Development and Donor Care Team Member Organization: Food Empowerment Project Location: Remote, U.S.-based (California preferred) Job Type: Full-Time, Salary, Exempt Reports To: This role operates within F.E.P.’s collective, horizontal model. While there is a main point of contact for coordination, team members collaborate across departments, share ideas, and contribute to decision-making. There is no traditional supervisor; success is measured by teamwork, alignment with F.E.P.’s mission, and collective impact rather than hierarchy. Hours: Monday–Thursday (4-days a week, 9-hours a day); some evening and weekend hours, as needed. Salary: $70,000 USD annually Benefits: - Health care reimbursement for medical, dental, and vision premiums; - Paid vacation: 3 weeks per year, with accrual increasing based on tenure with the organization. - Professional development budget to support continued learning and skill growth. - Access to 401(k) through F.E.P.’s payroll provider. Job Summary Food Empowerment Project (F.E.P.) is seeking a passionate Development and Donor Care Team Member to help support F.E.P. ‘s mission of advancing food justice for humans, animals, and the environment. This role supports fundraising and donor engagement that sustain F.E.P. ‘s work to end the exploitation of animals, people, and the environment. Essential Functions & Responsibilities Below are the core duties associated with this position. Time spent on each may fluctuate based on organizational needs and seasonal cycles. The Development and Donor Care Team Member will provide support with special projects as needed, in collaboration with other members of the collective. Fundraising & Development (60%) - Coordinate all aspects F.E.P. ‘s fundraising efforts (printed, digital, and e-appeals), including the management of Giving Tuesday, end-of-year, Spring appeal, School Supply Drive for the Children of Farmworkers, and other fundraising campaigns. - Identify new opportunities for funding. - Coordinate and organize F.E.P.’s annual fundraising event (online and/or in person), including logistics, outreach, and post-event reporting. At least one fundraising event a year. - Meet weekly with F.E.P. ‘s external grant tracking and development contractors, organize external meeting notes and report information needed for grants to the team. - Draft and send LOI’s (Letters of Intent). - Bring grant opportunities and grant proposals from external partners to the team for review. - Assist with budget development, and working with our accountants to identify organizational needs. - Partner with the Web and Database Team Member and Communications Team Member to support the creation, updating, and maintaining of donor and fundraising pages across online platforms. - Manage logistics and communications with external vendors such as printers, designers, and mail houses for printed fundraising appeals. - Work closely with independent contractors on fundraising appeals and grant coordination. - Support Board Members with fundraising-related tasks when requested, such as preparing materials and/or talking points or call scripts, providing donor context, or coordinating their participation in specific stewardship efforts, if and when Board involvement is requested. - Assist with preparing and submitting required reports for grants, donations, and fundraising activities. - Develop and manage a calendar to track development and fundraising deliverables. Donor Care and Acknowledgement (15%) - Strengthen and routinely nurture donor and funder engagement through consistent, mission-aligned communication, and impact storytelling that ensures supporters feel included in the work and progress toward collective liberation for human and non-human animals. - Support the cultivation of new donors through outreach, research, and personalized communication. - Be the main point of contact for all donors and funders. - Create structured, and innovative approaches to help new and established donors feel connected to F.E.P.’s mission and progress. - Draft, send, and track donor acknowledgment and thank-you letters to ensure timely and meaningful stewardship. - Keep a record of organizational updates and draft all monthly donor communications and emails. - Maintain records of positive reviews and feedback from partners, events, donors, supporters, volunteers, and social media comments in collaboration with Communications Team Member. Compliance, Donor Database and Reporting (15%) - Create, maintain and update the donor database to ensure accuracy, completeness, and consistency of all records. - Partner with the Website Development Team Member and contractor(s) in creating F.E.P.’s SDI reports, and quarter/Annual Review Report. - Monitor and track lapsed donors to support re-engagement and retention efforts. - Record and track donor communications, website donation notes, engagement activities, and stewardship touchpoints. - Update and maintain organizational profiles on public charity platforms (e.g., Guidestar, state charity portals). - Maintain grant portals, upload required documents, track deadlines, and handle all aspects of grant reporting. - Create F.E.P.’s Impact Reports for donors, partners, supporters, and funders. Administrative and Outreach Support (10%) - Meet with contractor(s) to plan content and draft written updates for monthly F.E.P. newsletter. - Draft and assist with letters of support or opposition for partner and advocacy efforts. - Support all F.E.P. events, when needed. - Assist with F.E.P. literature shipments, when needed. This position description generally describes the principal functions of the position, the level of knowledge and skills typically required, and the general scope of responsibility. It is not intended as a complete list