Base Salary Range: USD 151000 - USD 236000 - YEARLY Company Description Nexthink is the leader in digital employee experience management software. The company provides IT leaders with unprecedented insight allowing them to see, diagnose and fix issues at scale impacting employees anywhere, with any application or network, before employees notice the issue. As the first solution to allow IT to progress from reactive problem solving to proactive optimization, Nexthink enables its more than 1,300 customersto provide better digital experiences to more than 18 million employees. Dual headquartered in Lausanne, Switzerland and Boston, Massachusetts, Nexthink has 9 offices worldwide. Job Description This is a newly created Director-level role at the intersection of three agendas that matter deeply to Nexthink right now: building a world-class Total Rewards function, driving a significant Workday implementation to a successful landing, and accelerating the use of AI and automation across HR operations. You will report directly to the Chief People Officer and manage the HRIS team, operating as a peer to our HR Business Partnering, Talent Acquisition, and Talent Success leads. This is not a caretaker role. Nexthink has an established compensation framework - your job is to own it, administer it with rigor, and evolve it as our workforce grows across 19 countries. You will be the most senior HR voice on total rewards and people technology, ensuring our compensation programs remain competitive, equitable, and scalable as the business scales. You will partner with a dedicated Workday implementation team in Business Transformation who own project delivery - meaning you bring the HR expertise and compensation design authority, while they deliver the technical build. If you want to own a compensation function that matters, shape how a growing global technology company evolves its people programs, and do it with direct access to the CPO and leadership team - this is the opportunity. What You Will Own Total Rewards - Own and administer Nexthink's established global compensation framework: maintain job architecture, grade profiles, and salary bands across 19 countries, ensuring they remain accurate, competitive, and fit for purpose as the workforce grows - Run the annual compensation cycle end-to-end - merit and bonus plan design, manager self-service in Workday Advanced Compensation, approval workflows, and compensation statements - Run the annual compensation benchmarking cycle: manage market data partners, analyse results against the existing framework, and recommend targeted band adjustments to the CPO as the workforce and market evolve - Own pay equity monitoring: run the annual pay equity review against the existing framework, surface findings to the CPO, and manage remediation tracking across all geographies - Advise HR Business Partners on offer, promotion, and retention decisions - as the most senior compensation authority in the People & Talent function - Design compensation models for cross-border relocations in support of the company's geographic growth strategy - Support equity plan administration in partnership with Finance and Legal: grant communication, vesting schedules, and ownership transition impacts - Partner with Finance on headcount cost modelling, compensation scenario planning, and people data inputs for financial planning People Systems & HRIS Leadership - Lead and develop the HRIS team, setting direction and building capability to serve as a trusted partner across HR, Finance, and IT - Serve as the HR function's senior authority on Workday: own people requirements for the ongoing Workday implementation, make binding design decisions on compensation module configuration, and sign off on deliverables before go-live - Partner with the Business Transformation Workday team - you bring HR and compensation expertise; they own technical project delivery; together you make the implementation land - Own Workday data governance: org hierarchy accuracy, position management discipline, compensation data quality, and the standards that give Finance and payroll confidence in the system - Manage the ongoing Workday roadmap for HR: release management, future module expansions, and integration health with payroll, Finance, and IT systems - Build the people analytics foundation: define core metrics, produce the CPO and leadership dashboard, and establish the data infrastructure for future analytics investment AI & HR Transformation - Lead the People & Talent AI adoption roadmap - identify highest-leverage opportunities for a lean HR team and sequence delivery by impact and effort - Drive the first wave of HR automation: onboarding workflows from Workday hire events, AI-assisted policy Q&A, job description generation tied to the job architecture, and compensation cycle automation - Evaluate and implement AI vendor tools that augment Workday and the broader HR function - conversational assistants, analytics layers, and document intelligence - Build a clear ROI measurement framework for every automation deployed: time saved, error reduction, and HR capacity freed - documented for leadership and board review - Partner with IT, Legal, and Business Transformation on AI governance, GDPR compliance, and data residency across all operating countries Qualifications - Senior Total Rewards, Compensation, or HR Technology leadership experience - you have administered and evolved compensation frameworks, run benchmarking cycles, and managed annual merit and bonus programs at a global company - Workday expertise in HCM and Advanced Compensation - you understand how the system is structured, can make informed design decisions alongside a technical implementation team, and can hold a Workday partner accountable to HR requirements - People management experience - you know how to develop HRIS or HR operations professionals and build a high-trust, high-output team - A genuine track record of driving process change through technology or automation - something you built or deployed that produced measurable outcomes - Strong analytical fluency - comfortable modelling compensation scenarios, building geo-differentiated salary band frameworks, and presenting methodology to a CFO or senior leadership team - Ability to operate effectively in a global, multi-currency environment with payroll complexity, EOR arrangements, and multi-country data considerations - Excellent stakeholder communication - you can translate complex compensation and systems decisions into clear guidance for HRBPs, managers, Finance partners, and senior leadership #LI-Hybrid Additional Information We are the pioneers and trailblazers of a global IT Market Category (DEX) that is shaping the future of how the world works, giving our customers' IT Teams total digital visibility across their enterprise. Our innovative solutions integrate real-time analytics, automation, and employee feedback across all endpoints. This enables our IT teams to solve complex technical challenges, create ever more productive workplaces, and deliver happy, satisfied employees in the digital workplace. Total Rewards @ Nexthink At Nexthink, we offer one of the most comprehensive and generous benefits plans. Your total rewards compensation package includes base salary and may also include a commission or performance bonus plan. We provide our US employees with 100% covered company benefits that consist of health, dental, vision as well as access to life insurance, long-term disability, and accidental death/personal loss coverage. In addition, we offer: - Flexible Hours and unlimited vacation (employees have unlimited paid time off on top of the 15 days of holidays we offer), 11 company-paid holidays, and 3 extra days for volunteering. - Hybrid work model that balances office and remote work, with structured onboarding to foster connections and team integration. - Free access to professional training platforms to explore your interests and enhance your skills. - Up to 16 weeks of paid leave for birthing parents/primary caregivers, 6 weeks for secondary caregivers. - Plan for the future with a 401(k) plan featuring up to 4% company matching contributions, vesting immediately, to grow your retirement savings. - Bonuses for referring successful hires after three months of continuous employment. Base salary ranges are determined by country, role, level, experience, and skills. The range displayed on each job posting reflects Nexthink's good faith determination of the minimum and maximum targets for new hire salaries across all US locations. Individual pay is determined by related factors, including job skills, experience, and relevant education or training, which may impact a final offer. Your Talent Acquisition Partner can share more about the specific salary range during the hiring process.

