• Be a visible champion of our values—bringing them to life through decisions, behaviors, and systems, not just words on a slide. • Design and evolve people practices that support how we actually work, balancing best practices with what fits our culture and growth stage. • Partner deeply with senior leaders as a trusted advisor—helping them navigate complexity, lead through change, and build strong, inclusive teams. • Use engagement surveys, equity analysis, and feedback loops to understand what’s working (and what’s not), then mobilize action that makes a real difference. • Build and execute thoughtful retention and workforce strategies aligned to where the business is going next—not where it’s been.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The People & Processes Lead owns the employee lifecycle and internal operating systems. This role runs onboarding, engagement, and performance architecture while building structured internal workflows that increase execution velocity. - Employee lifecycle design - Performance review architecture - Compensation and incentive system design - Internal workflow and operating system discipline Key Responsibilities - Employee Lifecycle Ownership (People) - Design onboarding systems that accelerate productivity - Build structured development frameworks - Maintain engagement rhythms and feedback loops - Performance & Incentive Systems - Design review cadences (quarterly, annual) - Align compensation with measurable output - Formalize promotion and advancement criteria - Internal Operating Systems (Processes) - Build AI-first workflows across teams - Reduce manual inefficiency - Codify repeatable processes - Strengthen cross-functional handoffs Role Impact - Faster ramp time for new hires - Clear performance accountability - Reduced internal friction - Higher operational velocity What This Role Is Not - Not event planning - Not documentation-only - Not surface-level engagement management

• Provide day-to-day HR support to employees and leaders, answering basic questions related to policies, time off, onboarding, and HR systems. • Assist with onboarding and offboarding processes, including new hire paperwork, system access, orientation coordination, and checklists. • Maintain accurate and up-to-date employee files in compliance with record-keeping requirements. • Support timekeeping, payroll coordination, and HRIS data entry as needed. • Assist with tracking required acknowledgments, trainings, and certifications. • Support compliance efforts by tracking required employment documentation (I-9s, licenses, training completion, etc.). • Assist with coordination of employee leave requests (PFML, FMLA, medical leave) by gathering documentation and escalating appropriately. • Help maintain required workplace postings and distribute policy updates. • Support incident documentation and administrative follow-up when workplace issues arise (training provided). • Serve as a welcoming and responsive point of contact for employees. • Support engagement initiatives, recognition efforts, and culture-building activities. • Assist with employee communications, internal announcements, and resource sharing. • Participate in process improvements to strengthen the employee experience across clinics. • Provide flexible HR support across multiple clinic locations and teams. • Assist the Director of People & Culture with special projects, audits, reporting, and process documentation. • Learn and support differences in operations across clinic environments while maintaining consistent HR practices.

• Own configuration, governance, and optimization of UKG while ensuring strong integration across the broader People tech stack. • Lead lifecycle workflow redesign (recruiting through offboarding) to improve automation, ownership clarity, and transparency. • Reduce manual friction through improved sequencing, validation controls, and automation triggers. • Maintain structured documentation and version-control practices (e.g., GitHub-based configuration tracking) to enhance auditability and transparency. • Balance long-term systems architecture with day-to-day configuration, troubleshooting, and stakeholder support. • Lead design and delivery of dashboards and reporting for HR, Finance, and executive stakeholders. • Build scalable reporting frameworks using tools such as Tableau, SQL/BigQuery, or similar analytics platforms. • Define and standardize metric definitions, data dictionaries, and cross-system reporting logic. • Strengthen reconciliation between HRIS, payroll, and finance systems to improve data integrity. • Embed reporting into strategic workforce planning and decision-making conversations. • Identify and implement automation and AI/LLM use cases across lifecycle workflows and reporting. • Replace manual processes with structured system logic and automated validations. • Introduce scalable self-service models, knowledge bases, and integrated help flows. • Evaluate governance, risk, and compliance guardrails when deploying AI-enabled solutions. • Build and sequence a clear People systems roadmap aligned to business growth and modernization priorities. • Conduct lifecycle audits to identify system gaps, integration issues, and scalability risks. • Prioritize enhancements based on impact, readiness, and long-term sustainability. • Manage vendor relationships, release planning, and system upgrades across the People ecosystem. • Lead and develop one HR Systems & Analytics Analyst. • Set clear priorities, operating rhythms, and quality standards. • Review reporting outputs, automation logic, and workflow design to ensure scalability and accuracy. Maintain high service standards for system performance, reporting reliability, and stakeholder responsiveness.