**Primary Areas of Responsibility** **HR Systems & Technology** · Provide leadership and operational oversight of existing People & Culture systems and technology that support the employee lifecycle. · Ensure the effective utilization, governance, and continuous improvement of existing People & Culture systems and tools. · Ensure employee data integrity, reporting accuracy, and system governance. · Partner with internal stakeholders to improve operational workflows and maximize the effective use of existing People & Culture systems and technology. **Benefits Administration** · Support annual Open Enrollment and ongoing benefits communications. · Support the administration of employee benefit programs, ensuring accuracy, compliance, and a positive employee experience. · Partner with the PEO to support the administration of employee benefit programs and resolve benefit-related issues. **Compensation Support** · Support compensation administration, salary changes, market benchmarking, and compensation reporting. · Assist with compensation planning and annual compensation review processes. · Maintain compensation data and reporting accuracy. **Reporting & Analytics** · Develop and maintain People & Culture reports, dashboards, and workforce metrics. · Analyze operational trends and provide reporting to support business decisions. · Ensure the accuracy and integrity of People & Culture data. **Policies and Documentation** · Design, draft, implement, and maintain People & Culture policies and standard operating procedures. · Own and optimize People & Culture documentation, document-retention practices, and supporting infrastructure. · Establish clear standards for process documentation, ownership, maintenance, and accessibility. **HR Operations Compliance** · Partner with the Director of People & Culture, the PEO, and other appropriate resources to support operational compliance with employment documentation, recordkeeping, and HR administrative requirements. · Oversee personnel records, document retention, and compliance reporting. · Support internal audits and operational compliance initiatives. **Process Improvement** · Develop, document, and continuously improve People & Culture processes and standard operating procedures. · Identify opportunities to improve efficiency through process improvements, automation, and the effective use of existing technology. · Promote consistency, standardization, and operational excellence across the People & Culture function. **Onboarding & Offboarding** · Provide leadership and operational oversight of the onboarding and offboarding function. · Ensure onboarding and offboarding processes are timely, consistent, and well-coordinated across departments. · Continuously evaluate and improve onboarding and offboarding workflows to support a positive employee lifecycle experience. · Provide direction to the Onboarding & Offboarding Specialist on priorities, process standards, and service expectations. **Workflow & Process Governance** · Establish operational standards and workflow ownership across the People & Culture function. · Oversee SharePoint organization, documentation, and process governance. · Ensure consistency across People & Culture processes, operational standards, and workflow governance. **Reporting Relationship** **Reports To: Director of People & Culture** **Direct Reports:****People Operations Specialist**Onboarding & Offboarding Specialist

• Partner with the Talent, Total Rewards and other CoEs as required to translate global process design into scalable process standards • Own the end-to-end lifecycle execution for assigned global HR processes • Establish and maintain process governance for assigned processes • Partner with Workday Solutions Architect, IT, HR Shared Services and Data & Application teams • Drive ongoing process optimization initiatives informed by deep customer insight • Build and maintain process assets, including Standard Work, knowledge content, training materials and job aids • Lead vendor management activities including performance oversight and issue resolution • Develop and execute communication and change management plans • Define and monitor process performance measures such as KPIs and service outcomes • Champion the Voice of the Customer by integrating stakeholder feedback into actionable recommendations for improvement.

Role Description We are looking for a Principal People Business Partner to support our G&A, GTM, and Clinical organizations. This role is a highly strategic individual contributor position partnering closely with senior commercial and clinical leaders to build a high-performing organization during a period of rapid growth and transformation. - Primary partner to C-suite/Executive G&A, GTM, and Clinical leaders and their teams to shape organizational strategy, team structure, and leadership effectiveness. - Help evolve the G&A, GTM, and Clinical organizations as the company grows through hiring, leadership development, and organizational change. - Coach senior leaders on performance, feedback, and building elite teams. Support leaders through periods of rapid change including scaling, restructuring, and talent upgrades. - Drive clarity around goals, performance expectations, and accountability. Help leaders diagnose organizational challenges and implement solutions quickly and effectively. Qualifications - 8+ years of HR experience with deep expertise in HR business partnering. - Experience supporting G&A, GTM (Sales, Marketing, Growth) or Clinical/Healthcare organizations. - Strong business acumen and the ability to operate as a strategic partner to senior leaders. - Experience working in high-growth technology or health-tech companies. - Comfortable operating in environments with ambiguity and rapid change. - Strong judgment and the ability to balance speed with thoughtful decision-making. Requirements - G&A, GTM, and Clinical leaders view you as a trusted partner and advisor. - The organization operates with increasing clarity, accountability, and performance. - Leaders are better equipped to hire, develop, and retain top talent. - People systems support speed and growth rather than slowing the business down. - Reduced org friction during scaling. Benefits - Competitive salary and benefits package. - Flexible working hours. - Dynamic work environment where creativity and innovation are encouraged. Company Description Function Health is the AI operating system for health, designed to empower people to live 100 healthy years. We are redefining how individuals understand, measure, and improve their health — moving beyond reactive care to give people comprehensive, data-driven insight into their biology long before disease takes hold. Function recently announced a $298M Series B and is backed by a16z, Redpoint, and other leading investors. With hundreds of employees across a remote U.S. workforce, Function is entering its next chapter of growth, scaling domestically.

