Role Description The Human Resources Operations Manager is responsible for providing general Human Resources support, guidance, and subject matter expertise to the Company, primarily around matters of employment events such as hires, changes, and departures. They are responsible for ensuring that employees and managers have appropriate support and resources from the department and external partners. Qualifications - Bachelor’s Degree required - 5-8 years of experience in Human Resources required - Prior experience and knowledge of payroll and HRIS systems required; WorkDay and ADP preferred - Strong Microsoft Office skills (specifically Outlook, Excel, and PowerPoint) - Excellent organizational skills, strong attention to detail, ability to juggle multiple and often competing priorities with professionalism - Demonstrated ability to manage ambiguous or evolving circumstances, maintain highly confidential information, and navigate complex employee issues - Strong communication skills (written and verbal), ability to effectively partner with internal and external customers, and strong consultation skills - Ability to influence without authority, think critically, and effectively problem solve in unclear or difficult situations Requirements - Automated Decision Making: All applicants are reviewed by a member of the Veristat Talent Acquisition team; Veristat does not utilize an automated decision-making process. Benefits - Remote working - Flexible time off - Paid holidays - Medical insurance - Tuition reimbursement - Retirement plans Company Description Make an Impact at Veristat! Join a global team with more than 30 years of expertise accelerating life-changing therapies to patients worldwide. - 105+ approved therapies for marketing applications prepared by Veristat - 480+ oncology projects in the past 5 years - 350+ rare disease projects delivered in the past 5 years - Flexible, inclusive culture — 70% remote workforce, 66% women-led teams

• Report to the COO and serve as a key leadership voice across the executive team on organizational design, workforce planning, succession, and culture. • Own the People strategy, budget, and annual operating plan. • Build and lead the People team, scaling a modern HR operating model as Nest grows. • Own enterprise recruiting strategy end-to-end — clinical and non-clinical — including employer brand and retention. • Lead workforce planning tied to new market launches and clinical capacity. • Be personally accountable for recruiting outcomes: time-to-fill, quality of hire, and pipeline health. • Own performance management, leadership development, succession planning, and career architecture. • Coach executives and senior leaders to strengthen accountability and cross-functional collaboration. • Architect the employee experience end-to-end, with measurable DEI goals embedded throughout. • Hold the line on integrity — in hiring, employee relations, and how hard decisions get made and communicated. • Design and own total rewards strategy — salary structures, incentives, equity, and benefits. • Ensure compensation philosophy is market-competitive and financially sustainable. • Own People Operations, HR systems, compliance, benefits administration, and workforce analytics. • Lead or oversee investigations, employee relations matters, and terminations in partnership with Legal. • Ensure compliance with employment regulations across all markets, and build risk mitigation proactively.

