• Own end-to-end recruitment for strategic roles across the company. • Partner with hiring managers to define hiring strategies and deliver an outstanding candidate experience. • Lead Attraction & Selection projects focused on improving hiring quality, scalability, and operational excellence. • Use data, AI, and automation to optimize recruiting processes and support better hiring decisions. • Build and improve recruiting playbooks, tools, and best practices. • Collaborate with cross-functional teams on strategic hiring initiatives, including employer branding, interview excellence, and process improvements.

• Lead the Payroll (Departamento Pessoal) and Compensation teams, promoting development, engagement, and high performance. • Ensure excellence in the execution of all Payroll and personnel administration processes, including payroll processing, personnel administration, benefits, labor charges, eSocial, ancillary obligations, timekeeping management, and labor relations. • Ensure compliance with applicable labor, social security and regulatory legislation, acting as a technical reference for the organization. • Develop and monitor strategic area KPIs, transforming data into insights and recommendations to support decision-making. • Design and evolve policies, processes, internal controls and governance practices related to people operations. • Lead continuous improvement, automation and transformation initiatives for People Operations processes. • Act as a strategic partner to leadership on matters related to personnel administration, workforce movements, compensation, productivity and workforce planning. • Conduct compensation studies, job and salary structure design, market research and compensation policy reviews. • Work in partnership with other People & Management areas to strengthen the employee experience and support the organization’s strategic objectives.

• Respond to employee and manager questions on policies, benefits, leave, documentation, or day-to-day People matters • Manage onboarding and offboarding activities, employee changes, and HRIS updates • Partner with the VP of Business Operations and leaders on employee relations questions, performance concerns, documentation, and manager guidance • Coordinate with payroll, benefits, and external partners to ensure changes are processed accurately and on time • Maintain compliance-related documentation, reporting, and required workflows • Serve as the primary point of contact for routine People questions from employees and managers • Administer onboarding, offboarding, status changes, leaves, and other employee lifecycle processes • Maintain accurate employee records and HR systems data • Support payroll inputs, employee changes, and benefits administration in partnership with internal and external vendors • Ensure HR documents, trackers, and audit-related files are organized, accurate, and up to date • Support talent acquisition coordination, including posting jobs, managing basic hiring logistics, and preparing and sending offer materials. • Help keep recurring People workflows running smoothly, including compliance tasks, reporting, and deadlines • Provide first-line guidance to managers on routine employee relations matters, including performance concerns, feedback conversations, documentation, and policy interpretation • Triage employee concerns and help determine when matters should be escalated to the VP of Business Operations, legal counsel, or other leadership partners • Support the drafting and organization of written documentation related to coaching, performance management, and employee issues • Help managers navigate sensitive conversations with consistency, sound judgment, and appropriate follow-through • Flag risk areas early and bring a calm, practical lens to complex or ambiguous situations • Document and improve repeatable People processes so coverage is smooth and sustainable during leave • Identify operational inefficiencies and recommend practical solutions • Partner closely with the VP of Business Operations to keep them informed of themes, risks, and items requiring leadership visibility • Help preserve a positive employee experience by combining responsiveness with clear processes and dependable follow-through

Requisition Number: 2371206 Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health optimization on a global scale. Join us to start Caring. Connecting. Growing together. The People Experience Specialist is responsible for providing end-to-end support to employees and managers on HR-related queries while ensuring high standards of customer experience, process adherence, and operational excellence. The role also includes floor support, knowledge sharing, and continuous improvement initiatives. Primary Responsibilities: - Answer calls from Associate Specialists who contact the SME line - Educate Associate Specialists on each contact by showing them where to locate the answers to their questions - Act as a "Supervisor" for escalated calls; take needed action to course correct and diffuse the situation - Identify team training opportunities and trends via SME line to reduce volume - Seize and act on opportunities to provide operational feedback to Associate Specialists to educate, course correct and reduce call volume - Identify and communicate SME line call patterns/trends to leaders - Work in partnership with Quality and Training team to learn from each other, discuss trends identified via SME line and to provide recommendations for improvement needs - Contribute to team meeting topics to educate the team, reduce calls to SME Line, and improve the overall customer experience. Some examples include but are not limited to: - Share themes or tips - Educate team on recent hot topic (received from SME line interactions) - Go through a case study - Solicit feedback on a specific process - Represent Employee Center, in partnership with Operational Support Analyst, in assigned monthly partner meetings (i.e., Disability and Leave Services, Payroll, HR Ops etc.) - Build SME knowledge become a "go-to" for leadership and team on hot topics, questions, concerns within assigned domain - Anticipate the team's questions and informational needs - Gather insights and solicit feedback routinely from the team on peak trends or hot topics - Ex. Solicit feedback on W-2 solution following W-2 season and share with business owner. Follow other peak events - Partner with leader on learnings, concerns and impacts to team - Comply with the terms and conditions of the employment contract, company policies and procedures, and any and all directives (such as, but not limited to, transfer and/or re-assignment to different work locations, change in teams and/or work shifts, policies in regard to flexibility of work benefits and/or work environment, alternative work arrangements, and other decisions that may arise due to the changing business environment). The Company may adopt, vary or rescind these policies and directives in its absolute discretion and without any limitation (implied or otherwise) on its ability to do so Required Qualifications: - Any course or Equivalent experience - College Graduate, College Undergraduate, Highschool Graduate or SHS Graduate - 1+ years experience of working knowledge of Employee Center policies and procedures - 2+ years of experience call center - Ability to consistently meet or exceeds performance metrics and expectations - Intermediate level of proficiency with all Employee Center contact channels and systems - Ability to analyze problems and situations to uncover root causes - Ability to develop and maintain productive relationships within the team - Ability to contribute to the team's success by looking for and acting upon ways to streamline processes and accomplish team goals - Ability to promote teamwork and collaboration within the team - Organized with solid attention to detail - Ability to multi-task and demonstrate solid follow-up - Night shift - US Holiday Key Competencies: - Solid communication skills (especially email writing and interpretation of queries) - Good understanding of US HR processes and policy interpretation - Proficiency in Microsoft Office Suite - High adaptability and flexibility in dynamic work environments - Solid sense of integrity, ownership, and empathy At UnitedHealth Group, our mission is to help people live healthier lives and make the health system work better for everyone. We believe everyone - of every race, gender, sexuality, age, location and income - deserves the opportunity to live their healthiest life. Today, however, there are still far too many barriers to good health which are disproportionately experienced by people of color, historically marginalized groups and those with lower incomes. We are committed to mitigating our impact on the environment and enabling and delivering equitable care that addresses health disparities and improves health outcomes - an enterprise priority reflected in our mission. Optum is a drug-free workplace. © 2026 Optum Global Solutions (Philippines) Inc. All rights reserved.