Role Description Como Analista de Recursos Humanos, sua missão será: Atuar diretamente nos pilares de Recrutamento, Clima e Cultura, sendo peça-chave na atração, desenvolvimento e retenção dos talentos que vão acelerar o crescimento da V4. Você será protagonista na construção de um RH estratégico e data-driven, dominando processos, ferramentas e metodologias da V4 enquanto amplia sua visão analítica e de negócio. - Condução de entrevistas individuais e dinâmicas de grupo com foco em competências e fit cultural; - Gestão de indicadores e relatórios de R&S e clima; - Planejamento e execução de ações de clima e engajamento; - Apoio em programas de desenvolvimento, onboarding e integração de novos talentos; - Estreitamento com universidades, comunidades e canais de divulgação para ampliar nosso alcance. Qualifications - Experiência comprovada com recrutamento e seleção, incluindo seleção por competências; - Conhecimento sobre metodologias e ferramentas de atração de talentos; - Experiência com diagnóstico e ações de clima organizacional; - Habilidade para conduzir entrevistas e dinâmicas de grupo; - Facilidade com análise de dados e indicadores. Requirements - Experiência com Employer Branding e estratégias de atração; - Conhecimento em metodologias ágeis aplicadas a RH; - Formação em Psicologia, Administração, Gestão de RH ou áreas correlatas; - Certificações em ferramentas de assessment e perfis comportamentais. Benefits - Os benefícios serão informados pela recrutadora; - Acesso aos cursos da Staage; - Onhappy - benefício corporativo de viagens a lazer; - Ambiente dinâmico e colaborativo; - Oportunidade de crescimento profissional; - Desenvolvimento contínuo e aprendizado constante; - Gestão meritocrática; - Possibilidade de sociedade baseada no desempenho e alinhamento cultural com o negócio.

Role Description The HR Program Manager will play a critical role in advancing programs, projects, BMC (Boston Medical Center) System partnerships, and initiatives at the WellSense Health Plan. Works closely with the VP of Human Resource to oversee a broad portfolio of cross-functional programs initiatives across the entire HR organization to ensure the plan achieves measurable and sustainable outcomes. Serves as an influential and informal leader to drive results that align with WellSense and BMC objectives. Key Functions/Responsibilities - Program and Project Management: - Design, implement, and lead various HR programs and projects that support the organization’s strategic objectives at WellSense and BMC. - Lead HR process optimization and develop/document guidelines to streamline efficiencies and maintain consistency, where applicable. - Develop clear detailed action plans and monitor progress. Recommend real-time changes and enhancements that drive toward outputs that meet or exceed expected outcomes. - Collaboration and Coordination: - Work closely with internal WellSense and BMC HR and Compliance cross-functional teams to identify program requirements and develop effective solutions for adherence. - Collaborate closely with HR leadership, business partners, and cross-functional leaders to identify pain points, gather requirements, and develop solutions that align with BMC’s and the organization’s objectives. - Ensure that all employee information in HRIS is submitted timely and accurately. - Closely partner with Compliance team to ensure that all HR components of WellSense’s Medicaid and Medicare contracts are managed and adhered to. - Monitoring, Evaluation and Compliance: - Manage/track key deliverables to include process maps and gap analysis, best practice recommendations, draft policy updates, redesign, and automated processes. - Establish metrics and datasets to monitor and evaluate the effectiveness of all HR programs and projects. - Develop evaluation mechanisms to ensure programs are effective and meet the needs of the leaders and employees. - Ensure all HR programs comply with applicable laws, regulations, and company policies. Supervision Exercised - This is an individual contributor role; it does not have direct reports. Supervision Received - General strategic guidance from the VP of Human Resources. Qualifications - Education Required: - Bachelor’s Degree in a related field or an equivalent combination of education and experience required. - Experience Required: - Minimum of (5) five years of business experience operating in program management capacity. - Preferably in a related field of Human Resources. - Experience Preferred/Desirable: - Change management experience. - Experience in the health care or managed care industry preferred. - Required Licensure, Certification or Conditions of Employment: - SHRM-CP preferred. - Successful completion of pre-employment background check. - Competencies, Skills, and Attributes: - Strategic thinker and detail oriented. - Strong project and program management skills, including planning & organization. - Independent, well-organized, self-starter. - Creativity and imagination in developing effective engagement initiatives and strategies. - Proficiency and strong command with the Microsoft Office Suite, i.e., Word, Excel, Power Point. - Excellent communication, both written and verbal. - Strong interpersonal and relationship building skills. - Ability to work effectively with all levels of the organization. - Ability to set priorities, manage multiple tasks simultaneously and adapt efficiently to change in an extremely fast-paced environment. - Strong ability to define, track, and interpret KPIs and performance metrics to assess initiative progress and impact. - Familiarity with financial concepts such as ROI, cost benefit analysis, and value realization for strategic initiatives. - Structured problem-solving skills and comfort operating in ambiguity while driving clarity and execution discipline. Working Conditions and Physical Effort - Regular and reliable attendance is an essential function of the position. - Work is normally performed in a remote office work environment. - No or limited physical effort required. No or limited exposure to physical risk. Compensation Range $69,500 - $101,000. This range offers an estimate based on the minimum job qualifications. However, our approach to determining base pay is comprehensive, and a broad range of factors is considered when making an offer. This includes education, experience, skills, and certifications/licensure as they directly relate to position requirements; as well as business/organizational needs, internal equity, and market-competitiveness. In addition, WellSense offers generous total compensation that includes, but is not limited to, benefits (medical, dental, vision, pharmacy), merit increases, Flexible Spending Accounts, 403(b) savings matches, paid time off, career advancement opportunities, and resources to support employee and family wellbeing. Note This range is based on Boston-area data, and is subject to modification based on geographic location.

