• Oversee the recruitment process by: collaborating with state leadership to assess employment needs, participating in recruiting efforts to identify and hire qualified candidates, and proactively developing talent pipelines through various internet search tools. • Manage the job posting process including assisting with interviews, extending offers, and conducting or acquiring background checks. • Lead new hire orientation and ensure new hires are properly and efficiently onboarded and entered into the HRIS. • Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. • Maintain accurate and up-to-date human resource files, records, and documentation in the company HRIS system and perform periodic audits. • Assist with payroll functions including answering employee questions, fixing processing errors, and auditing timesheets on a weekly basis. • Assist with all clerical duties of the HR team, including planning and execution of special events such as open enrollment, organization-wide meetings, and employee recognition events. • Respond to inquiries in the HR shared inbox including postal mail, important notices, and employment verification requests from State Agencies. • Assist with troubleshooting any technical challenges experienced in states related to recruitment, onboarding, or other HR processes. • Serve as the first point of contact for state staff regarding minor employee relations issues. • Cross collaborate with other departments including organizing/field, data, finance, legal, and operations. • Encourage open communication, discussion and feedback for all staff, promoting an inclusive and supportive team culture. • Other duties, responsibilities and activities may change or be assigned at any time with or without notice.

• Lead consultant in design, configuration and deployment of Infor HCM Suite including Global HR, Talent Acquisition, Performance & Goal, Compensation and Succession Management • Provide end user training, testing support, client guidance and post live support • Ensure quality of deliverables • Deliver on time and on project budget

• Verify patient insurance coverage through payer websites, clearinghouses, and direct communication with insurance representatives • Confirm eligibility, benefits, coverage limitations, copayments, coinsurance, deductibles, and out-of-pocket responsibilities • Identify primary, secondary, and tertiary insurance coverage • Review policy effective dates and ensure insurance information is current and accurate • Determine coverage for scheduled procedures, treatments, diagnostic services, and specialty care • Verify benefit limitations, exclusions, medical necessity requirements, and referral requirements • Communicate benefit information to patients, providers, and internal teams • Accurately document eligibility and benefits verification findings within practice management or electronic health record (EHR) systems • Maintain detailed records of payer contacts, reference numbers, and verification outcomes • Ensure compliance with HIPAA, organizational policies, and payer guidelines • Collaborate with scheduling, registration, billing, and coding teams to prevent claim denials related to eligibility issues

• Serve as the primary HR Business Partner for an assigned business vertical, partnering directly with the General Manager and leadership team to align people strategies with business objectives • Build trusted relationships with leaders and employees, providing practical HR guidance that supports both business performance and the employee experience • Coach leaders through employee relations, performance management, leadership development, organizational effectiveness, and difficult employee situations • Partner with business leaders on workforce planning, talent development, succession planning, employee engagement, and retention initiatives • Lead complex employee relations matters, including investigations, corrective actions, conflict resolution, and performance improvement while minimizing organizational risk • Analyze workforce trends and HR metrics to identify opportunities and recommend proactive solutions that improve organizational performance • Partner with Talent Acquisition, Compensation, Payroll, Learning & Development, and other HR functions to deliver integrated people solutions • Lead or support organizational change initiatives, including business growth, restructures, workforce transitions, and acquisitions • Ensure compliance with federal, state, and local employment laws while maintaining consistent application of company policies and HR practices • Provide coaching, guidance, and oversight to Employee Resources Partners (ERPs), ensuring consistent delivery of day-to-day HR support while serving as the escalation point for complex employee and business matters