Role Description We are seeking a dynamic and strategic Vice President, Human Resources Business Partner (HRBP) to lead HR for our global Business AI, Technology and Product (BATP) organization. This role serves as a trusted advisor to senior Technology, Product, Data, and AI leaders, driving organizational effectiveness, talent strategy, workforce planning, leadership capability, and business transformation across a complex global organization. Working closely with executive stakeholders, the VP will help shape people strategies that support growth, innovation, and evolving operating models. The ideal candidate combines strategic thinking with strong execution, brings deep expertise supporting technology-focused organizations, and has a track record of driving meaningful organizational outcomes in fast-paced, global environments. They are passionate about enabling business performance while fostering an inclusive, high-performing culture. Job Responsibilities - Strategic HR Leadership: - Partner with executive leaders and their leadership teams to align people strategies with business objectives. - Serve as a trusted advisor on organizational design, workforce planning, leadership effectiveness, and change management. - Lead people strategies that support transformation, operating model evolution, and business growth across a global technology-focused organization. - Partner with senior Technology, Product, Data, and AI leaders to assess organizational effectiveness and implement changes that improve business performance. - Serve as a member of the senior leadership team, contributing to business decisions and strategy formulation. - Partner with Finance on headcount planning, workforce investments, and related budgetary decisions. - Talent Management and Development: - Develop and execute talent strategies that attract, retain, and develop high-performing technology and product talent. - Evaluate leadership capability and organizational talent needs, building succession and development strategies for critical leadership roles. - Develop and implement leadership development, succession planning, and employee engagement initiatives. - Identify and address capability gaps to build a high-performing and agile workforce. - Employee Relations and Culture: - Foster a positive, inclusive, and high-performing work environment across the BATP organization. - Handle complex employee relations matters in partnership with local Country HR Directors and Centers of Excellence. - Champion a culture of accountability, collaboration, innovation, and continuous improvement. - Performance and Rewards: - Partner with Total Rewards to ensure competitive, equitable, and market-aligned reward programs. - Drive performance management practices that strengthen business results, employee growth, and leadership accountability. - Operational HR Excellence: - Lead HR initiatives, process improvements, and organizational programs that support scalability and effectiveness. - Ensure compliance with applicable labor laws and regulations across multiple geographies. - Use workforce and organizational data to identify trends, diagnose business challenges, and influence decision-making. - Monitor HR metrics and provide actionable insights to support business and talent strategies. - Inspire, Coach & Lead: - Lead, develop, and coach the BATP HR team while fostering a high-performance, high-accountability culture. - Balance strategic leadership with execution in a dynamic environment with evolving priorities. - Drive HR operational excellence while delivering a strong employee and manager experience. Qualifications - 12+ years of progressive HR experience, including senior HRBP leadership experience supporting technology, product, engineering, AI, data, or digital organizations. - Experience partnering with senior technology executives in large-scale, global organizations, influencing decisions related to organizational design, workforce strategy, talent planning, and business transformation. - Proven success leading organizations through growth, transformation, operating model change, restructuring, and other complex business initiatives. - Deep expertise in organizational design, workforce planning, and talent strategy within evolving and complex business environments. - Global HR experience, including multi-country workforce practices, employee relations, and organizational leadership. - Experience supporting technology-led, software, SaaS, analytics, product-centric, or digital-first organizations strongly preferred. - Demonstrated ability to influence and challenge senior leaders, build credibility quickly, and drive alignment across complex stakeholder groups. - Strong knowledge of employment law, HR best practices, and compliance within a global business environment. - Excellent communication, consulting, and problem-solving skills, with the ability to influence, coach, and build credibility with senior leaders. - Bachelor's degree in Human Resources, Business Administration, or a related field required. - HR certification (SPHR, SHRM-SCP) preferred. Benefits - Comprehensive package of benefits including paid time off, medical/dental/vision insurance, and 401(k) to eligible employees. Location Remote, US (CT/ET time zones preferred). As a member of a global HR leadership team, you will partner with leaders and employees across regions while enjoying the flexibility and autonomy of a remote-first environment.

