• Build the HR function and serve as a trusted advisor to the executive team, providing strategic guidance on organizational effectiveness, workforce planning, talent strategy, employee relations, and organizational design. • Partner with business leaders to align people initiatives with organizational objectives and operational priorities. • Lead and support employee relations matters, including workplace investigations, performance improvement plans, and conflict resolution. • Coach managers and leaders on performance conversations, employee development, feedback practices, accountability, and policy application. • Design, implement, and build HR programs, processes, and policies that support a safe, innovative, and high-performing workplace. • Drive change management initiatives and ensure the cultural norms and practices that define how we work are established, documented, and sustained through periods of rapid growth. • Partner with Operations and Finance establish GovWorx’s compensation philosophy and job-leveling framework, including building salary bands and promotion criteria from scratch. Additionally evaluate our long-term PEO strategy and benefits approach as the company scales. • Partner closely with IT and Security to ensure HR processes support company compliance obligations, including onboarding and offboarding controls, access management, background checks, policy acknowledgments, security training, audit evidence, and personnel-related requirements tied to SOC 2, CJIS, HIPAA, and other customer or regulatory commitments. • Establish meaningful goals, KPIs, and performance expectations in collaboration with business leaders, aligned to company objectives. • Build the foundational HR infrastructure — documented policies, an employee handbook, compliant onboarding and offboarding workflows, and basic HR technology. • Leverage HRIS platforms, workforce analytics, and organizational data to inform decision-making and measure program effectiveness. • Design and implement GovWorx’s formal performance management process, including review cycles, calibration frameworks, and the manager training to make them work. Succession planning is not a near-term priority at our stage. • Develop and deliver communications, FAQs, and policies that are clear, compelling, and aligned to company values. • Build manager capability through ongoing consultation, training, and practical leadership support. • Influence outcomes through collaboration across a decentralized and matrixed organization. • Manage and develop the current HR Generalist • Lead GovWorx’s recruiting strategy and execution, including managing in-house hiring processes, partnering with hiring managers to define roles and evaluate candidates, and overseeing outsourced recruiting partners when needed to ensure a consistent, high-quality, and compliant hiring experience.

• Evaluates and establishes an action plan to manage medical and indemnity benefits associated with injury and occupational disease claims to their most cost-effective conclusion. • Decides the outcome of the claim using sound judgment by applying established policy, procedures, regulations and guidelines. • Gathers facts by conducting interviews with all involved parties and considers all the elements of the claim prior to issuing a decision. • Takes recorded statements when necessary. • Determines eligibility of indemnity and medical benefits once salary information and medical treatment plans have been secured and processed within the designated authority levels. • Utilizes proactive reserving behaviors to ensure adequate case reserves which reflect the probable ultimate outcome based on the current known circumstances throughout the life of the claim. • Actively identifies and develops the investigation of and pursuit of subrogation recoveries when possible. • Consults with assigned claim director, return to work specialists, nurse case managers, internal/external medical, and legal on current and/or recommended treatment, litigation or rehabilitation plans to ensure claims outcomes are achievable and appropriate. • Works collaboratively with the injured worker, employer, outside counsel, and health and rehabilitation professionals to manage the claims costs and promote quality medical care. • Works collaboratively with the injured worker, employer, assigned return to work specialist, and medical providers to facilitate the injured worker’s safe and timely return to work. • Manages claims litigation, including expenses, by collaborating and providing direction to panel counsel throughout the life of the claim. • Analyzes reports from external resources such as physicians, attorneys, and/or vocational rehabilitation experts to evaluate and adjust claim strategies as needed. • Evaluates and negotiates claim settlements utilizing human relation skills and technical knowledge to achieve the best possible outcome. • Presents and summarizes claim details at internal team staffing, participates in discussions, and provides guidance as needed. • Consults with assigned claim director if the loss becomes significantly complex or presents significantly increasing financial exposure. • Follows established claims best practices related to medical management, litigation, fraud/abuse and recovery. • Effectively and independently uses available resources to prioritize, organize, and complete work in a timely manner to meet jurisdictional requirements, timeframes, and internal metrics. • Develops presentations for special projects such as internal/external meetings and conferences as needed. • Participates in claim reviews, onboardings, etc. for our policyholders and agents. • Proactively collaborates with our policyholders to ensure alignment of objectives and foster continuous improvement.

• Provide timely and accurate service to customers (primarily active employees) • Assist in processing HR documents, i.e. benefit, salary, and status changes • Provide information on a wide range of human resources programs and services (via phone, chat, AskHR cases) • Expedite referral of complex issues and sensitive inquiries to the appropriate area for resolution including, but not limited to, benefits, leaves of absence, payroll, HR policy, training, and work-life programs

• Align business objectives with employees and management in designated business units. • Formulate partnerships across HR function to deliver value-added service to management and employees. • Maintain effective business literacy regarding financial position, midrange plans, culture, and competition. • Coach and mentor positions in the department.