Role Description Reporting to the VP, People Operations, the Associate People Operations Director delivers best practices and business-focused solutions for people-related initiatives across multiple departments, teams and markets within the organization. This position carries out responsibilities in the following functional areas: - Employee relations - Change management - Performance management - Organizational development - Policy development and implementation - Process consistency - Belonging and inclusion - Coaching - Act as a strategic advisor to managers and team members on a variety of employee relations issues, including performance management, development, retention tactics, team building, and conflict resolution. - Lead the annual talent review and succession planning process for assigned business units, identifying high-potential employees and closing "skills gaps" through targeted development plans. - Drive organizational effectiveness by auditing team structures for scalability, identifying bottlenecks in decision-making, and ensuring the 'Privia Culture' remains intact. - Coach and deliver feedback to managers and leaders on building effective working relationships, leadership style, and effectiveness. - Partner with Talent Acquisition team on compensation strategies for teams and identify areas where compensation adjustments are necessary or lag behind the market. - Mitigate organizational risk by maintaining deep knowledge of labor laws (FLSA, FMLA, ADA, etc.) and ensuring internal policies are applied consistently across the business. - Lead cross-functional HR projects, such as training initiatives and process improvement efforts from conception through to change management and rollout. - Lead trainings for teams and managers around opportunities to better work together, communicate effectively, and drive agendas forward. - Perform other duties as assigned. Qualifications - HR Certification - PHR, SHRM-CP minimum strongly preferred - At least 6 years of HR experience - 2 years in an HR Business Partner role - Familiarity with recruiting, learning and talent development trends, organizational design, HR Compliance and HR administration - Proficiency in leveraging Generative AI tools to streamline HR administrative tasks, drafting internal communications, and enhancing team effectiveness - Strong financial acumen and keen desire to understand the inner workings of a business - Excellent communication, interpersonal, and networking skills are essential - Must comply with HIPAA rules and regulations - Experience with Workday HRIS preferred Requirements - The salary range for this role is $100,000-$125,000 in base pay and exclusive of any bonuses or benefits (medical, dental, vision, life, and pet insurance, 401K, paid time off, and other wellness programs). - This role is also eligible for an annual bonus targeted at 15% and restricted stock units. - The base pay offered will be determined based on relevant factors such as experience, education, and geographic location. Benefits - Employees who regularly work from home offices are eligible for expense reimbursement to offset this cost.

• Provide operational and administrative support to the People Business Partner team within Field Operations. • Respond to employee inquiries through shared HR inboxes and escalate matters as needed. • Maintain HR forms, templates, and internal documentation to ensure accuracy, consistency, and accessibility. • Support employee lifecycle processes including employee changes, separations, and record maintenance while ensuring compliance with multi-state employment laws. • Assist with tracking and documentation related to LOA and ADA accommodation requests. • Contribute to People Team initiatives and identify opportunities to improve HR processes and systems. • Maintain accurate employee data within the HRIS system and troubleshoot issues as needed. • Generate reports to support operational, compliance, and business needs. • Provide insights and recommendations to help optimize HR systems and workflows. • Support administration of company benefits programs, including open enrollment, onboarding, and qualifying life events. • Respond to employee benefit inquiries and coordinate with vendors to resolve issues. • Partner with HR Operations to review and approve new hire benefit enrollments and Evidence of Insurability (EOI) requests.

• Own and continuously improve the company's performance management framework. • Lead company-wide OKR planning, tracking and quarterly review cycles. • Design and implement scalable people processes that improve organizational effectiveness. • Analyze people, performance and operational data to identify trends, measure outcomes and recommend improvements. • Build dashboards and reports that provide meaningful insights into organizational performance. • Define business requirements for HR systems, reporting tools and workflow automation. • Partner with leaders across the company to improve team performance and execution. • Develop frameworks for performance reviews, calibration, promotions and career development. • Drive initiatives that strengthen accountability, ownership and a high-performance culture. • Ensure company values are embedded throughout employee programs, performance evaluations and day-to-day operations. • Continuously identify opportunities to simplify processes, eliminate inefficiencies and improve the employee experience. • Support strategic people initiatives and organizational projects as the company grows.

• Own and continuously improve the company's performance management framework. • Lead company-wide OKR planning, tracking and quarterly review cycles. • Design and implement scalable people processes that improve organizational effectiveness. • Analyze people, performance and operational data to identify trends, measure outcomes and recommend improvements. • Build dashboards and reports that provide meaningful insights into organizational performance. • Define business requirements for HR systems, reporting tools and workflow automation. • Partner with leaders across the company to improve team performance and execution. • Develop frameworks for performance reviews, calibration, promotions and career development. • Drive initiatives that strengthen accountability, ownership and a high-performance culture. • Ensure company values are embedded throughout employee programs, performance evaluations and day-to-day operations. • Continuously identify opportunities to simplify processes, eliminate inefficiencies and improve the employee experience.