• Serve as the subject matter expert and primary point of contact for all employee relations matters — from day-to-day policy questions to complex, sensitive investigations. • Lead and document workplace investigations, ensuring procedural fairness, thorough fact-finding, and timely resolution. • Manage end-to-end terminations — both performance-based and without cause — including drafting termination documentation, calculating entitlements under applicable employment standards, and coordinating with legal counsel as required. • Advise managers on performance improvement plans, disciplinary processes, and progressive discipline, ensuring consistency and compliance across the organization. • Navigate complex employee situations involving conflict, accommodation requests, and sensitive interpersonal matters with discretion and sound judgment. • Proactively identify ER trends and surface recommendations to leadership to address root causes before they escalate. • Administer and coordinate all leaves of absence including medical, parental, disability, and other statutory leaves under applicable Canadian provincial and US state legislation. • Partner with employees, managers, and benefits carriers to ensure seamless leave transitions and return-to-work planning. • Maintain accurate leave tracking and ensure compliance with all applicable employment standards legislation. • Support organizational design and planning initiatives, including workforce restructuring, role realignments, and team changes. • Partner with leaders to develop change management plans that minimize disruption and support employee engagement through transitions. • Provide HR guidance and communication support for organizational announcements and change initiatives. • Support the rollout and administration of company-wide people programs including performance cycles, engagement surveys, and total compensation programs. • Practice AI-augmented work — use tools like Claude to streamline reporting, draft documentation, support project management, and reduce administrative burden so focus stays on high-value HR partnership. • Ensure compliance with Canadian and US labor laws and internal HR policies, and serve as a subject matter expert and resource for managers and employees. • Leverage HR data and analytics to identify workforce trends, surface insights, and recommend improvements to HR processes and programs. • Collaborate with the Talent team on recruitment and onboarding support as needed during peak periods or organizational transitions.

• Serve as the subject matter expert and primary point of contact for all employee relations matters • Lead and document workplace investigations • Manage end-to-end terminations • Advise managers on performance improvement plans • Navigate complex employee situations involving conflict • Support organizational design and planning initiatives • Collaborate with the Talent team on recruitment and onboarding support as needed

Role Description This role is designed to be 100% remote! Are you a technical strategist who loves to get under the hood of global HR systems? At Veolia, we are looking for a Senior HRIS Analyst to serve as the technical backbone of our global HR ecosystem. This isn't just a maintenance role—you will be the architect of our SaaS environment, ensuring our technology scales as fast as our business. Why this role? You will own the technical lifecycle of our global platforms, from complex system architecture and configuration to high-stakes integrations with tools like Kronos. You’ll be the go-to expert for SuccessFactors, bridging the gap between HR strategy and technical execution. If you thrive on solving unsolvable system errors, designing seamless data flows, and mentoring others, this is your next career move. Duties & Responsibilities - Serves as a module owner or key support contact for multiple HR systems/modules (e.g., Onboarding, Core HR, Learning). - Collaborates with stakeholders to collect needs, have them approved by HR, and implement and maintain HR system solutions and enhance functionality in support of evolving business needs. - Utilizes prior SuccessFactors experience to define and solve complex global functional requirements, reporting, and security business needs. - Provides technical support across all HR Systems, including researching and resolving issues and technical training. - Manages release process and forges strong partnerships with functional subject matter experts to help identify needs, present research and trend data, and influence what features and functionality best enhance a streamlined, user-friendly experience. - Leads all HR System projects including application enhancements/upgrades, new functionality deployment and/or new application implementations. - Maintains detailed understanding of the various business processes, recommends roadmap direction, alters current inefficiencies, and actively influences design decisions. - Acts as HRIS owner for all system integrations, maintaining deep understanding of integration specifications, data mapping, and system dependencies. - Monitors integration performance on an ongoing basis, proactively identifying errors, troubleshooting issues, and coordinating with technical teams and vendors to resolve integration failures and prevent future occurrences. - Ensures integrity of HR Data through regular auditing cycles, partnering with key stakeholders to ensure the flow of information between interfaces are stable and efficient. - Partners with HR colleagues to build, automate, and maintain standard HR Reporting/Dashboards. - Supports HR initiatives by collecting and consolidating data, performing statistical analysis, and summarizing/reporting results and key trends. - Maintains and updates functional and technical documentation on a daily basis. - May manage a small team, contractors, vendors. - Mentors more junior team members, guiding and coaching them through project work and engaging with them in the assessment, administration, and consultative services for the HR systems. Qualifications - A minimum of five years of solid experience working in Human Resources or an Information Technology environment with progressive responsibilities, including hands-on configuration experience of SaaS solutions (Workday, SuccessFactors, etc.). - Prior SuccessFactors experience preferred. - Exhibit strong technical acumen with expertise in system configuration, integration capabilities, and understanding of technical documentation and specifications. - Advanced critical thinking, problem-solving, and troubleshooting skills. - Business and system analysis skills. - HR domain knowledge and experience. - Technology aptitude and learning ability. - Excellent oral and written communication skills, including conflict resolution. - HR Software experience (e.g. Workday, SuccessFactors, SAP, Oracle, PeopleSoft, etc.) including application support, systems administration, configuration, and security administration. - Ability to independently project manage technical projects, including hands-on testing. - Position requires strong collaboration skills, proactively partnering across the organization. - Attention to detail, process orientation, and ability to provide detailed documentation required. - Demonstrated ability to learn new systems and ability to effectively scope technical parameters and anticipate impact required. - Strong ability to analyze and interpret data. - High level of accountability and ability to work independently. - Customer service orientation. - Mentoring and teaching of team members. - Serves as an agent for change. Requirements - In pursuit of or obtained a Bachelor Degree (strongly preferred), or equivalent experience in HR or IT related discipline. Benefits - Compensation: $90,000 - 120,000 USD + 10% annual bonus potential. - Medical, Dental, & Vision Insurance Starting Day 1! - Life Insurance. - Paid Time Off. - Paid Holidays. - Parental Leave. - 401(k) Plan - 3% default contribution plus matching! - Flexible Spending & Health Saving Accounts. - AD&D Insurance. - Disability Insurance. - Tuition Reimbursement.

• 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.