• Assist the Lead HR Generalist with employee and contractor lifecycle activities, including onboarding, contract extensions, offboarding, role changes, and internal transfers. • Coordinate and complete HR administrative tasks that support accurate, timely execution across the employee experience • Maintain employee records and ensure data integrity across People systems • Serve as the primary HR Operations point of contact supporting Provider Activation team for Care hiring • Serve as a first-line responder for People Ops inquiries, triaging questions and resolving routine requests with speed and accuracy • Escalate complex or sensitive issues to the Lead HR Generalist with appropriate context and documentation • Help maintain and improve self-service resources so employees can find answers quickly • Support the development and maintenance of SOPs, process guides, and internal documentation for employee & manager training of HR Operations processes • Assist in tracking and following up on open HR tasks, compliance items, and employee change workflows • Identify patterns in recurring questions or requests and surface them to the Lead Generalist to inform process improvements

Role Description The Senior Manager of People & Talent reports to the Chief People Officer, and serves as a strategic HR partner to the business, partnering to ensure people and talent strategies are aligned to business goals. Working as a strategic HR Business Partner, the Senior Manager of People & Talent is responsible for: - Coaching, talent management, change management, recruitment/talent selection, and workforce planning. - Providing managers, leaders, and team members with coaching, performance management, and conflict resolution. - Partnering with leaders to identify and anticipate talent needs. - Reviewing, analyzing, and providing relevant data on people metrics. - Influencing and deploying practices to increase employee engagement and satisfaction. - Leading Syncro’s Talent Acquisition process. - Enhancing the overall Team Member experience at Syncro. Qualifications - 8+ years of HR Business Partner experience with a background in Recruiting and Talent Acquisition. - Global HR experience is required (European preferred). - Previous management and leadership experience is required. - AI-forward thinker with experience building with Claude. - Remote working experience in an HR capacity is required. - Demonstrated ability to build strong, trusting relationships and influence peers and leaders. - Demonstrated capability in translating business needs to support leadership. - Experience effectively coaching and guiding employees at all levels. - Capacity to solve complex problems with a new perspective and innovative approach. - Substantial experience handling complex employee relations and performance management issues. - 3+ years experience leading Talent Acquisition functions. - Must be a driven and accountable leader with excellent business acumen. Requirements - Initial Zoom call with HR. - Hiring Manager Interview. - HR Team Interview. - Executive Interview. - Live, in-person interview is a required final step before an offer is extended. - All successful candidates will undergo a thorough background and identity screening during the onboarding process. Benefits - Pay Range: $130,000 - $170,000 (targeting $150,000). - Remote first: We are the PIONEERS of “work from home”. - Equity Appreciation Program: Syncro offers an equity program that everyone participates in. - Unlimited PTO: With a 2 week annual minimum. - 401k Plan: A hassle-free plan with a 2.5% company match of your annual salary. - Health Insurance: Syncro covers 95% of the monthly premiums for you and your dependents. - Parental Leave: Up to 6 weeks paid parental leave. - And more: Ask us about other benefits like Pet Insurance, Flexible Spending Accounts, and 100% employer paid Short Term Disability.

• 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