• Take end-to-end ownership of people operations in a fully remote law firm • Run day-to-day people operations and build them into scalable systems • Handle sensitive one-to-one conversations with care • Own new-starter onboarding flows end to end • Be the first point of contact for managers and handle absence and leave administration • Own HR system and configure workflows • Draft and track routine employee paperwork • Identify things to automate and support managers through light-touch training

Role Description We are looking for an Accountability Contractor to provide specialized support for accountability projects, including cohort management, audit processes, and federal/state reporting. This position will be part-time and remote for a 6–12 month contract. Only work authorizations that will not require sponsorship now or in the future will be considered. What You’ll Do - Provide technical support on accountability projects, including cohort management, audit processes, and federal/state reporting - Support timelines, deliverables, and resource allocation to ensure successful project execution - Compile, verify, and analyze student- and school-level data for federal and state accountability calculations - Identify and resolve discrepancies, document findings, and support audit windows - Review mandatory and graduation rate audit submissions, ensure documentation aligns with IDOE requirements, reconcile discrepancies, and maintain accurate records - Serve as a liaison between the Office of Accountability and schools, vendors, and internal teams - Address complex inquiries, provide guidance on documentation and accountability rules, and draft communications for stakeholders - Provide expert guidance on K–12 accountability model design and implementation, ESSA amendments, and audit methodologies - Conduct technical reviews and assist in preparing implementation tools and resources - Participate in vendor evaluation and scoring committees, contributing specialist insights to procurement and selection processes - Compile comprehensive technical reports and data analyses - Audit result files and compliance documentation - Maintain stakeholder communication logs and resolution summaries - Document technical review notes and recommendations for state/federal models - Prepare vendor evaluation rubrics and committee participation records - Draft advisory memoranda for ESSA amendments Qualifications - Bachelor’s degree in Education, Public Administration, or related field (Master’s preferred) - Demonstrated experience in project management, process improvement, and stakeholder coordination - Excellent attention to detail and organizational skills - Proficiency in Excel; familiarity with SQL a plus Requirements - Background in Indiana State and Federal Accountability measures (preferred) Benefits - $80 per hour - 401k retirement account access - Paid sick leave and/or other paid time off as provided by applicable law

• Serve as a trusted thought partner, consultant, and coach to the SVP of Post-Sales and their leaders across Account Management, Customer Success, and Support • Serve as the primary point of contact for Director+ leaders across the global Post-Sales organization • Lead headcount planning for the Post-Sales org in partnership with Finance, RevOps, and Recruiting - from business justification through execution • Provide guidance and thought leadership on performance management, change management, employee relations, workforce and talent planning, career development, and manager development • Partner with leaders to foster a high-performance culture, driving initiatives that improve employee performance, engagement, and retention across the post-sales org • Collect and analyze data - attrition, engagement, performance, and customer health trends - to deliver insights and influence business decisions • Assess organizational health and effectiveness on a regular basis, identifying opportunities to improve structure, efficiency, and scalability as the org grows • Drive end-to-end project management and execution of critical People programs - performance reviews, compensation planning, talent reviews, and engagement surveys - for the post-sales client group • Partner cross-functionally with Talent, People Ops, Legal, Finance, and other GTM PBPs to ensure alignment across the broader Revenue organization • Act as a senior member of the PBP team, helping shape and evolve PBP programs, policies, and best practices across the function