• Own and continuously improve day-to-day People Operations processes across the employee lifecycle. • Manage core employee lifecycle workflows, including onboarding, employee changes, leave coordination, and offboarding. • Maintain accurate employee records, HR trackers, workflows, checklists, templates, SOPs, and employee-facing resources. • Partner with managers and leadership to support consistent, scalable employee processes across a remote, multi-state team. • Identify process gaps and implement practical improvements as the company grows. • Own the new hire onboarding experience from offer acceptance onward, creating a welcoming, organized, and mission-driven experience for remote employees. • Lead onboarding calls and help new hires understand company policies, benefits resources, CPEO systems, and internal processes. • Partner with hiring managers to ensure each new hire has a clear onboarding plan, role expectations, and first-week support. • Serve as a primary point of contact for routine employee HR questions related to benefits, payroll, policies, leave, onboarding, and CPEO resources. • Identify recurring questions and improve FAQs, templates, communications, and internal documentation. • Maintain confidentiality and sound judgment when handling employee information. • Serve as TurbineOne’s day-to-day liaison with the CPEO. • Submit, track, and follow up on CPEO requests to ensure timely resolution. • Coordinate with the CPEO on employment documents, benefits administration, payroll-related questions, employee changes, required notices, and compliance items. • Translate CPEO guidance and requirements into clear internal processes for employees and managers. • Maintain visibility into open HR and CPEO issues and proactively communicate status updates. • Partner with Finance, Operations, Recruiting, and leadership on HR data, employee changes, and reporting needs. • Own first-line HR compliance coordination for a remote, multi-state workforce. • Maintain employee files, acknowledgments, required notices, policy documentation, leave records, and compliance documentation. • Coordinate required employee trainings and track completion. • Support handbook updates, policy rollouts, and employee communications in partnership with leadership, the CPEO, and legal counsel. • Monitor compliance tasks and escalate risks, gaps, or sensitive issues appropriately. • Support consistent application of company policies and employment practices. • Support employment verification requests, including documentation coordination, response tracking, and appropriate approvals. • Assist with security clearance-related HR processes, including employment history verification, employee information collection, documentation coordination, and status tracking. • Coordinate with employees, managers, leadership, the CPEO, and external stakeholders as needed for verification or clearance-related requests. • Maintain accurate, confidential records related to employment verification and clearance-related processes. • Track request status, follow up on outstanding items, and escalate delays, inconsistencies, or sensitive issues appropriately. • Ensure sensitive employee, verification, and clearance-related information is handled accurately, confidentially, and in accordance with company procedures. • Coordinate employee leave requests in partnership with the CPEO and leadership. • Support administration of medical, parental, state-specific, military, and other protected leaves. • Track leave status, documentation, key dates, manager communications, and return-to-work steps. • Help employees understand the leave process while maintaining appropriate confidentiality. • Support reasonable accommodation workflows in partnership with leadership, the CPEO, and counsel as appropriate. • Escalate complex leave, accommodation, protected-status, or legal-risk issues quickly and appropriately. • Serve as an intake and coordination point for employee relations concerns. • Support documentation, fact-gathering, and follow-up for employee relations matters. • Assist with investigations as directed by leadership. • Maintain accurate, confidential records related to employee relations and investigation matters. • Support managers with routine employee relations questions while escalating sensitive matters involving legal risk, protected activity, harassment, discrimination, retaliation, leave, accommodation, or performance concerns. • Help ensure employee concerns are handled consistently, professionally, and in alignment with company policies. • Support and improve employee experience programs for a remote, multi-state team. • Help coordinate remote culture initiatives, employee recognition, internal communications, and surveys. • Support planning for company meetings, offsites, anniversaries, milestones, and other employee recognition. • Partner with leadership to improve engagement, manager communications, and employee touchpoints. • Help reinforce a high-performance, accountable, mission-driven culture. • Identify opportunities to make the remote employee experience more consistent, connected, and scalable.

• Talent density of the core team. • Development of key talent. • Org design of the leadership team. • Quality of hiring for key roles. • Your tools are observation, direct feedback, and structured intervention.

