - Analyze and refine desk procedures and workflows to improve department operations. - Develop written guides and presentations to assist in communicating and clarifying the processes, policies, and procedures to leaders and staff. - Manage and Develop Staff - Work with the Senior Director of Human Resources to recruit and retain a highly qualified and well-trained Classification and Compensation team. - Ensure staff are well trained in and comply with all organization and department policies, procedures, and business processes. - Organize workflows and ensure staff understand their roles and responsibilities. - Ensure the department has the needed tools and resources to achieve organizational goals. - Actively establish and promote a positive, diverse, and inclusive working environment. - Ensure all staff are treated with respect and dignity. - Ensure standards are transparent and applied consistently, impartially, and ethically for all team members. - Work to resolve conflicts and disputes among team. - Set goals for performance and deadlines in line with organization goals and vision. - Effectively communicate feedback and provide ongoing coaching and mentoring to staff. - Cultivate and encourage efforts to expand cross-team collaboration and partnerships. - General HR - Manage the handling of and responses to relevant cases submitted to the HR case management system. - Manage HR records according to area of responsibility by ensuring files are updated, accurate and properly documented. - Ensure employees and leaders have appropriate training and materials to assist with processes related to area of responsibility. - Assist in developing, implementing, and administering relevant HR programs and initiatives. Qualifications - Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Psychology, Sociology, or related field. - Four (4) years of experience in Human Resources including at least one (1) year of supervisory leadership experience. - Experience must include creating and maintaining job descriptions, classifying and leveling jobs into salary bands, and leading or supporting compensation studies. - Experience managing complex data in Microsoft Excel required. Requirements - Experience working as a Compensation Manager and HR Certification strongly preferred. Knowledge, Skills, & Abilities - Knowledge of classification and compensation practices. - Knowledge of employment-related laws and regulations. - Knowledge of Human Capital Management systems. - Verbal and written communication skills. - Organizational skills and attention to detail. - Time management skills with a proven ability to meet deadlines. - Analytical and problem-solving skills. - Ability to prioritize tasks and delegate tasks when appropriate. - Interpersonal and conflict resolution skills. - Ability to act with integrity, professionalism, and confidentiality. - Microsoft Office Suite. Salary Range $89,404 - $113,990/ Annually. Exact compensation will be determined based on the candidate's education, experience, external market data and consideration of internal equity. Benefits - Medical, Dental, Vision, Life, Long Term Disability. - Generous retirement savings plan. - Flexible work schedules including hybrid/remote options. - Paid time off including vacation, sick leave, holiday, management leave. - Dress flexibility.

• Lead annual compensation plan development in partnership with CRO, Sales Leadership, Customer Success, and Finance; translate business objectives into effective incentive structures • Design role-specific compensation frameworks including base/variable splits, quota-to-OTE ratios, accelerators, decelerators, thresholds, and performance tiers aligned to role expectations and market standards • Design compensation mechanics that bridge traditional SaaS (ARR/subscription) and consumption-based (usage/metered) revenue motions, including hybrid quota structures, draw mechanics, and milestone-based incentives where revenue recognition is non-linear • Leverage AI-powered tools and automation to develop self-service rep inquiry agents, streamline commission calculations, and enhance plan modeling capabilities • Develop compensation governance frameworks including plan approval workflows, exception handling, change management protocols, and ongoing plan maintenance processes • Model compensation scenarios to optimize the balance between motivational impact, cost efficiency, competitive positioning, and predictability; conduct sensitivity analysis on various business outcomes • Partner with People/Total Rewards to ensure CRO compensation programs align with GitLab's overall compensation philosophy, internal equity principles, and total rewards strategy • Design incentive mechanisms that drive strategic behaviors including new logo acquisition, expansion, consumption revenue growth, multi-year deals, product mix, and customer retention • Create SPIFs, contests, and accelerator programs to address short-term business priorities and accelerate specific outcomes (pipeline generation, deal velocity, strategic initiatives) • Develop compensation analytics frameworks to track plan effectiveness, cost efficiency, and business impact • Track key compensation metrics including average earnings, payout ratios, cost-per-dollar-sold, plan leverage, and quota attainment distribution • Model the impact of compensation changes on representative behavior, company costs, revenue outcomes, and team morale • Conduct ongoing plan performance reviews comparing actual results against design intent; recommend mid-year adjustments when warranted • Leverage AI to provide visibility into compensation spend, attainment trends, and plan performance against objectives • Perform ROI analysis on compensation investments including SPIFs, accelerators, and special programs • Partner with Sales Analytics to integrate compensation data with broader revenue performance analytics • Serve as trusted advisor to Stakeholders & Sales Leadership on all compensation-related matters including plan design, policy decisions, and individual situations • Present compensation recommendations to Sales leadership, Finance leadership, and Incentive Compensation Committee • Lead annual compensation communication campaigns including plan rollouts, training sessions, manager enablement, and field team Q&A • Manage compensation inquiries from field teams, providing clear explanations of plan mechanics, policies, and individual situations • Partner with Sales Enablement to incorporate compensation understanding into onboarding programs and ongoing training • Collaborate with Finance/FP&A on compensation expense planning, budget management, and actual-vs-plan reporting • Work with Legal and Compliance teams to ensure plan structures meet regulatory requirements across global markets • Engage with Total Rewards/People teams on holistic compensation philosophy, market data, and employee experience.