of specific duties and responsibilities and should not be considered an all-inclusive listing of work requirements. The Development and Donor Care Team Member will provide support with special projects as needed, in collaboration with other members of the collective. Qualifications & Competencies Experience - Minimum of 3 years of experience in fundraising or a related nonprofit role. - Strong passion for fundraising and commitment to supporting mission-driven work. - Experience assisting with the development of social media campaigns, particularly tied to promotion and fundraising. - Demonstrated ability to manage multiple priorities under tight deadlines. - Knowledge of nonprofit budgeting. Including familiarity with projecting revenue from diverse funding sources, creating realistic expense forecasts, and ensuring fundraising efforts remain financially sustainable. Technical Skills - Experience using fundraising databases such as Network for Good. - Familiarity with social media platforms (Instagram, Facebook, TikTok) and tools like Canva and Buffer. - Strong data analysis, problem-solving, and critical-thinking skills. - Project management skills, including time management, goal-setting, multitasking, and prioritization. - Ability to maintain accurate records and manage donor or program databases. - Core Competencies: - Excellent organizational, communication, and interpersonal skills. - Highly organized with strong attention to detail and follow-up. - Ability to work effectively in a fast-paced, collaborative team environment. - Self-motivated, dependable, and able to work independently. - Ability to nurture relationships with existing donors and cultivate new supporters. - Initiative, flexibility, creativity, and willingness to learn new skills. - Adaptable and open to new platforms and technologies. - Comfort being on camera for fundraising and events. - Commitment to social justice, vegan ethics, and F.E.P.’s mission and values. - Persuasive writing skills. Additional Skills (Preferred but Not Required): - Fluency in Spanish. Working Conditions - Flexible mix of remote (majority) and occasional in-person work. - Light physical activity (e.g., handling supplies). - Some early-morning, evening, or weekend availability may be required for fundraising events or program support.

Title: Senior Manager, Engineering Location: United States Job Description: Reports to: Director, Engineering Department: Central Services Location: Remote Grade: 22 About Priority: Our vision in Product & Technology is to engineer the world's most resilient, AI-native financial ecosystem that empowers businesses to transcend table-stakes and lead the Agentic future, where every financial transaction is intelligent, every developer is accelerated, and every experience is unified. At Priority, we are building the Priority Commerce Engine, a unified platform that enables businesses to collect money, store money, lend money, move money, and build modern commerce experiences at scale. About the Role: Senior Managers at Priority lead a mix: you manage other managers (Managers or Team Leads, or both), and you often continue to manage one or more teams and their engineers directly yourself. Managing other managers is what makes this level distinct from Manager - it's the point where indirection becomes a real mode of leadership alongside the direct management you may continue to do. The scale you cover is multiple teams within an area, and the newly-yours craft is making those teams perform consistently - through the leaders you develop and the standards you hold across the scope. Your leverage flows through both modes - the leaders you grow and the team(s) you run directly. The cross-team work - making standards hold, making cross-team commitments stick, making the slowest team get help instead of blame - is the part that's newly yours. You'll also pick up the keyboard when the work genuinely calls for it; the day-to-day craft, though, is making multiple teams move together as a unit. You own three bars across the teams in your scope: the hiring bar - kept consistent across teams so every hire raises the bar where it lands; the performance bar - held for the engineers you directly manage and for the leaders under you, with the same honesty and the same early intervention; the culture bar - built deliberately on every team you cover, not assumed to propagate. You own the area's business, customer, and OKR/KPI alignment across your teams - in partnership with your peers at this level in Product Design and Product Management. You and your Product Design and Product Management peers at the multi-team scope are the area's leadership trio. Together you make sure the area's OKRs and KPIs ladder up coherently across teams and up to the workstream, and that the "why" behind the work is consistent across teams. Business fluency doesn't slip when it isn't you in the room - the Managers and Team Leads under you carry the trio partnership at team level the way you carry it at the multi-team level, because that's the standard you set and hold. You and the Staff (or Senior Staff) Software Engineers - or Software Architects - across the area's teams share accountability for those teams' customer and business outcomes. You lead through delivery, the people, the organization of the teams, and the partnerships with those Staff+ engineers needed to move those outcomes. They lead through architecture, technical direction, and engineering excellence within their teams. Multiple interlocking partnerships across the area - and those teams need them all to work. You run the semi-annual Skills & Knowledge Assessment for the engineers you directly manage; you oversee the Managers under you running it for their reports. Scores roll up into the workstream