Role Description The People Coordinator will support People Partners with project-related initiatives and day-to-day operational tasks, contributing to the overall effectiveness and success of the People & Culture team. The role will play an important part in enhancing the employee lifecycle by supporting various People processes and ensuring a smooth employee experience. - Supporting People Partners with operational and project work. - Handling daily employee support through the support desk / ticketing system (Asana), ensuring every single employee receives the support they need regarding daily inquiries and issues (while monitoring SLA and KPI metrics to ensure response speed and quality). - Assisting with employee lifecycle tasks, including pre-onboarding, onboarding support, engagement surveys and offboarding coordination. - Supporting and improving internal operational processes. - Managing relevant people operations tasks such as benefits and related coordinator work. - Maintain and regularly update the internal knowledge base, ensuring company information, onboarding materials, policies, and employee FAQs are accurate and up to date. - Contribute to cross-functional initiatives aligned with broader People & Culture goals. Qualifications - 1–2 years of experience in a coordination, administrative or assistant role (preferably within Human Resources, People & Culture or People Operations). - Fluent in English (C1 level). - Excellent written and verbal communication skills. - Excellent organizational skills, highly structured mindset, attention to detail and ability to manage deadlines without hiding delays. Requirements - Experience with ticketing systems (e.g., Asana). - Familiarity with communication and document platforms (e.g., Slack, Google Workspace, Slite, Notion). Benefits - USD compensation that values your expertise. - Work from anywhere: Fully remote to suit your lifestyle. - 31 days of paid time off: 21 days of annual leave + 10 days of sick leave, because your health and work-life balance matter. - Growth-focused environment: Access to learning resources and clear pathways for growth. - Fun team events: Virtual cooking classes, yoga sessions, team quizzes and more. - A culture of trust: We cut the red tape - results over rules always. Open talk, ownership and getting things done together.

Role Description The People Technology Manager is responsible for end-to-end ownership, optimization, and innovation of assigned Workday modules and People technology solutions. This role goes beyond system administration driving continuous improvement, AI-enabled transformation, and seamless user experiences across global HR processes. You will serve as a strategic partner to People organization, IT, and business stakeholders, translating functional needs into scalable, compliant, and future-ready solutions while leading projects, mentoring team members, and advancing AI adoption in People Technology. Duties and Responsibilities - Strategy, Governance & Product Ownership — ~25% - Partner with AVP, People Technology Transformation and stakeholders to define People Technology strategy, roadmap, and priorities - Define and track KPIs/OKRs (adoption, automation, data quality, cycle time) - Ensure alignment between People strategy, process design, and technology roadmap - Workday & People Technology Platform Ownership — ~25% - Own direction, optimization, and lifecycle of Workday modules and People Tech ecosystem - Oversee integrations landscape (APIs, EIBs, middleware) and platform interoperability - Ensure end-to-end employee lifecycle alignment across Workday and adjacent systems - Drive platform rationalization, scalability, and technical debt reduction - Monitor system health, performance, and release readiness - Transformation, Delivery & AI Enablement — ~25% - Lead delivery of complex, cross-functional initiatives across Workday and People Tech - Establish release management, change governance, and deployment standards - Identify and scale AI/automation use cases (Copilot, Power Automate, etc.) - Drive process transformation initiatives (automation, simplification, standardization) - Ensure delivery outcomes across quality, speed, and business value - Stakeholder Partnership & Experience — ~15% - Partner with People, IT, Finance, and business leaders to deliver scalable solutions - Translate business requirements into productized capabilities and platform enhancements - Drive change management, communication, and adoption strategies - Improve employee and manager experience through intuitive, self-service design - Act as escalation point for critical issues, risks, and decisions - Risk, Data, Integrations & Compliance — ~10% - Own SOX controls, audit readiness, and governance framework - Define data ownership, stewardship, and governance model across HR/IT - Ensure data integrity, privacy, and security compliance - Oversee integration reliability and data flow accuracy across systems - Maintain audit trails, documentation, and control evidence Qualifications - Minimum of 5 years' of experience in the Workday ecosystem with strong functional expertise - Experience with at least 3 Workday modules (Core HCM + others such as Recruiting, Compensation, Talent, Absence, Payroll, etc.) - Proven experience owning systems end-to-end (configuration → deployment → optimization) - Experience delivering projects in complex, fast-paced environments with high autonomy - Experience supporting global HR systems across multiple regions - Experience in public company environments, including SOX compliance Skills & Knowledge - Strong understanding of Workday architecture, business process framework, and integrations - AI-forward mindset with practical application of AI/automation in HR tech - Strong problem-solving and process design capabilities - Excellent stakeholder management and cross-functional collaboration - Strong project management, organization, and prioritization skills - Ability to translate complex technical concepts into business-friendly language - High attention to detail with strong documentation discipline Education - Bachelor’s degree in Information Systems, HR, Business, or related field (or equivalent experience) Pay Range $103,800.00 - $173,300.00 Company Description Assurant is a leading global business services company that supports, protects, and connects major consumer purchases. A Fortune 500 company with a presence in 21 countries, Assurant supports the advancement of the connected world by partnering with the world’s leading brands to develop innovative solutions and deliver an enhanced customer experience through mobile device solutions, extended service contracts, vehicle protection services, renters insurance, lender-placed insurance products, and other specialty products.