Role Description The Facilities DATA Project Manager is part of the Facilities Data and Technology Analytics (DATA) team and serves as the project management interface with assigned areas of Software Implementation and management for the purpose of Corporate Facilities strategy development, solution discovery, service management, risk management and relationship cultivation. Reporting to the Director of Facilities DATA, the Project Manager serves as a critical linkage in Facilities Data and Technology Analytics management and business strategy, providing project management support and guidance on technology opportunities, capabilities, and risks, communicating decisions, priorities, and relevant project information to appropriate levels of the organization. - Responsible for identifying and leading new projects and initiatives designed to improve efficiency and/or achieve greater patient and provider experience across Yale New Haven Health System (YNHHS). - Manages complex and broad scale projects from discovery phase through implementation. - Supports Corporate Facilities performance and System strategy through the development of assessments and accompanying strategic analyses. - Must be able to communicate clearly, negotiate, listen, mitigate conflict, build alliances and achieve desired results using strong interpersonal and diplomacy skills. - Works closely with leaders on leveraging data and technology across diverse operational, clinical, regulatory, and financial challenges across organizational and business-entity boundaries. Qualifications - EDUCATION: Bachelor's degree in ITS, Healthcare Administration, Business Administration, Economics or related field preferred. PMP certification preferred. - EXPERIENCE: Five years of experience preferred in healthcare or management consulting. Experience in data analysis and reporting required. Previous project management or leadership experience required. - SPECIAL SKILLS: - Excellent analytical and quantitative skills. - Ability to organize activities and establish priorities. - Excellent verbal and written communication skills. - Ability to navigate across departments and delivery networks to achieve results. - Proficient with computer information systems, data manipulation and reporting, demographics, forecasters, pivot tables, Microsoft Word, Excel, Access and PowerPoint. Requirements - Accountable for the development and effective management of assigned projects. - Busy, fast paced work environment. Individual must be able to meet multiple deadlines and juggle priorities while working 100% remotely. - This position is responsible for managing change in various departments across the health system. Assigned projects are complex in nature. Physical Demand - While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. - They are also required to stand and walk. - They must occasionally lift and/or move up to 25 pounds. - Specific vision abilities require include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. - The noise level in the work environment is usually moderate. YNHHS Requisition ID 182109

Role Description The Mobile Service Team (MST) Manager manages and coordinates the 24/7 operations of the mobile service team in accordance with customer service, quoting, billing, employee management, annual budgets, business plans and to achieve required profitability. This position also maintains positive customer relations by providing support related to the products/services of the business unit, while responding to inquiries, problems or complaints that may arise. The FSM analyzes and presents mobile service team data in comparison to established targets and provides direction for the attainment of stated targets. This position can be worked out of Dallas, TX or Remote. What you'll do: - Leadership - Acts as an advocate for external and internal clients, demonstrating accountability and a commitment to excellence to both the external customer and the company. - Projects a positive image in representing the corporation to clients and the community. - Provides innovative solutions to complex issues, influencing others to ensure customer satisfaction is maintained and company standards and profit margins are maximized. - Provides team leadership and mentors, coaches, and empowers others to ensure transaction timelines are met or exceeded. - Provides informal leadership within the business unit, demonstrating integrated thinking when solving problems and implementing continuous improvement practices. - Adapts to change, demonstrating proactive thinking, assertiveness and initiative to identify potential issues/problems before they arise. Assists with the settlement of customer complaints. - Builds relationships with both external and internal clients. - Actively participates as a member of the management team(s), assisting with the development and realization of strategic plans, budgets, goals and outcomes. - Exercises authority in hiring, training, career development, performance appraisal, salary adjustments, promotion, discipline, health, safety and the general employee relations of direct reports. - Product Related - Ensures customer requirements and expectations are confirmed, documented, and communicated to the appropriate team members. - Initiates the required action for response to customer service requests for work scope/order changes, including the maintenance of order information files, and communicates changes to the appropriate personnel. - Provides a close liaison and informal leadership role with service engineers, operations, logistics, quality