• Manage and mentor the Total Rewards, People Operations, and People Analytics teams, fostering a high-performing, feedback-rich culture that consistently delivers for the business. • Lead the People Team’s AI strategy, identifying where AI can drive meaningful efficiency and quality gains across Total Rewards, Operations, Analytics, and HRBP workflows, and building the capabilities within the team to leverage these tools responsibly and effectively. • Architect and scale the People Team tools and systems infrastructure, leveraging AI and best-in-class technology to ensure we are using the most innovative, efficient solutions as we grow. This includes owning our People tech stack strategy — evaluating, rationalizing, and implementing systems that support scale, data integrity, automation, and an exceptional employee experience. • Build systems and programs that drive Total Rewards excellence, including shepherding critical strategic initiatives such as exploring a transition to a self-funded benefits model in 2026 and strengthening our overall compensation and benefits infrastructure. • Support the continued evolution of our compensation architecture including scalable leveling frameworks, incentive design, and governance that enable us to hire and retain top-tier talent. • Partner closely with the executive team on compensation strategy, advising on executive compensation, broad-based adjustments, equity philosophy, and performance-linked reward structures. • Build and scale a robust People Analytics function, defining the metrics that matter most, strengthening reporting capabilities, and equipping leaders with actionable insights to drive talent decisions. • Create a best-in-class People Operations engine that sets our HRBPs and business leaders up for success — delivering seamless execution across critical employee moments, from onboarding through promotion, compensation, and lifecycle transitions. • Define and monitor key People metrics, using data to diagnose gaps, anticipate risk, and design solutions that drive measurable business impact.

• Live by and champion our values: Be Yourself, Own Your Work, Delight Customers, Lean Into Action, Be Compassionately Direct. • Partner with and challenge senior leaders on complex people matters, including performance management, succession planning, compensation decisions, organizational design, and sensitive employee relations, ensuring alignment with business strategy and company values. • Translate business goals into people recommendations to continuously improve team effectiveness. • Lead talent calibration, succession planning, and performance management cycles across supported functions • Analyze engagement, retention, and performance data to proactively identify risk and recommend solution • Influence senior leaders through data-driven insights and courageous feedback • Collaborate with the broader People team to maintain, innovate and design strategic and pragmatic solutions to improve engagement and performance. • Drive change management efforts, ensuring employee and stakeholder impact are at the forefront of decisions and that changes are executed based on company values. • Guide managers and leaders on sensitive employee relations matters while partnering with employees as a trusted confidant and advocate.

• Translate functional strategies into People approaches that enhance organizational effectiveness and long-term capability. • Operate as an embedded People partner within assigned functions; building deep understanding of business goals, organizational structure, decision rights, and how work gets done. • Analyze trends across teams to identify systemic issues and design function-wide solutions that address root causes. • Apply deep knowledge of OLIPOP’s strategy and broader industry context to anticipate talent risks and organizational needs. • Act as connective tissue across leaders and teams, bringing greater alignment, clarity, and integration through your work. • Coach senior leaders through complex org design decisions, performance escalations, structural changes, and compensation-related issues. • Support leaders in understanding what “great” looks like for their teams; clarifying expectations, ownership, and accountability. • Develop advanced leadership resources, frameworks, and trainings that strengthen manager capabilities across the organization. • Lead large, high-priority People programs (e.g., performance management evolution, career frameworks, engagement strategy) that span multiple functions. • Own and drive execution in core areas of subject-matter expertise, while partnering closely with People leadership on broader enterprise initiatives and organizational evolution. • Partner cross-functionally on initiatives requiring coordinated execution, such as workforce planning, restructuring, and culture initiatives.

• Work to foster a cohesive, caring experience for WelbeHealth team members experiencing a need for leave of absence. • Act as a primary point of contact between the company and the leave/accommodation and workers compensation program. • Manage the ADA accommodations and workers compensation processes and case management. • Work closely with Leave Specialist(s) and third-party administrator for leave administration. • Manage and administer all aspects of employee leave programs such as FMLA, parental, medical, and personal leaves. • Generate reports and maintain accurate leave records for payroll, benefits continuation, and compliance purposes. • Provide guidance with empathy and ensure employees understand their options and feel supported throughout their leave. • Ensure compliance with federal, state, and local leave regulations, including FMLA, ADA, and other applicable laws.