• Serve as a steward of employee data within the HRIS (Workday preferred), ensuring records are accurate, complete, and audit-ready at all times • Process employment actions — new hires, promotions, transfers, title changes, location changes, level changes, and terminations — with a strong understanding of downstream impacts on compensation, benefits, reporting structures, and compliance • Conduct regular data audits and clean-up cycles to identify and resolve discrepancies proactively • Partner with the Systems/Workday team on process improvements, configuration changes, and testing • Own the day-to-day compliance posture of People Operations, including documentation standards, records retention practices, and process controls • Proactively monitor federal, state, and local regulatory changes; recommend and implement policy and handbook updates in partnership with the People Ops Manager and Legal • Prepare for and support internal and external HR audits, including pulling records, organizing documentation, and coordinating responses across functions • Maintain the employee handbook and policy library as living documents, ensuring accuracy and alignment with current law and company practice • Support leave of absence tracking and administration, ensuring proper documentation and compliance with applicable regulations • Maintain and continuously improve core People Ops programs, including onboarding, offboarding, and recurring compliance workflows • Identify process gaps and inefficiencies; propose and implement practical, scalable solutions in partnership with the People Ops Manager • Build and maintain standard operating procedures and process documentation to support team consistency and knowledge continuity • Partner with cross-functional teams (Finance, Legal, IT, Payroll) to keep People programs aligned with broader organizational requirements • Support and at times lead defined People Ops projects, managing timelines, documentation, and stakeholder communication • Produce recurring and ad hoc People analytics reports for leadership, including headcount, attrition, org change activity, and compliance metrics • Track project milestones and surface blockers proactively to the People Ops Manager

• Serve as the primary operational HR contact for assigned client groups • Manage employee inquiries across People help and communication channels, routing complex matters to the appropriate People Partner • Run employee lifecycle processes end-to-end, coordinating with relevant cross-functional partners • Maintain and update HRIS data for assigned client groups, including validating downstream impacts of employee record changes • Support the rollout of People programs for assigned groups and prepare employee-facing documentation as needed • Conduct regular audits to ensure data integrity and compliance across employee records • Auditing and cleaning employee data in preparation for migration • Identifying and flagging data discrepancies or gaps for resolution • Completing data entry, validation, and QA tasks as directed by the project lead

• Own core people operations areas: onboarding, offboarding, policy / leave administration, benefits, payroll, and compliance • Manage benefits end-to-end — employee support, leave management, lead open enrollment, manage vendor relationships, and benchmarking to keep our offerings competitive. • Design and execute our HRIS operations so that personnel information is always updated; manage our current system, evaluate options, and own HRIS migration when the time comes. • Own our PEO relationship, managing the day-to-day relationship and ensuring smooth payroll and compliance across all states. • Manage people reporting and data (headcount, attrition and more) to help our team and stakeholders make good decisions. • Evolve our people policies to be current, accessible and useful, and be a resource for managers navigating benefits, people policy, leave and HR system questions • Hold a high bar for operational excellence — employees get answers quickly, processes work, and information is clear and accessible.

• Serve as the primary administrator and point of contact for all employee leaves of absence • Manage the end-to-end LOA process: intake, documentation, certification tracking, communication with the employee and their manager, return-to-work coordination, and record keeping • Ensure LOA administration is compliant with applicable federal, state, and local law • Serve as the first point of contact for employee questions, concerns, and issues • Conduct or support investigations into employee complaints, policy violations, and workplace concerns • Provide managers with clear, practical support on performance documentation, disciplinary process, accommodations, and employee concerns • Administer HRIS (Rippling) including employee records