Engineering Maturity Model (EMM) score. Consistency of the assessment bar across teams is your job - Managers under you don't grade differently than you would. When the area hits a cross-team high-pressure moment - a major incident spanning teams, a multi-team escalation, a critical multi-team delivery - you're the leader the area looks to across those teams. You're on point, you stay on it until it's resolved, and you show up regardless of time of day, day of week, or weekend. You drive AI-native transformation as a consistent standard across your teams - not as an option each team adopts at its own pace. Agentic PDLC adoption is measured, coached toward, and held to the bar across the teams in your scope. Developing leaders is the new multiplier of the job - and you keep developing the engineers on the team(s) you run directly. Managers and Team Leads under you grow measurably. Engineers on the team(s) you manage directly grow into and beyond their levels, and some grow past your scope into bigger roles. What You'll Do: - Develop the Managers and Team Leads who report to you - they grow measurably because of you; managing other managers is a real craft you actively practice. - Directly manage engineers on at least one team yourself, with the same hiring, performance, and team-health expectations as a Manager, when scope calls for it. - Keep hiring and performance bars consistent across teams in your scope. - In partnership with your peers at this level in Product Design and Product Management, own the area's understanding of the customer, the business, and the OKRs and KPIs the area's teams are measured on; make sure those OKRs and KPIs ladder up coherently. - Set and hold the standard for business fluency across teams - the Managers and Team Leads under you carry the trio partnership with their Product Design and Product Management peers at team level the way you carry it at the multi-team level. - Align delivery across teams; sequence cross-team dependencies so the commitments those teams make to business partners, stakeholders, and customers hold. - Balance investment across teams against priority - not the loudest voice; consolidate duplicated effort. - Make sure delivery, quality, and reliability practices are consistent across teams - the slowest team gets help, not blame. - Lead during cross-team high-pressure moments - major incidents that span teams, multi-team escalations, critical multi-team deliveries - regardless of time of day, day of week, or weekend. - Make sure no team in your scope has a single-human point of failure - including at the leader level. - Root-cause systemic defect patterns across team boundaries; the same incident class doesn't recur in a second team. - Run the semi-annual Skills & Knowledge Assessment for the engineers you directly manage; oversee the Managers under you running it for their reports - scores roll up into the workstream EMM score. - Drive AI-native and Agentic PDLC adoption as a standard across teams; consolidate shared tooling friction into platform tasks backed by evidence. - Keep ADR (architecture decision record) practice the norm; respect and amplify the Staff+ engineers' architectural ownership across teams. - Develop the next generation of leaders - Team Leads who become Managers, Managers who become Senior Managers. What Success Looks Like: - Your teams' delivery and maturity are consistent, not lumpy. - The Managers and Team Leads under you cite you as a reason they grew; the team(s) you manage directly perform at least as well as the teams led by your direct-report leaders. - The area's OKRs and KPIs ladder up coherently; every team's contribution is visible; business fluency is consistent across teams because you set and hold the standard. - You and your Product Design and Product Management peers at multi-team scope operate as a real trio; the Managers under you operate the same way at team scope - Cross-team commitments to business partners, stakeholders, and customers hold; fixes propagate across teams instead of staying local. - No team in your scope has a single point of failure you haven't addressed - including at the leader level. - Customer and business outcomes across your teams move on your watch - not just system metrics. - AI-native practice is consistent across your teams - daily, judgment-driven, no nagging required. - Engineers and leaders grow into and beyond their levels because of you. What We're Looking For: - Roughly 10-15 years of relevant experience, with real experience managing managers - not just multi-team scope, but people-managing people-managers as an active craft. - A record of leading a full team well (hiring, performance, delivery, growth) and of developing other leaders who then led well themselves. - Hybrid leadership credibility - comfort managing other managers while also running a team directly, without favoring one mode and neglecting the other. - Multi-team coordination experience - shared standards and cross-team commitments that held under pressure. - Demonstrated partnership with Product and Design peers at multi-team scope as a real trio - joint ownership of area-level OKRs and KPIs. - Comfort and credibility leading through cross-team crises - multi-team outages, cross-functional escalations, critical multi-team deliveries - regardless of hour. - Coaching and delegation as demonstrated strengths - impact through others, not presence. - Experience driving engineering-practice change (AI-native, quality, delivery) consistently across multiple teams. - Honest, direct communication - willing to have hard conversations early at both the IC and the leader level. Nice to Have: - Experience leading multi-team engineering organizations within fintech, payments, lending, or other regulated financial