Role Description The Senior HR Analyst, M&A plays a critical role in supporting the due diligence phase of mergers and acquisitions by collecting, analyzing, and synthesizing HR-related data from target organizations. This position focuses exclusively on diligence activities—evaluating HR policies, compensation structures, benefits programs, compliance practices, and cultural indicators—and preparing executive-ready deliverables that inform deal decisions. The Senior HR Analyst, M&A partners closely with HR leadership, Finance, Legal, and the broader M&A team to ensure accurate, timely, and actionable insights. The Senior HR Analyst, M&A reports to the Senior Director of HR Integration and works closely and collaboratively with the Human Resources Operations, Benefits, Payroll, Technology, Learning and Development, and M&A Diligence & Integration teams. Essential Duties and Responsibilities - Gather and validate HR-related data from target companies, including handbooks & policies, org charts, compensation, benefits, compliance, and more. - Analyze findings to identify employee impact, risks, cost implications, and alignment opportunities. - Prepare clear, concise PowerPoint presentations and Excel models for leadership and seller reviews. - Summarize diligence findings into actionable insights and risk assessments for integration teams to execute. - Build workforce and cost models (benefit comparison, compensation models, etc.). - Identify potential compliance exposures (employment practices, benefits, regulatory requirements). - Oversee the creation of newly acquired employees' offer letters, termination & release agreements, and employee covenant agreements, drafted by outside legal counsel. - Maintain consistent and appropriate levels of communication with internal colleagues and external stakeholders regarding action items, timeline adherence, and employee onboarding. - Work proactively and collaboratively to resolve issues with a “servant leadership” mind-set. - Maintain a positive and professional demeanor at all times. Qualifications - Strong communications skills, engaging personality with the ability to relate to people at all professional levels and personalities. - Understanding of benefits administration, including 401k retirement plans. - Strong organizational skills. - “Can do” attitude, willingness to learn, and ability to thrive in a fast-paced environment. - Ability to garner and foster trust and credibility. - Must be self-motivated, able to work autonomously and resourceful. - Ability to travel within the US (Less than 10%). Requirements - Bachelor’s degree required; human resources, psychology, or related field preferred. - 5+ years of experience in HR, benefits, or HR M&A preferred. - Experience with Workday HRIS, highly preferred. - Advanced proficiency in Excel (pivot tables, VLOOKUP, modeling) and PowerPoint. - Strong analytical and problem-solving skills; ability to synthesize complex data into executive-ready insights. - Comfortable leveraging AI tools and emerging technologies to streamline HR diligence processes, enhance data analysis, and accelerate deliverable turnaround times. - Ability to manage multiple priorities under tight deadlines. Benefits - The typical base pay range for this role nationwide is $75,000 to $80,000 per year. - Your base pay is dependent upon your skills, education, qualifications, professional experience, and location. - In addition to base pay, some roles are eligible for variable compensation, commission, and/or annual bonus based on your individual performance and/or the company’s performance. - Eligible employees receive health, wellbeing, retirement, and other financial benefits. - Paid time off and overtime pay for non-exempt employees. - Robust learning and development programs. - Reimbursement of job-related expenses per the company policy. - Employee perks and discounts.

