• Provides support to the Employee Relations, Office of Equal Access and Organizational Development teams and their client groups with tasks such as coordination, filing, project management, data entry and analysis, processing in Workday Integration System, processing unemployment claims, immigration support and administrative duties • Assists to promote employee relations initiatives • Manages inbound employee relations inquiries, provides thorough documentation, and captures accurate, comprehensive notes to support case resolution. • Performs investigation of performance and corrective action-related concerns, EEOC claims, participates in Title IX administration and other organization charges/complaints • Coordinates and monitors activities to ensure compliance of programs with all applicable federal, state and local laws, regulations and guidelines as well as conforming to human resources management policies and procedures • Responds to requests for information on HR policy interpretation from employees • Research and compose high level correspondence, reports, and presentations • Maintain and audit employees’ relations and other trackers including but not limited to ADA accommodation, immigration sponsorship, grievance, reduction in force, performance management and remote work requests • Support onboarding and offboarding activities for employees; assists with quarterly and annual report compilation • Partner with the Manager and Organizational Development to collect and analyze departmental needs to identify opportunities that enhance talent development, employee engagement and teambuilding • Performs other duties as assigned

• Develop and implement HR strategies and initiatives that support workforce planning, leadership development, succession planning, employee engagement, talent retention, organizational effectiveness, and business growth. • Partner with Area Leaders and business leadership teams to identify current and future talent needs, build workforce plans, address talent gaps, and support long-term business growth. • Evaluate organizational structures and recommend improvements to reporting relationships, team design, span of control, workforce deployment, and role alignment to improve operational effectiveness, accountability, and employee development. • Facilitate talent review discussions, succession planning efforts, promotion planning, and leadership development initiatives to strengthen organizational capability and leadership pipelines. • Manage and resolve complex employee relations matters and conduct effective, thorough, and objective workplace investigations while ensuring compliance, consistency, and fairness across the organization. • Support recruitment efforts by partnering with Talent Acquisition and business leaders. • Support and guide managers in performance management processes, including goal setting, coaching, performance feedback, development planning, corrective action, and succession planning. • Identify training and development needs and coordinate programs that enhance employee capabilities, leadership effectiveness, and organizational performance. • Ensure compliance with federal, state, and local employment laws and regulations while maintaining current knowledge of legal requirements and reporting obligations affecting HR functions. • Partner with Compensation and business leadership to support equitable and competitive pay practices, compensation planning, promotion recommendations, and employee retention strategies. • Analyze workforce trends, organizational metrics, employee engagement results, turnover data, and HR analytics to inform business decisions and improve HR programs and processes. • Foster a positive workplace culture through employee engagement initiatives, recognition programs, leadership coaching, and employee communication efforts. • Serve as a trusted advisor and coach to leaders on workforce planning, organizational change, talent management, employee development, leadership effectiveness, employee relations matters, and retention strategies. • Support the integration of acquired companies by assisting with cultural assimilation, employee onboarding, policy and process alignment, organizational transitions, HR systems adoption, employee communications, and other administrative activities necessary to ensure a seamless employee experience and successful business integration.

• Serve as a strategic business partner to various business unit groups • Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies • Shape and drive strategic HR direction that optimizes people, structure, and culture • Act as the primary HR contact and strategic advisor for assigned business units • Maintain a deep understanding of the organization's current needs and future direction • Influence leadership discussions by providing proactive insight and recommending aligned people strategies • Gather and analyze data to develop effective plans for resolution • Advise on complex, ambiguous people-related challenges • Lead and implement development and succession plans • Consult on and help shape performance management activities • Conduct thorough investigations related to employee relations issues • Mentor and coach less experienced HRBPs

• Serve as an HR support for multi-state and multi-site centers • Collaborate closely with Operations and Support Center teams • Provide proactive guidance across critical areas • Foster employee development and cultivate a high-performance culture • Act as a trusted strategic partner to district directors and center managers • Build strong relationships with functional leaders • Coach managers through difficult performance conversations • Offer guidance in managing sensitive employee situations