• Own the end-to-end strategy, development, and optimization of the company’s Loyalty Program to drive partner retention, booking frequency, and share of wallet growth. • Design and implement scalable loyalty mechanics (tiers, rewards, point redemption, goal-based incentives) aligned with commercial and retention objectives. • Analyze partner behavior, booking activity, and engagement patterns to identify opportunities for loyalty-driven performance uplift. • Monitor and evaluate loyalty program effectiveness, including incremental uplift, ROI, and impact on retention, gross margin, and partner lifetime value. • Establish and maintain reporting frameworks for loyalty initiatives, including automation of performance tracking and regular business reviews. • Optimize loyalty program investment by identifying high-impact partner segments and preventing inefficient reward allocation or promotional misuse. • Conduct market and competitor benchmarking to identify industry trends and best practices in loyalty program design. • Define business and functional requirements for new loyalty mechanics and collaborate with Product and Analytics teams to implement program enhancements. • Lead continuous testing and experimentation within the loyalty framework to improve partner engagement and long-term activity consistency.

Role Description You begin your week by reviewing member lifecycle dashboards: first-year retention, onboarding completion, renewal conversion, and engagement trends. You are looking for signals: where members are dropping off, where engagement is strong, and where the intended journey is not matching actual behavior. - Meet with IT to understand system performance and identify friction points in onboarding or renewal workflows. - Meet with Marketing & Communications to evaluate messaging effectiveness and ensure that communications are reinforcing, not confusing, the member journey. - Work directly across the Membership & Volunteer Engagement department, connecting dots between onboarding, service interactions, community engagement, and chapter participation. - Design and refine member pathways, mapping how members move from induction into engagement opportunities. - Identify gaps in personalization and build solutions that make it easier for members to find value early and often. - Analyze churn patterns, identify at-risk segments, and implement targeted interventions that improve renewal and long-term participation. - Oversee membership subsidy and access processes, ensuring programs operate smoothly, equitably, and in alignment with organizational priorities and Foundation partnership goals. No two weeks are identical, but the rhythm is consistent: understand the data, identify friction in the member journey, and continuously improve how members experience onboarding, engagement, and retention at scale. Qualifications - Three or more years of professional experience in membership, customer or client success, constituent engagement, program management, association management, or a related field. - Bachelor's degree in a relevant area or an equivalent combination of education and experience. - Experience developing, coordinating, or executing onboarding, engagement, retention, renewal, or member lifecycle programs. - Experience using data, metrics, and reporting to evaluate outcomes, identify trends, and inform decision-making. - Experience managing multiple projects, timelines, and priorities while maintaining a high level of organization and attention to detail. - Experience collaborating across departments and building effective working relationships with diverse stakeholders. - Experience supporting membership onboarding, retention, or renewal initiatives at scale and administering membership platforms, CRM systems, or engagement platforms. - Motivated by the opportunity to directly influence how members experience value, connection, and belonging from their very first interaction onward. Requirements - Ability to communicate effectively across written, verbal, and virtual channels with diverse stakeholder groups. - Comfortable working across ambiguity where systems, processes, and member journeys are still evolving. - Understanding that retention is built through consistent experience design across onboarding, engagement, service, and renewal touchpoints. - Natural inclination to look for friction in systems and feel compelled to improve it. Benefits - Strong health and retirement benefits. - Support for professional development. - Encouragement of open communication and collaboration across teams. Company Description Sigma Theta Tau International Honor Society of Nursing (also known as Sigma Nursing or Sigma) is a global nursing organization with more than 100 years of impact. We’re a community-oriented group of approximately 40 employees based in Indianapolis, Indiana, working in a remote-friendly environment. At Sigma, you’ll find a culture that values accountability, growth, and purpose. We recognize that diversity and inclusion are essential to our success and are committed to creating a workplace that reflects the global nursing community we serve. We’re proud to be an Equal Opportunity Employer. Ready to Join Us? Apply today and help drive Sigma’s mission forward—building a stronger, more connected global nursing community.