Role Description As our Head of People Operations, you’ll be responsible for leading people operations across the company so we can continue to attract, empower, and retain amazing public interest technologists. Your work will be central to improving and scaling our ability to make a genuine difference in the world. Our Head of People Operations must have proven experience navigating the evolving legal, regulatory, and social landscapes while preserving organizational values and maintaining trusted relationships with employees, leaders, customers, and government stakeholders. What you’ll do - Talent acquisition - Manage the talent life cycle, from workforce planning through onboarding, as part of the broader employee life cycle. - Provide leadership to the Head of Recruiting, who reports to this role, and grow the talent function over time. - Understand the current and future talent needs of the organization, and build and maintain a strategic talent pipeline. - Manage the onboarding process. - HR - Ensure awareness of and compliance with relevant labor laws, and lead employee relations, including sensitive and legal matters. - Perform benchmark research on compensation and benefits, and partner on HR functions such as payroll. - Manage and optimize our HRIS (Rippling). - Create organizational charts and define each position’s responsibilities. - Manage the offboarding process. - People & culture - Own company-wide employee engagement: design and run engagement programs that reach across business units. - Manage our performance management system (e.g., individual performance planning, performance evaluation, internal promotions, continuous feedback). - Support the development and ongoing improvement of a professional capability framework for describing and measuring how to progress and be successful in various roles at Skylight. - Discuss career-pathing options with high-potential employees and their team leaders. - Organize and oversee individual and team training programs (both internal and external). - Design programs that build culture, drive engagement, and retain great people as we scale. - Create and implement succession plans. - Across all three pillars - Partner closely with business unit leaders and the executive team to align people strategy with the needs of the business. - Infuse diversity, equity, and inclusion into every aspect of our people operations, such as attracting candidates from diverse talent pools, eliminating biases in our recruiting/hiring processes, and building relationships with diversity-focused organizations. - Implement data-driven approaches to continually improving our people operations and talent outcomes. - Understand and drive the adoption of emerging best practices related to people operations. Qualifications - Experience as a people operations leader or similar role. - Experience scaling people operations in a fast-growing organization. - Demonstrated experience building high-performing, mission-driven workplace cultures where employees feel respected, supported, and empowered to do their best work. - Sound judgment balancing transparency and visibility with confidentiality, privacy, and risk. - Experience recruiting design and technology professionals, such as product managers, product designers, user researchers, content strategists, software engineers, and DevOps engineers. - Experience working with remote teams. - Awareness of relevant labor laws and how to comply with them. - Ability to operate at strategic and tactical levels. - Excellent interpersonal, motivational, and relationship management skills. - Organized, detail-oriented, and quality-minded. - Superior written and oral communication skills. - Strong data and analytical skills. - Comfortable navigating Human Resources Information Systems, Applicant Tracking Systems, and tools that support performance management and other HR functions. - Passionate about creating better public outcomes through great government services. - A mindset and work approach that aligns with our core values. - Ability to travel for work from time to time. Nice-to-have qualifications - Experience with Rippling or a comparable HRIS. - Experience in a government contracting, consulting, or professional services environment. Other requirements - All work must be conducted within the U.S. - You must be legally authorized to work in the U.S. now and in the future without sponsorship. - As a government contractor, you may be required to obtain a public trust or security clearance. - You may be required to successfully complete a company background check. Position type This is a full-time, exempt position. Location This is a fully remote position. Care package The salary range for this position is $170,000 to $240,000, based on experience and qualifications. - Medical insurance, dental insurance, vision insurance. - Short-term and long-term disability insurance. - Life and AD&D insurance. - Dependent care FSA, healthcare FSA, health savings account. - Dollar-for-dollar 401(k) match up to 10% of your salary with no vesting period. - Paid time off, including 20 vacation days, 11 federal holidays, and flexible sick leave. - Up to 12 weeks paid time off for all eligible new birth, adoption, or foster parents. - Performance rewards, including annual salary increase, annual performance bonus, spot bonuses, and stock options. - Business development / sales bonuses. - Referral bonuses. - Annual $2,000 allowance for professional development. - Annual $750 allowance for tech-related purchases. - Annual swag budget of $100 to display your Skylight pride with some merchandise (hoodies, hats, and more). - Dollar-for-dollar charity donation matching, up to $500 per year. - Flexible, remote-friendly work environment. - An environment that empowers you to unleash your superpowers for public good.

• Audit current People Ops workflows and systematically identify where automation, AI tooling, and process redesign can eliminate manual work, reduce cycle time, and improve accuracy. • Lead the team's adoption of AI-powered tools for core HR processes, including onboarding, offboarding, compliance, ticketing, and reporting. Set clear adoption milestones and measure impact. • Drive a shift in team operating model from checklist-based execution to automated, data-informed processes; this requires active change management, not just implementation. • Identify and implement scalable, cost-effective solutions to boost the efficiency of the People Team, focusing on building infrastructure, increasing automation, and responsible use of AI to streamline operations. • Directly manage a team of experienced HR Operations professionals, with a focus on raising the team's capability around operational efficiency, automation, and scalable process design. • Set clear performance expectations, provide direct and timely feedback, and hold the team accountable to measurable outcomes. • Develop team members' skills in systems thinking and automation. • Develop and execute HR operational strategies to streamline and improve processes throughout the employee lifecycle. • Lead the design, implementation, and documentation of HR initiatives and projects, ensuring they align with organizational goals and deliver measurable efficiency gains. • Oversee HR projects from initiation to completion, ensuring they are delivered on time and with active stakeholder involvement. • Develop detailed project plans, document procedures, allocate resources, manage budgets, and provide regular updates to stakeholders. • Manage HR audits and compliance processes, ensuring adherence to SOX, local labor laws, and internal policies, while maintaining a strong control environment and promoting continuous process improvement. • Improve People Team service delivery by refining processes for quick, accurate, and compassionate responses to employee inquiries through the ticketing system. Use metrics and feedback to drive ongoing improvements in service effectiveness. • Oversee all global HR operations, ensuring compliance with local laws and regulations in various regions. • Partner with the systems and analytics function to ensure HR technology decisions support operational efficiency and are grounded in data. • Collaborate with cross-functional HR teams including Talent Acquisition, HRBPs, Compensation, and L&D to ensure People Ops processes are aligned with business needs and don't create friction for other functions.