Role Description Veralto is seeking an HR Process Owner to support the mission of the HR Shared Services team, which is to enable the delivery of the best associate experience and enable our HR teams and associates to focus on their highest-value work through operational excellence, technology, and analytics. The HR Process Owner is responsible for leading the end-to-end lifecycle of global HR functional processes, including: - Standard Work documentation - Implementation - Adoption - Measurement - Controls - Continuous improvement This role partners closely with: - CoEs - HR - Business leaders - Legal - IT - Data/privacy partners - Regional stakeholders to optimize and govern end-to-end HR processes that drive consistent, high-quality talent outcomes across the global organization. This role is remote and reports to the Director, Process & Policy Excellence. This role is a key member of the wider HR team, which is committed to building a workplace that fuels growth, for the business and each one of us. We are transforming our HR organization to deliver compelling experiences every day for our associates, leaders, and HR team through strategic partnership to the business, supported by niche expertise in high-value areas and a service organization that meets associate needs every day. Bring your passion for supporting business growth through its talent and organization and join us in our journey! Qualifications - BA/BS degree or equivalent; or at least 7+ years of experience in HR Operations, business process management, with demonstrated accountability for end-to-end process execution in a global or matrixed environment. - Bilingual fluency in English with the ability to communicate effectively across global and regional stakeholder groups and the ability to influence and engage HR and business leaders at all levels. - Process expert, with demonstrated experience managing the full end-to-end lifecycle of processes with success, driving intended business outcomes. - Proven experience collaborating at an enterprise level with CoEs, HR Shared Services, IT, Legal, Data/Privacy and regional teams to design, implement, govern and continuously improve global HR processes. - Familiarity with continuous improvement methodologies (e.g., Lean, Kaizen, or Six Sigma) and digital/automation/AI applied to HR processes. - Strong analytical skills with experience developing and presenting process performance reports, dashboards and recommendations to senior stakeholders. - Experience with Workday or a comparable HRIS platform, with the ability to translate system capabilities into effective process design. Requirements - Partner with the Talent, Total Rewards and other CoEs as required to translate global process design, policy intent and desired business outcomes into scalable process standards, decision frameworks, operating routines and clear execution requirements. - Own the end-to-end lifecycle execution for assigned global HR processes, which may include the annual Compensation Planning process, Performance Management process, Talent Assessment process, Equity nomination process and Benefits Annual Enrollment processes, by managing project plan, operating cadence, daily management routines, stakeholder follow-ups, scheduling, risk/issue tracking and escalation to ensure milestone, decision points, and deliverables are completed timely, accurately and compliantly at scale. - Establish and maintain process governance for assigned processes, including decision rights, intake and prioritization routines, approval pathways, version control, audit routines, escalation mechanisms, and stakeholder status / KPI reporting and alignment to legal, regulatory and data privacy requirements. - Partner with Workday Solutions Architect, IT, HR Shared Services and Data & Application teams to enable scalable process design, automation, reporting, data quality, release management, and outbound integrations. - Drive ongoing process optimization initiatives informed by deep customer insight, identifying workflow gaps, eliminating redundancies and implementing improvements, supported by digital, automation, Ai-enabled and self-service opportunities that simplify work, reduce manual effort, improve cycle time, increase data quality and enhance experience. - Build and maintain process assets, including Standard Work, knowledge content, training materials, job aids, quick-reference guides, playbooks, controls and process maps that enable consistent and scalable process execution across regions and functions. - Lead vendor management activities, including performance oversight, issue resolution, contract and service expectation alignment and sustained value alignment. - Develop and execute communication and change management plans to support cycle launches and enhancements, building awareness, stakeholder readiness and end-user adoption. - Define and monitor process performance measures, including KPIs, adoption rates, data quality, service outcomes, compliance and voice of customer, translating insights into actionable recommendations for continuous improvement. - Champion the Voice of the Customer (VOC) by integrating stakeholder feedback, lessons learned, cycle performance, and issue trends to prioritize process, technology, and operating model improvements. Benefits - At Veralto, we value diversity and the existence of similarities and differences, both visible and not, found in our workforce, workplace and throughout the markets we serve. - Our associates, customers and shareholders contribute unique and different perspectives as a result of these diverse attributes. Company Description We do not accept unsolicited assistance from any headhunters or recruitment firms for any of our job openings. All resumes or profiles submitted by search firms to any employee at any of the Veralto companies, in any form without a valid, signed search agreement in place for the specific position, approved by Talent Acquisition, will be deemed the sole property of Veralto and its companies. No fee will be paid in the event the candidate is hired by Veralto and its companies because of the unsolicited referral.