and materials. - Manage the event planning and scheduling process according to volume, inventory requirements, technician availability and material availability. - Establishes and implements policies and procedures needed to achieve the business unit's strategic operating goals. - Plans day-to-day operations, assigns manpower, coordinates mobile service team activities, authorizes overtime and controls costs. - Explains pricing, price increases, estimate and invoice changes to customers. - Manages customer expectations with respect to estimate changes, summarizing cost-benefit and qualifying repair development costs to customers. - Produces and maintains measures of performance to graphically display performance related strengths and weaknesses within the mobile service team business unit. - Performs administrative activities necessary for the effective management of the mobile service team, including budget administration, salary administration, employee safety, employee counseling and motivation, organization goals and objectives and planning, organizing, integrating and measuring the work performed within the mobile service team. - Reviews and coordinates all contract/transaction work for the business unit, ensuring both parties adhere to the terms of the contract/agreement. - Prepares, generates and distributes reports, order acknowledgments, estimates and invoices as required. - Compares estimates and invoices, identifies and addresses potential cost overruns as they occur. - Maintains data in the Customer Relationship Management (CRM) or SalesForce.com (SFDC) database. - Manages documents as per company, customer, and regulatory standards and process. - Assures required information is entered into the appropriate computer system (internal and external). - Performs assigned system maintenance to various electronic files. Qualifications - Communicates effectively with customers (both internal and external), demonstrating a strong use of written, verbal, non-verbal, and active listening skills, employing relevant knowledge, skills, and judgment to achieve organizational goals. - Strong planning, organizational, analytical, decision making and problem-solving skills while demonstrating situational awareness. - Strong interpersonal and teamwork skills that include demonstrated experience with negotiation, conflict resolution and customer service. - Experience working in a culturally diverse environment with a demonstrated sensitivity to other cultural norms and practices. - A commitment to professional practice and continuous professional improvement. - Working knowledge of company instructions and export compliance. - Working knowledge of PC’s in the current company operating system environment including the use of Microsoft Office productivity software with the ability to adapt to changes in technology (both hardware and software). - Strong project management skills. - Working knowledge of company instructions, company processes, administrative policies and procedures and export compliance regulations. - Minimum of 5 years of supervisory experience in a service environment. - Minimum of 5 years TFE 731 engine and APU engine experience or knowledge of products/engines/propellers/accessories in the respective business unit and technical skills appropriate to role. - Team leadership skills; ability to lead teams in a matrix environment (without direct reporting responsibility). - Competent working in a culturally diverse environment with a demonstrated sensitivity to other cultural norms and practices. - Experience building strong working relations with customers. - Self-motivated with the ability to motivate others. - Ability to travel to customer locations to establish and/or maintain a good working relationship. - Responsible for observing and reporting any issues or concerns in support of the company-wide quality, environmental and Safety Management System [SMS] policies. - Evaluates and makes recommendations regarding methods and procedures to support the continuous improvement concept within the assigned area. - Carries out additional / special projects as assigned. - High School Diploma or GED is required. - Must be authorized to work in the US. Preferred Characteristics - Working knowledge of Microsoft Office (Word, Excel, Access, PowerPoint). - Working knowledge of production management computer systems. - A&P License strongly preferred. Benefits - Comprehensive Healthcare - 401(k) with 100% company match: up to 5% vested - Paid Time Off starting on day one - Bonus Opportunities - Health & Dependent Care Flexible Spending Accounts - Short & Long Term Disability - Life & AD&D Insurance - Learning & Training opportunities Company Description With over a century of proven excellence, StandardAero has become an industry leader in MRO services and customized solutions in the aerospace field. Our shared values and learning-based culture inspire our team to exceed their potential and power our customers’ missions worldwide. With on-the-job training, advancement opportunities, and excellent benefits, StandardAero invites you to experience a fulfilling and meaningful career with us. It is StandardAero’s policy to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex (including transgender status, sexual orientation, and pregnancy), sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Our supportive environment celebrates diversity with no room for harassment or discrimination of any kind. We invite you to bring your authentic self to our team and experience our welcoming culture.