systems. - A track record of measurably improving how multiple teams work together at scale - visible gains in delivery, quality, developer experience, or on-call health, sustained past your tenure. - Bachelor's degree in Computer Science, Engineering, or a related technical field - or equivalent practical experience. - Advanced degree in a relevant technical discipline (e.g., Master's or PhD). Work Environment & Culture: We believe that performance and experience go hand in hand - an exceptional employee experience is earned through contribution. We are a results-driven team, grounded in our core values: ownership, authenticity, service, trust, innovation, and camaraderie. Our culture is built for those who want to make an impact. We challenge each other to grow, celebrate progress, and support one another through shared goals and real connection. Whether you're building technology, serving clients, or supporting internal teams, you'll be part of a company that empowers you to perform at your best and be known for results. Compensation and Benefits: Compensation range: $202k - $230k We invest in the whole employee - personally and professionally. Our benefits package is designed to support your well-being, growth, and success - both inside and outside of work. Financial Wellness - Bonus programs - 401(k) match - Employee Stock Purchase Program (ESPP) - HSA and FSA options - Financial wellness resources and employee discount programs Health & Well-being - Medical, dental, and vision coverage - Mental health support for employees and dependents through Lyra Health - Family planning and women's health benefits through Carrot - Gym membership reimbursement and virtual wellness programs (including yoga) Time Off - 3 weeks PTO to start, with unlimited PTO after year one Growth & Development - Education expense reimbursement - Leadership development programs - Certified Payments Professional (CPP) certification support We believe great performance starts with feeling supported - and we've built our benefits with that in mind. Traditional Physical Requirements: - Requires prolonged sitting, standing, bending, stooping and stretching. - Requires the ability to lift 10 pounds. - Requires eye-hand coordination, manual dexterity and a normal range of hearing and vision (with or without correction). Join our team at Priority Technology Holdings, Inc. and be part of a dynamic and innovative company that is transforming the financial technology landscape. Together, we can shape the future of payments and banking solutions while providing unmatched value to our clients.

Title: Manager, Engineering Location: United States Job Description: Department: Software Development Location: Remote Grade: 21 About Priority: Priority Technology Holdings, Inc. is a leading financial technology company on a mission to deliver a personalized, easy-to-adopt financial toolset that accelerates cash flow and optimizes working capital for businesses. Our vision is to eliminate the barriers to unlocking revenue - empowering businesses to grow faster and operate smarter. We achieve this through the Priority Commerce Engine, an innovative platform that combines payables, acquiring, and banking and treasury solutions. This unified approach allows businesses to streamline financial operations, reduce unnecessary costs, and uncover new revenue opportunities. At Priority, we're driven by results. We expect our people to be known for results - bringing expertise, momentum, and relentless focus to every challenge, helping our clients and each other thrive. About the Role: Managers, Engineering operate at the value lane (team) level, responsible for leading a product engineering team and delivering reliable, scalable, and high-quality systems that support customer and business outcomes. A workstream is a product-aligned engineering organization responsible for delivering a cohesive set of customer and business capabilities. Within a workstream, domains are composed of multiple value lanes (teams), each with its own charter and outcomes. Managers operate within a value lane, owning team execution, system quality, and the delivery of outcomes that contribute to the success of the broader workstream. This role is responsible for building and leading a high-performing engineering team, ensuring effective execution, and maintaining strong engineering practices. You will partner closely with Software Engineers, Software Development Engineers in Test, Product Managers, and Product Designers to translate product goals into reliable technical delivery. Managers, Engineering are accountable for team performance, system reliability, and the continuous improvement of engineering practices. They create an environment where engineers can do their best work, grow their skills, and deliver meaningful impact for customers and the business. Responsibilities: - Owns delivery and execution for a team, ensuring work is well-scoped, prioritized, and delivered effectively. - Ensures systems built by the team are reliable, scalable, secure, and maintainable. - Accountable for system quality, including correctness, performance, reliability, and observability. - Reinforces strong engineering practices, including automated testing, CI/CD, observability, and secure development. - Partners with Product Managers and Product Designers to define priorities, scope work, and align on outcomes. - Ensures delivery aligns with product goals and contributes to workstream objectives. - Leads and develops a high-performing team of engineers. - Conducts performance management, including goal setting, feedback, and career development. - Recruits, hires, and retains engineering talent. - Builds a strong team culture focused on accountability, collaboration, and continuous