Role Description The Employee Relations Specialist plays a critical role in fostering a positive work environment and enhancing employee morale, health, and productivity. Additionally, the Employee Relations Specialist conducts client surveys, gathers and analyzes exit interview data, and collaborates with HR Managers to develop strategic workforce plans and training programs. They assist in employee engagement initiatives to improve relationships, build team morale, and boost productivity and retention. Employee Relations Specialist focuses on creating and delivering people practices that develop and maintain positive working relationships between the organization and its people. They also support and advise HR Managers on difficult people issues and are experts in employment/labor law. Qualifications - Bachelor's degree, preferably in human resource management, related field, or equivalent combination of education, training, and experience. - SHRM-CP or SHRM-SCP preferred. - Three years of experience in a position of responsibility. Requirements - Excellent verbal and written communication skills. - Excellent interpersonal, counseling, and negotiation skills. - Knowledge of applicable policies and federal, state, and local employment laws and regulations. - Expert knowledge of Equal Employment Opportunity and affirmative action requirements. - Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. - Strong analytical and problem-solving skills. - Proficient with Microsoft Office Suite or related software. Benefits - Competitive salaries and comprehensive benefits packages. - Tuition reimbursement. - 401-K match. - Pet and legal insurance. Core Competencies, Knowledge/Skills/Abilities - Analysis & Critical Thinking. - Strong interpersonal skills to include effective verbal and written communication. - Solid time management with the ability to prioritize multiple tasks. - Ability to collaborate across various levels of management, departments, and teams. - Comfortable negotiating problems and exploring solutions with the physician population. Values - Patient First – Keeping the patient at the center of everything we do. - Accountability – Taking responsibility for our actions. - Commitment & Care – Upholding FCS vision through every action. - Team – Working together, one team, one mission. Expectations for all Employees Every FCS employee is expected to regularly conduct themselves professionally and respectfully, to comply with all labor laws, workplace policy, and workplace practices. Employees are expected to bring issues of any forms of workplace harassment, discrimination, or other potential improprieties to the attention of their management or the human resources department. Screenings Safeguarding our patients and each other is an important part of how we deliver the best care possible to the communities we serve. All offers of employment at Florida Cancer Specialists & Research Institute are contingent upon clear results of a thorough background screening. Additionally, as a condition of employment, FCS requires all new hires to receive various vaccinations, including the influenza vaccine, barring an approved exemption. In addition, FCS is a drug-free workplace, and all new hires will be subject to drug/nicotine testing. Medical Marijuana cards are not recognized. EEOC Florida Cancer Specialists & Research Institute (FCS) is committed to helping individuals with disabilities to participate in the workforce and ensure equal opportunity to compete for jobs. If you require an accommodation to submit a resume for positions at FCS, please email FCS Recruitment (Recruiter@FLCancer.com) for further assistance. Please note this email address is intended to request an accommodation as part of the application process. Any other correspondence will not receive a response. FCS is an EEO/Affirmative Action Employer and does not discriminate on the basis of age, race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, protected veteran status, disability or any other legally protected status.

Role Description Imagine360 is seeking a Supervisor, Member Benefits to join the team! The Supervisor, Member Benefits provides staff development, education, and mentoring to our Member Experience team. Your day will consist of solving challenging problems in a rewarding, fast-paced dynamic environment with a focus on coordinating work assignments and incoming requests, metric and staff performance reporting, leading special projects all with focus on white-glove service and creating an effortless member experience. Responsibilities include but are not limited to: - Conduct regular performance evaluation of employee and provides ongoing feedback and coaching to achieve service, quality and production goals. - Assists in performing the annual review. - Addresses and counsels employees on behavioral or performance problems and implements corrective action and follow-up as necessary. - Explains and administers company policies/information required for team members to successfully perform their duties. - Assist manager and director in the managing of departmental activities, call volume, quality etc. to ensure productivity levels are met while meeting internal and external performance standards. - Distributes and monitors departmental work assignments to ensure adequate coverage to meet quality and service levels. - Coordinates/facilitates and actively participates in departmental meetings. - Promote, support and drive a dynamic teamwork environment that fosters positive morale, accountability, cohesiveness, effective communication and service excellence. - Develop, motivate, evaluate and coach staff on work procedures, proper call handling and teamwork delivering excellent customer service that focuses on an effortless experience for our members. - Leverage subject matter expertise to oversee and provide counsel on escalated issue resolution. - Maintain contact center KPIs while seeking opportunities to advance operations through monitoring system performance, identifying and resolving problems, and driving quality improvement. - Operate as a Benefits Specialist during periods of high call volume. - Describing medical/dental benefits according to group contracts. - Provide participant eligibility. - Describe claims status including patient financial responsibility. - Communicating individual and team job expectations while motivating staff to accomplish goals and reach their full career potential. - Coordinate, review and oversee individual goals, annual reviews and HR issues. - Conduct real-time and as-needed training/coaching/development meetings. - Conduct 1-on-1 meetings with team members to encourage employee engagement and open lines of communication. Qualifications - College degree or equivalent combination of work experience. - Proven leadership experience in a service environment, preferably a contact center. - Healthcare Benefits/Insurance industry experience a strong plus. - Strong technology skills (Microsoft products). - Superior, established problem-solving skills. - Exhibit a strong passion for service, mentoring/coaching and motivating others to succeed. - Excellent verbal and written communication skills with the ability to resonate with others to impact positive outcomes. - Team player able to collaborate with other departments. - Experience in billing, healthcare or legal environments. Requirements - Computer skills proficient in Microsoft Outlook, Microsoft Word and Excel as well as internet navigation. - Superior, established leadership and problem-solving skills. - Ability to implement solutions with little supervision in a fast-paced, on-demand environment. - Excellent verbal and written communication skills. - Advanced problem resolution skills. - Ability to make independent decisions and apply critical thinking based on practical knowledge and business acumen. - Excellent interpersonal skills and ability to maintain positive relationships at all levels. - Ability to quickly adapt in an ever-changing environment. - Ability to stay focused and manage time appropriately. Benefits - Multiple Health plan options. - Company paid employee premiums for disability and life insurance. - Parental Leave Policy. - 20 days PTO to start / 10 Paid Holidays. - Tuition reimbursement. - 401k Company contribution. - Company paid Short & Long term Disability plus Life Insurance. - Professional development initiatives / continuous learning opportunities. - Opportunities to participate in and support the company's diversity and inclusion initiatives.