Role Description As a Human Resources Business Partner, you will serve as a trusted partner to leaders and teams, supporting the execution of people strategies that align with business objectives and organizational priorities. You will provide consultation and guidance in workforce planning, talent management, leadership development, team effectiveness, performance coaching, organizational change, and team member engagement. In partnership with HR Centers of Excellence and business leaders, you will help foster a healthy, inclusive, high-performing culture while supporting Midco's long-term talent and organizational effectiveness goals. - Partner with leaders across the organization to support people strategies that drive business results and prepare teams for current and future workforce needs. - Provide day-to-day consultation and guidance related to workforce planning, performance management, career development, team effectiveness, organizational change, and leadership support. - Collaborate with leaders to support talent planning, succession planning, career development, and internal mobility efforts that strengthen organizational capability and promote team member growth. - Support leadership onboarding, leadership development initiatives, and team effectiveness efforts to enhance leader capability and team performance. - Partner with leaders on engagement and retention efforts that promote a positive team member experience and support organizational health. - Assist leaders with organizational changes, workforce transitions, communication planning, and change implementation activities. - Coordinate with Talent Acquisition, Employee Relations, Learning & Development, Total Rewards, and other HR Centers of Excellence to deliver effective and aligned people solutions. - Connect leaders with the appropriate HR resources, expertise, and programs to support business and talent needs. - Oversee internship and early talent development initiatives, including intern programming, professional development workshops, leadership exposure, networking opportunities, presentation events, and experiential learning activities that enhance participant development and support future workforce needs. - Use workforce data, trends, and best practices to provide insights and recommendations that support business decisions and talent outcomes. - Coordinate and support talent management processes, including talent reviews, succession planning follow-up, development planning, workforce analytics, and reporting. - Develop an understanding of business operations, organizational priorities, and workforce strategies to provide informed recommendations and support business outcomes. - Collaborate with HR team members to assess, create, and implement solutions that support organizational effectiveness, engagement, development, and belonging initiatives. - Build strong partnerships with leaders, peers, and stakeholders while representing the HR team in a professional, collaborative, and solutions-oriented manner. - Apply personal ethics, honesty, flexibility, and confidentiality in all areas of responsibility. - Model Midco’s mission, vision, values, ethos, and Leadership Success Drivers, and inspire others to do the same. - Ensure customer privacy by adhering to Midco’s privacy guidelines while actively following Midco policies and procedures. - Maintain reliable and predictable attendance as required by the position. - Perform other duties as assigned. Qualifications - Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Communications, Psychology, or related field; or equivalent experience. - Minimum of 5 years of experience in human resources, leadership consulting, talent management, organizational development, workforce planning, employee development, operations leadership, business partnership, or related field. - Experience partnering with leaders to support talent initiatives, organizational change, workforce planning, performance management, leadership development, or team effectiveness. - Demonstrated ability to build relationships, influence outcomes, manage competing priorities, and maintain confidentiality. - Strong verbal, written, analytical, and facilitation skills. Requirements - PHR or SPHR certification. - Experience supporting talent review, succession planning, workforce planning, organizational effectiveness, or leadership development initiatives. - Experience partnering with leaders in operational, technical, customer experience, sales, technology, manufacturing, telecommunications, or service-oriented environments. Benefits - The hiring range for this position is $90,000 - $115,000. - The actual base salary offered will be determined based on multiple factors including internal equity, location, and the individual’s job-related knowledge, skills and experience. - This position is eligible for an annual bonus based on company and/or individual performance. Work Environment - The noise level in the work environment is moderate. - Work is primarily performed in a professional office environment and/or remote work setting, depending on business needs. - May be required to work in excess of 40 hours per week and outside normal business hours, such as holidays, evenings, and weekends, as business demands. Physical Demands - May occasionally be required to reach with hands and arms, stoop, kneel, or crouch. - May be required to remain in a seated position for extended periods. - May occasionally lift or move items such as materials, equipment, or supplies. - Heavy keyboard/mouse usage required with repetitive movements. Mental Demands - Work effectively in a fast-paced environment while managing multiple priorities and deadlines. - Strong organizational skills and attention to detail, including prioritization of competing demands. - Critical thinking and sound judgment when evaluating situations and making recommendations. - Analysis and interpretation of information, trends, and data to support business decisions. - Adaptability to changing priorities, organizational needs, and business demands. - Professional handling of confidential and sensitive information. - Resilience and effectiveness when working through ambiguity, organizational change, and competing priorities. - Initiative and accountability when working independently and as part of a team. - Retention, interpretation, and application of job-related information, policies, procedures, and business practices. - Professionalism and composure when supporting leaders and team members through complex or sensitive situations.