improvement. - Identifies and removes blockers to improve team productivity and delivery. - Drives continuous improvement in development workflows and engineering effectiveness. - Uses system metrics, observability signals (logs, metrics, traces), and team performance indicators to monitor system health and delivery effectiveness. - Ensures technical decisions translate into execution and delivery within the team. - Leverages modern engineering practices, including AI-assisted development, to improve team productivity and delivery outcomes. What Success Looks Like: - The team consistently delivers high-quality systems that meet reliability, performance, and scalability expectations. - Work is well-prioritized, clearly defined, and delivered effectively. - Systems operate reliably under real-world conditions and meet customer expectations. - The team is high-performing, engaged, and continuously improving. - Engineers grow in capability, ownership, and impact. - Strong collaboration exists between engineering, product, and design partners. - Delivery aligns with product goals and contributes to measurable business outcomes - Engineering practices improve over time, including testing, observability, and development workflows. - Team productivity and delivery predictability increase. Candidate Requirements: Required: System Design & Delivery - Experience building and operating backend services, APIs, or distributed systems. - Strong understanding of system design, reliability, and scalability. - Demonstrated ability to deliver systems and features effectively. People Leadership & Management - Experience managing or leading a team of engineers. - Proven ability to coach, develop, and provide feedback to engineers. - Experience with performance management, including goal setting and career development. Delivery Ownership & Execution - Experience owning delivery for a team, including prioritization, planning, and execution. - Experience working in agile or iterative development environments. Cross-Functional Collaboration - Experience working closely with product managers and product designers. - Ability to align engineering work with product goals and business outcomes. Quality & Engineering Practices - Experience with automated testing, CI/CD pipelines, and development workflows. - Familiarity with observability tools (logs, metrics, tracing). Technical Leadership - Ability to guide technical decisions within a team. - Experience mentoring engineers and improving team practices. Modern Engineering Practices (AI & Automation) - Experience leveraging AI-assisted development tools to improve team productivity. Preferred: - Experience leading teams within fintech, payments, lending, or other regulated financial systems. - Experience improving engineering processes and team effectiveness at scale. - Bachelor's degree in Computer Science, Engineering, or a related technical field, or equivalent practical experience. - Advanced degree in a relevant technical discipline (e.g., Master's or PhD). Typical Experience & Leveling Context: Managers typically have approximately 8-12 years of experience, with a strong foundation as a software engineer and demonstrated success in individual contributor leadership roles. At this level, the focus is on leading a team, delivering outcomes through others, and ensuring system quality, execution, and team performance. Leveling is based on demonstrated scope, ownership, influence, and impact, not tenure alone. Managers may progress at different rates depending on the complexity of teams led and outcomes delivered. Work Environment & Culture: We believe that performance and experience go hand in hand - an exceptional employee experience is earned through contribution. We are a results-driven team, grounded in our core values: ownership, authenticity, service, trust, innovation, and camaraderie. Our culture is built for those who want to make an impact. We challenge each other to grow, celebrate progress, and support one another through shared goals and real connection. Whether you're building technology, serving clients, or supporting internal teams, you'll be part of a company that empowers you to perform at your best and be known for results. Compensation and Benefits: Compensation range: $165,000-$198,000 We invest in the whole employee - personally and professionally. Our benefits package is designed to support your well-being, growth, and success - both inside and outside of work. Financial Wellness - Bonus programs - 401(k) match - Employee Stock Purchase Program (ESPP) - HSA and FSA options - Financial wellness resources and employee discount programs Health & Well-being - Medical, dental, and vision coverage - Mental health support for employees and dependents through Lyra Health - Family planning and women's health benefits through Carrot - Gym membership reimbursement and virtual wellness programs (including yoga) Time Off - 3 weeks PTO to start, with unlimited PTO after year one Growth & Development - Education expense reimbursement - Leadership development programs - Certified Payments Professional (CPP) certification support We believe great performance starts with feeling supported - and we've built our benefits with that in mind. Traditional Physical Requirements: - Requires prolonged sitting, standing, bending, stooping and stretching. - Requires the ability to lift 10 pounds. - Requires eye-hand coordination, manual dexterity and a normal range of hearing and vision (with or without correction). Join our team at Priority Technology Holdings, Inc. and be part of a dynamic and innovative company that is transforming the financial technology landscape. Together, we can shape the future of payments and banking solutions while providing unmatched value to our clients.