Role Description HXP seeks a Senior Manager of Employee Relations and Ethics to lead investigations across HXP and subsidiaries into complex employee relations matters and potential violations of HR and Safeguarding workplace policies, procedures, laws, and regulations. This role will advise on issue resolution and oversee the development and implementation of employee relations strategies and initiatives that mitigate HXP-wide risk and drive employee retention and engagement. This role will provide subject-matter expertise to support training and capacity-building focused on employee relations and performance management. This role will provide strategic risk management in employment actions including restructuring and reductions in force. What You'll Do - Responsible for HR and Safeguarding concerns reported in the whistleblower case management system across HXP and subsidiaries. - Directly or indirectly investigate, resolve, and/or escalate complex workplace issues to ensure resolution, consistency, fairness and compliance with applicable policies, donor requirements and laws/regulations. - Document findings and recommended corrective actions. - Partner with internal or external experts on cases related to safeguarding, internal audit, ethics, compliance or fraud investigations. - Partner with the Talent Management team, Subsidiary leadership, and Country leadership on complex employee relations matters and conflict of interest disclosures. - Provide ongoing coaching, development, and training to business leaders to ensure positive employee relations and communication consistent with company values and work environment expectations. - Manage the design, revision, and implementation of policies, procedures, programs, and training that outline the organization's philosophy and steps for addressing safeguarding and employee-related matters and resolving issues. - Serve as active participant or project leader for cross-functional initiatives or team projects that improve business results through decreasing risks and increase productivity, retention, and engagement of the workforce. - Contribute to the success of the People Operations and Security functions through mentorship, capacity-building, and surge support based on the needs of the department. - Monitor trends and changes in HR legislation and ensure compliance with all state/federal laws applicable Equal Employment Opportunity laws including Title VII, ADA, ADEA and other similar federal, state and where applicable, funder regulations. Qualifications - Bachelor's Degree (or international equivalent) in Human Resources or related field. - At least 10 years of related experience leading employee relations investigations, developing employee relations training, and managing compliance programs. - Subject matter expert in remote employee relations investigations, programs and relevant compliance regulations. - Able to multi-task and meet deadlines in ambiguous and rapidly changing environments. - Excellent customer service, relationship building/management and consensus building skills. - Excellent analytical and problem-solving skills. - Able to maintain complete confidentiality for sensitive issues and information. - Adept at risk mitigation planning for declared conflicts of interest and large-scale staffing actions. - Excellent communication skills, both verbal and written. - Advanced in MS Office Suite (Word, Excel, PowerPoint). - French language skills are preferred. - Formal certification or training in HR or safeguarding investigations highly preferred (SHRM, IQTS, or similar). Benefits - Comprehensive benefits package that offers health, financial planning, family care, and flexibility for work life fit. - Competitive leave package, with some offices offering a compressed work week throughout the year. - Commitment to career growth with various potential career paths and access to hundreds of courses and trainings. - Encouragement of innovation and collaboration to drive impact and pioneer new solutions.

Role Description The Senior Cost & Strategy Manager, for AIT's Final Mile Network is a strategic, data‑driven leader responsible for governing agent tariff structures, optimizing agent cost strategy, and driving long‑range demand and cost forecasting. Ensures AIT's final‑mile operations deliver exceptional service while maintaining strong cost discipline and scalable pricing models across commercial delivery, home delivery, assembly, installation, and commercial services. Works closely with Field Operations, Corporate Operations Support, Finance, Sales, and the agent network, this leader aligns pricing strategy with operational performance and network capacity. This role directly influences profitability, agent sustainability, and AIT's ability to scale its nationwide final‑mile network efficiently. Responsibilities - Analyze complex financial, operational, and market data to inform pricing and cost strategy - Make independent, data driven decisions impacting network profitability and scalability - Collaborate cross functionally with Field Operations, Finance, Sales, IT, and agent partners - Communicate technical pricing and cost concepts clearly to both operational and executive audiences - Maintain governance, accuracy, and consistency within pricing and tariff frameworks - Support strategic planning initiatives related to growth, capacity, and service expansion - Ensure pricing models remain scalable, compliant, and aligned with operational reality - Performs other duties as assigned - Complies with all policies and standards Qualifications - Bachelor's Degree in business administration, supply chain management, logistics or similar degree (required) - Master's Degree (preferred) - 7+ years experience in logistics pricing, cost strategy, and network planning (required) - Must have work experience partnering with operations, finance, sales, and agents to align pricing (required) - MS Suite of products (Excel, Outlook, PowerPoint) Medium - BI / Data Visualization Tool (Power BI) Medium - Analytic skills to develop cost-to-serve models and improve agent performance and network efficiency Medium - Transportation / Logistics Systems Medium - Build Dashboards Medium - Forecasting & Analytics skills Medium - Cost modeling Medium Requirements The wage range for this position is $78,450.00-$166,860.00 and may vary based on geography as well as relative knowledge, skills, abilities, and experience. Benefits - Medical, Prescription, Health Savings Account, Flexible Spending Accounts - Dental, Vision, Life, AD&D, Disability, Supplemental Health - Employee Support, Paid Parental Leave, Pet Insurance - 401(k) and Tuition Reimbursement - Up to 10 to 20 days of vacation (depending on tenure) - 2 personal days, 1 floating holiday, 5 sick days - 5 volunteer hours, and 6 company holidays (plus Veterans Day for Veterans) annually