Role Description The Partner Solutions Specialist supports ongoing account needs related to day-to-day digital program planning, implementation, and growth. This role ensures accounts have all their needs met as part of standard operating procedures, implementation, onboarding, launch, training, troubleshooting, skill building, adoption, and consultative services aligned to industry best practices and national standards. This role must be a strong collaborator internally and externally willing to take a hands-on approach in solving varying account needs and bringing other LS team members into conversations when needed or appropriate. This role works closely with sales, enablement, academic, and other Learning Solutions team members to maximize account satisfaction and support measured through CSAT and NPS indicators. The ideal candidate must be passionate about building and implementing online and digital learning solutions with an educational strategist mentality who takes a proactive, consultative approach in developing trusted advisor status with program level leaders and staff who are responsible for day-to-day operations at the account level. The Partner Solutions Specialist success will be measured by customer support and satisfaction levels. Qualifications - Five (5) years of related experience OR equivalent combination of education and experience - Microsoft Office (Outlook, Word, Excel, PowerPoint, Project, Visio, etc.); Web proficiency - Ability to travel up to 30% of the time - Ability to clear required background check Requirements - Function as a key point of contact for account ongoing planning, implementation, and support - Offer superior customer experience proactively addressing ongoing training and support needs in collaboration with other LS team members - Coordinate resources to ensure customers experience seamless service delivery from marketing/enrollment, operations, curriculum, instruction, support, billing, training, professional development, etc. - Provide regular updates to partners on the progress of Learning Solutions support, services, timelines, operations, and campaigns - Develop and maintain an understanding of customer needs, contract terms and conditions, and account requirements to ensure compliance with terms and conditions in collaboration with account managers - Responsible for supporting growth and retention efforts in partnership with regional account managers - Monitor program outcomes providing consultative recommendations with regional account managers and other LS team members as appropriate - Collaborate closely with sales, enablement, academic, and other Learning Solutions team members to ensure customer satisfaction - Escalates technical issues and determines the best resources for remediation - Customized state reports - Other duties as assigned Benefits - Salary range: $45,516-$55,000 - Eligible employees may receive a bonus - Robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off Company Description Stride, Inc. is an equal opportunity employer. Applicants receive consideration for employment based on merit without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status, or any other basis prohibited by federal, state, or local law. Stride, Inc. complies with all legally required affirmative action obligations.

Role Description The HR AI Enablement & Innovation Program Manager leads three connected workstreams for the HR function: - AI fluency and skill-building - The HR AI Community of Practice - HR AI innovation and use case incubation Fluency is the foundation - the capability the other two pillars stand on. Without it, the community has nothing to share and innovation has no one to adopt it. This role partners closely with: - The AI Governance Project Manager (responsible AI guardrails) - The AI Workforce Transformation & Organizational Design Project Manager (enterprise-wide adoption and Lean) - The Workday AI Enablement Lead (Workday-native AI capability) Together, these four roles form the operating model for how GE Vernova HR adopts AI. Key Responsibilities HR AI Fluency & Skill-Building - Own and evolve the HR function’s AI learning roadmap - from foundational fluency to advanced application across HR Client Support, COEs, and HR leadership. - Build on existing GE Vernova HR enablement assets to define what AI-specific capability looks like for HR: prompt engineering, agent orientation, responsible use, data interpretation, and human-in-the-loop judgment. - Partner with HR4HR and Learning teams to embed AI skill-building into existing development pathways rather than creating parallel structures. - Curate high-quality external content and translate it into GE Vernova-relevant practice, recognizing that AI fluency is increasingly built through hands-on, continuous learning rather than long formal courses. - Increase responsible HR usage of Copilot, AMP, and other enterprise standard AI tools. HR AI Community of Practice - Build and operate the HR AI Community of Practice as a sustained capability - owning the cadence, content, contributors, curator network, and operating rhythm. - Lead monthly working sessions and quarterly prototype showcases that move the function from individual experimentation to collective progress. - Develop and steward a peer champion network across HR COEs and HR Client Support teams to create consistency in practice, accelerate adoption, and reinforce governance evenly across the function. - Build and maintain a shared library of HR AI use cases, prompts, prototypes, playbooks, and lessons learned that any HR team can draw from. - Measure community health and impact: participation, contribution, use case adoption, and skill progression. HR AI Innovation & Use Case Incubation - Partner with HR COEs and HR Client Support to identify, scope, and prototype AI solutions that solve real HR problems - service delivery, knowledge access, content generation, analytics, and decision support. - Run a lightweight intake and triage model that routes HR use cases to the right path: Workday-native (with the Workday AI Enablement Lead), Copilot/AMP/standard tools (this role), bespoke (with DT), or “not yet” (with Governance). - Build and maintain a