Title: Director of Software Development Location: United States Remote Job Description: About the Role Impact you will make The Director, Software Engineering Manager will lead product development teams and will be responsible for management of software engineers and quality engineers within the scrum teams. This role will also have overall responsibility for feature delivery, architecture, supportability, and uptime for the product. What you will do Partner with product management and executive team to help shape the product roadmap and architecture. Work closely with product owners, developers, and existing subject matter experts to develop and execute a technology modernization program to move legacy code to a modern platform Participate in planning for current and future releases ensuring delivery on customer’s commitments. Maximize teams use of AI tools to accelerate delivery. Measure productivity increase and how it ties to accelerated business objectives. Participate in technical analysis, architecture reviews and feature readiness for teams. Own product technical roadmap including performance, security and architecture improvements. Provide necessary support to team members to ensure that the development meets functional requirements and project timelines Participate in release planning. Accountability for architecture and quality of all product functionality Ensure customer reported bugs are prioritized and delivered within our defined SLA’s Participate in development of new processes and refinement of existing processes adheres to all company policies and procedures including but not limited to those identified within the Standards of Business Conduct and the Employee Handbook, as may be amended from time to time. Adheres to all applicable laws and regulations and the company's governance/compliance program. Be responsible for the hiring, managing, coaching, and development of your organization’s engineers​. Participate in incident management and ensure timely resolution, route cause analysis is completed and preventative measures are implemented. What you will bring Bachelor’s degree in computer science or related field 7+ years of industry experience Experience in delivering applications to public cloud providers, preferably Azure Experience with building cloud native systems and re-designing and modernizing large monolith solutions Deep understanding of AI capabilities for both engineering and QA velocity increase. Familiarity with AI agentic platforms and AI abilities to enhance our products and solutions to market. Practical experience in Object Oriented Programming, distributed architecture, Angular, Azure and .Net. Experience with application modernization Architecture modernization from legacy languages and platforms to modern, idiomatic systems Hosting migration to a customer-hosted, local installation to development of cloud-hosted services Experience in running software development teams using Agile Software Development Life Cycle and Scrum methodology and tracking productivity KPIs Experience in coordinating work between your own teams as well as vendor and contractor resources for specific projects Experience in DevOps with automated Git strategy pipelines and automated testing Strong leadership, organizational, planning, and time management skills Excellent written and verbal communication skills Experience with data bricks and PowerBi is a plus. What we would like to see Experience in managing globally distributed remote development teams with a track record on timely and quality delivery Experience in Healthcare revenue cycle, payer, or payment integrity vendor processes Master’s degree or 13+ years with bachelor’s degree and with direct hands-on leadership of software development Experience managing the development efforts of products heavily integrated with regulatory processes About FinThrive FinThrive is advancing the healthcare economy. For the most recent information on FinThrive’s vision for healthcare revenue management visit finthrive.com/why-finthrive. Our Perks and Benefits FinThrive is committed to continually enhancing the colleague experience by actively seeking new perks and benefits. FinThrive’s Core Values and Expectations Demonstrate integrity and ethics in day-to-day tasks and decision making, adhere to FinThrive’s core values of being Customer-Centric, Agile, Reliable and Engaged, operate effectively in the FinThrive environment and the environment of the work group, maintain a focus on self-development and seek out continuous feedback and learning opportunities Support FinThrive’s Compliance Program by adhering to policies and procedures pertaining to HIPAA, FCRA, GLBA, and other laws applicable to FinThrive’s business practices; this includes becoming familiar with FinThrive’s Code of Ethics, attending training as required, notifying management or FinThrive’s Helpline when there is a compliance concern or incident, HIPAA-compliant handling of patient information, and demonstrable awareness of confidentiality obligations Physical Demands The physical demands and work environment characteristics described here are representative of those that a colleague must meet to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.