Role Description Tri Delta is seeking an HR Director who is as passionate about people as they are about strategy. This role serves as the connection between Tri Delta’s ambitious strategic plan and the employee experience that advances our Purpose by fostering an engagement and meaningful lifetime experience for our members and one another. The ideal candidate will bring operational rigor to keep HR running smoothly and thoughtful vision to shape the direction of the employee experience. They’re energized by creating workplaces where people become the best versions of themselves and by the work to make that happen. They use values-based decision making and act with trust and integrity. The role is remote eligible. Candidates must be physically located in the US and eligible to work in the US without sponsorship. This role will have required travel of around 10%, including in-person meetings and on-site work with staff across the country. Key Responsibilities - Strategic HR Leadership - Partner with the team to design and implement HR strategies aligned with business objectives. - Serve as a trusted advisor on workforce planning, organizational design, and people-related decisions. - Use HR data and analytics to identify trends, surface insights, and make recommendations. - Team Leadership & Development - Directly supervise and develop a team of HR professionals. - Set clear performance expectations, conduct regular 1:1s, and deliver annual performance reviews. - Delegate work effectively while maintaining accountability for team output. - Talent Acquisition & Retention - Oversee full-cycle recruiting strategy and ensure a consistent, high-quality candidate experience. - Lead workforce planning efforts in partnership with department leaders. - Design and manage effective employee retention initiatives, including engagement surveys and action planning. - Employee Relations & Compliance - Serve as a resource for complex employee relations matters, investigations, and conflict resolution. - Ensure organizational compliance with federal, state, and local employment laws and regulations. - Maintain and update HR policies, the employee handbook, and internal processes. - Liaise with outside employment counsel. - Total Rewards & Performance - Partner with finance on budgeting for HR-related expenses. - Oversee benefits administration and vendor relationships. - Support the design and execution of performance management processes. - Employee Culture & Engagement - Serve as the organizational steward of company culture, ensuring that Tri Delta’s Staff Values are highly visible and reflected in practices and procedures. - Execute internal communications that keep employees informed and connected. - Support employees’ personal and professional development across the organization. - Fulfill professional expectations of all Tri Delta employees: - Abide by and lead others in Tri Delta’s project management process and practices. - Receive and act on feedback; focus on self-development to become the best version of yourself. - Pursue open and consistent communication with Tri Delta employees and volunteers. - Conduct all work with a focus on elevating Tri Delta’s brand as a premier women’s organization dedicated to helping women live, learn, and lead – with Purpose, for a lifetime. - Be passionate about serving others (e.g., Tri Delta employees, Board members, collegiate and alumnae members) and helping them become the best versions of themselves. Qualifications - Bachelor’s degree, preferably with human resources concentration or similar discipline. - At least seven years of progressive HR experience, with at least two years in a leadership role. - Demonstrated knowledge of employment law and HR best practices. - Strong interpersonal, communication, and conflict resolution skills. - Proficiency with HRIS platforms and Microsoft Office. - Willingness to effectively lead multiple projects and job-related tasks concurrently. - Experience creating and developing processes. Requirements - SHRM-SCP, SPHR, or equivalent certification (preferred). - Experience with HRIS administration (preferred). Important Considerations - We do require successful completion of a background check and drug test. If this is a concern, please discuss it with the hiring team during your first interview. - Tri Delta does NOT use AI or algorithm-based tools in our hiring process. Tri Delta’s employees are called to kindness, appreciate each other’s unique abilities, and value diverse perspectives. We welcome candidates with a wide range of experiences, identities and viewpoints. At Tri Delta, we don’t just accept differences–we celebrate and support the diverse backgrounds and skills of our employees and believe that they make us stronger. We are proud to be an Equal Opportunity Employer and are committed to a workplace free of discrimination and harassment.