Role Description The HR Director provides strategic and hands-on HR leadership with a strong focus on leader partnership, employee support, HR service delivery, and operational excellence. This role serves as a trusted advisor to leaders and employees, helping resolve workplace matters, strengthen communication, support organizational effectiveness, and ensure HR programs are delivered with a high level of customer service. This position partners closely with the VP of HR, senior leaders, people managers, and the broader HR team to support employee engagement, performance, policy interpretation, employee relations, compliance, and day-to-day HR needs. The ideal candidate is a strong HR generalist leader who can balance strategic guidance with practical support, while creating a responsive and employee-centered HR experience. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field; master’s degree preferred - SHRM-CP or SHRM-SCP certification strongly preferred - 8+ years of progressive HR experience, including 3+ years in a leadership role - Strong background as an HR generalist or HR business partner supporting leaders and employees - Experience providing guidance on employee relations, performance management, policy interpretation, compliance, and organizational effectiveness - Strong knowledge of employment law, HR best practices, and employee lifecycle processes - Experience leading or supporting HR operations, HR programs, and cross-functional HR initiatives - Excellent communication, leadership, coaching, problem-solving, and customer service skills - Proven ability to build trust with leaders and employees while fostering collaboration, accountability, and consistency Requirements - Business Acumen - Customer Focus - Leadership - Employee Relations - Organizational Awareness - Dealing with Ambiguity - Communication - Problem Solving - Strategic Thinking Benefits - Leadership & HR Partnership - Serve as a trusted HR partner to leaders, managers, and employees across the organization - Provide practical guidance and coaching to leaders on employee matters, performance concerns, team dynamics, and workplace issues - Help leaders navigate change, communicate effectively, and build stronger team engagement - Support consistent application of HR policies, practices, and procedures across the organization - Lead, mentor, and support HR team members while promoting a service-oriented HR culture - Employee Support & Customer Service - Ensure employees and leaders receive timely, thoughtful, and solutions-focused HR support - Act as an escalation point for employee questions, concerns, and workplace matters - Promote a positive employee experience by helping resolve issues with professionalism, empathy, and consistency - Partner with HR team members to improve response times, communication, and overall HR service delivery - Identify opportunities to simplify processes and make HR easier to access and understand - Build trust by being visible, responsive, and approachable to both leaders and employees - Employee Relations & Performance Support - Provide guidance on employee relations matters, including conflict resolution, performance concerns, attendance, behavior, and policy-related issues - Conduct or support workplace investigations as needed, ensuring fair, consistent, and well-documented outcomes - Coach leaders on performance management, corrective action, documentation, and employee conversations - Partner with leadership to identify trends and recommend proactive solutions to reduce recurring employee issues - Support a culture of accountability, respect, and open communication - HR Operations & Compliance - Oversee day-to-day HR operations to ensure HR processes are effective, compliant, and aligned with business needs - Advise leaders and employees on the interpretation and application of HR policies, procedures, and employment-related requirements - Support updates and communication of the employee handbook, policies, and HR practices - Partner with HR functional experts on benefits, leaves, compensation, HRIS, payroll, and compliance matters as needed - Ensure employee data, personnel actions, and HR documentation are accurate, timely, and compliant - Support regulatory and compliance processes, including required reporting, audits, and documentation - Organizational Effectiveness & Engagement - Partner with leaders to identify organizational needs and recommend practical people solutions - Support employee engagement efforts, feedback processes, and action planning - Help strengthen manager capability through coaching, guidance, and HR best-practice support - Support workforce planning, role clarity, team structure discussions, and organizational changes - Use employee feedback, HR trends, and data to identify opportunities for improvement Essential Job Functions - Ability to sit or stand at a desk for extended periods of time while working on a computer - Available for virtual meetings in a non-distracted environment - Ability to work independently and meet deadlines - Ability to support leaders and employees in a remote work environment - Ability to manage sensitive and confidential information with discretion - Ability to work a flexible schedule that includes regular business hours - Ability to travel up to 5% as needed

• Serve as the primary HR point of contact for practice owners and practice success managers, building trusted relationships across our multi-state footprint • Provide guidance on employee relations matters, performance management, organizational design, and workforce planning • Coach managers on effective people practices, conflict resolution, and team development • Partner with leadership to understand business needs and translate them into actionable HR strategies • Ensure HR policies and practices comply with federal, state, and local employment laws across all operating states • Maintain up-to-date knowledge of healthcare and ABA-specific regulations, licensure requirements, and workforce compliance standards • Manage leave of absence administration (FMLA, state-specific leave laws) and ADA accommodations across jurisdictions • Champion a positive, inclusive, and mission-aligned culture across a distributed workforce • Support onboarding and offboarding processes to ensure a consistent, high-quality employee experience • Analyze HR metrics and trends (turnover, engagement, time-to-fill) to identify opportunities for improvement and present findings to leadership • Maintain accurate employee records and ensure data integrity in the HRIS • Support the development, documentation, and rollout of HR policies and procedures • Participate in compensation benchmarking and total rewards analysis in partnership with HR Manager

• Accurately process employee lifecycle transactions within HR systems, including hires, transfers, organisational changes, compensation updates, benefits changes and terminations • Maintain accurate, complete and up-to-date employee records, documentation and personnel files in accordance with company policies, data privacy requirements and record retention standards • Manage HR workflows, approvals and case management activities, ensuring timely completion and adherence to established service standards • Serve as a first point of contact for employees and managers, responding to HR operational enquiries and resolving or escalating queries in line with established service standards and escalation pathways • Support the administration and maintenance of HR systems through accurate data entry, record updates, workflow management and user support activities • Conduct data validation and quality assurance activities to ensure high levels of data accuracy, integrity and consistency across HR systems and employee records • Support HR reporting activities through the preparation, validation and distribution of standard reports, employee data extracts and operational metrics • Maintain and administer employee documentation, including contracts, letters, employment changes and other HR-related correspondence • Support audit, compliance and governance activities through accurate record keeping, documentation management and provision of supporting information • Identify opportunities to improve administrative processes, workflows and service delivery, supporting continuous improvement initiatives and the development and maintenance of standard operating procedures and process documentation • Support pre-onboarding, onboarding and employee transition activities, ensuring a positive employee experience and timely completion of all required administrative processes • Deliver routine employee service activities, responding to HR operational enquiries and service requests through established HR Operations channels, escalating complex matters where appropriate