working HR AI prototype portfolio - running pilots, capturing outcomes, and graduating successful prototypes into sustained capabilities. - Apply citizen-developer principles within HR to expand who can build, recognizing that generative AI has shifted the fluency bar from technical coding to clear problem reasoning. - Distinguish HR-internal innovation (this role’s scope) from enterprise-wide AI transformation (the AI Workforce Transformation & Organizational Design Project Manager’s scope)—partnering closely where the two intersect. Cross-Role Partnership & Operating Discipline - Maintain clear lanes with the AI Governance Project Manager, AI Workforce Transformation & Organizational Design Project Manager, and Workday AI Enablement Lead—translating governance principles into HR practice, surfacing organization and workforce implications, and routing technology decisions to the right owner. - Develop and maintain an HR AI Maturity view to track fluency, adoption, innovation pipeline, and value across HR - informing investment decisions and surfacing where capability-building is working. - Track adoption, skill-building, and value-realization metrics for HR AI work. - Stay current on external HR AI practices and translate insights into practical recommendations. - Review materials with labor and employment counsel before broad release of guidance, prompts, or AI-enabled HR content. Qualifications - Bachelor’s degree required; advanced degree in Human Resources, Organizational Development, Learning, Business, Technology, or related field preferred. - Significant years of experience in HR enablement, learning and development, HR transformation, change management, or enterprise program management. - Demonstrated ability to define and scale capability-building programs at scale in partnership with Learning teams. - Hands-on familiarity with generative AI tools and a practical understanding of how AI is being applied in HR. - Strong facilitation, community-building, and stakeholder management skills. - Proven ability to lead cross-functional initiatives and influence without direct authority. - Analytical, structured, and outcome-oriented approach to execution. - Strong written and verbal communication, including the ability to translate technical concepts into clear, actionable guidance for HR audiences. Preferred Experience - Experience in a large, matrixed, global organization. - Background in HR analytics, HR technology, HR operations, or HR learning and development. - Exposure to generative AI tools (Copilot, Claude, ChatGPT, Workday AI) in an enterprise setting. - Experience running communities of practice, champion networks, or citizen-developer programs. - Familiarity with adult learning, instructional design, or capability-building frameworks. What Success Looks Like - A builder who turns ambiguous opportunity into structured, repeatable practice. - A connector who can move fluently between HR practitioners, technology partners, and senior leaders. - Comfortable in the messy middle of AI adoption - where guidance is still forming and prototypes outnumber polished solutions. - Energized by helping others build skills, confidence, and judgment in a fast-moving domain. - Disciplined about measurement, value realization, and operating rhythm. Additional Information - Applications from job seekers who require sponsorship to work in the UK are welcome and will be considered alongside all other applications. - However, non-EU/EEA candidates may not be appointed to a post if a suitably qualified, experienced and skilled EU/EEA candidate is available to take up the post, as the employing body is unlikely, in these circumstances, to satisfy the Resident Labour Market Test. - For further information please visit the Work in the UK - GOV.UK - UK Border Agency website. - Relocation Assistance Provided: No - #LI-Remote - This is a remote position - Application Deadline: July 09, 2026

Role Description General Human Resources includes work across multiple areas of HR including: - General HR program/policy development, administration, and compliance - Employee hiring, onboarding, termination, and records maintenance - Employee and labor relations and communications - Rewards program coordination and/or administration - Relocation services (domestic and international) - Immigration services - HR related training In some organizations, General HR may also be accountable for some or all of the following: - HR Business Partnership (consulting and coaching) - Mobility (strategy and design) - Staffing and Recruiting - Talent and Organization Performance - Training and Development - Human Resource Information Systems (HRIS) Positions on this level apply subject matter knowledge and understand the specific needs or requirements of specific problems and apply skills/knowledge thereafter. Specialized schooling or previous practical experience likely to be required. Understands and demonstrates the need to deliver to time, cost and quality and proactively adjusts for changing requirements. Ensures that the work within own field of expertise complies with the relevant professional discipline. Qualifications - Specialized schooling or previous practical experience likely required. Requirements - Ability to deliver to time, cost, and quality. - Proactive adjustment for changing requirements. - Compliance with relevant professional discipline. Benefits - Environment where employees feel valued, inspired, and supported. - Commitment to employee happiness and healthy work-life balance. - Culture of inclusion and diversity. Company Description Teleperformance is a leading provider of customer experience management, offering premier omnichannel support to top global companies. Our diverse service locations, including on-site and work-at-home programs, ensure flexibility and broad reach. We emphasize the importance of our employees, fostering enduring relationships within our teams and communities. Our dedication to employee satisfaction distinguishes us. Join Teleperformance, where our world-class workforce and innovative solutions drive success. Experience a workplace that values your development, supports your goals, and celebrates your accomplishments.