Role Description The HR Director serves as the senior human resources leader for CASI, responsible for developing and executing people strategies that align with corporate objectives and support business growth. The role leads the human resources function within CASI, ensuring alignment with Carnival's Vision Statement, Culture Essentials, and Values. This position promotes a positive and ethical workplace culture through employee engagement strategies, compliance programs, talent management, and oversight of end-to-end HR processes. By partnering with Corporate HR and leveraging workforce analytics, the HR Director enhances employee engagement, retention, and organizational effectiveness. Leading a team of HR professionals, the HR Director plays a critical role in supporting business performance and fostering a cohesive and high-performing employee experience across CASI. Essential Functions - Lead the development and execution of CASI's people strategy, workforce planning, organizational design, and talent initiatives to support long-term business objectives and corporate priorities. - Collaborate closely with senior leadership and key stakeholders to ensure HR strategies are aligned with the organization’s overall objectives. - Drive strategic initiatives to expand, optimize, and improve HR operations, ensuring alignment with the company’s growth targets and commitment to service excellence. - Partner with business leaders and Corporate HR to drive talent reviews, succession planning, leadership development, and workforce capability strategies. - Oversee day-to-day operations to ensure that HR services including Office Administration services are delivered efficiently, effectively and in accordance with client expectations and contractual obligations. - Implement HR best practices and aim for continuous improvement to enhance performance and productivity. - Establish relationships and engage with senior leaders/decision makers for all stakeholders, regulators, and external partners, managing communications and addressing inquiries to ensure a positive company image. - Responsible for identifying and mitigating HR-related operational risks and challenges, including regulatory compliance, workforce fluctuations, and other potential disruptions. - Develop and implement risk management strategies and business continuity plans to effectively address unexpected events or emergencies. - Serve as the official company representative for all external matters related to human resources and business operations. - Build and maintain strong relationships with internal stakeholders by addressing their needs and swiftly resolving issues. Conduct regular reviews to evaluate satisfaction and identify areas for HR improvement. - Partner with senior business leaders to provide strategic guidance on workforce planning, organizational effectiveness, talent management, change initiatives, and employee engagement. - Coaching and mentoring HR teams by providing individualized guidance that fosters professional growth and skill development. - Provide strategic insights to senior leadership on talent management, organizational development, and employee engagement initiatives. - Leverage data and industry best practices to advise on effective HR policies and practices, ensuring alignment with overall business goals. - Coach and influence business leaders on organizational effectiveness, performance management, employee relations, change leadership, and workforce decisions. - Responsible for setting, managing, and overseeing the HR budget at CASI, ensuring that HR initiatives align with the organization's financial objectives. - Collaborate with corporate HR to generate reports on employee engagement, culture surveys, and other key HR metrics. - Leverage HR analytics and workforce metrics to identify trends, inform business decisions, develop action plans, and improve employee engagement, retention, productivity, and organizational effectiveness. - Perform other duties as assigned. - Adhere to Corporate Policies and Procedures, including Code of Conduct, Audit Procedures and any control related responsibility for financial data entered, stored, or reported via business systems within employee’s control. Qualifications - Bachelor’s Degree, Master's Degree a plus, J.D. Degree. - Bachelor’s degree in Human Resources Management, Psychology or Business Administration, Management, or a related field. - An MBA or relevant postgraduate degree is preferred. - Leadership and Management certifications or any relevant preferred. - 7 to 10 years of progressive HR experience, including 3 to 5 years in a leadership role. Knowledge, Skills, & Abilities - Understanding of workplace policies and procedures. - Familiarity with team collaboration tools and techniques. - Strong time management and organizational skills. - Ability to maintain reliable and consistent attendance. - Capacity to be punctual and meet deadlines. - Ability to collaborate effectively with colleagues and work as part of a team. - Demonstrated professionalism in all interactions and tasks. - Proficiency in Human Resource Information Systems (HRIS) for managing employee data and using data analysis tools like Excel to interpret HR metrics. - Familiarity with Oracle ORC that is important for streamlining recruitment, while experience with performance management systems aids in evaluations and feedback. - Knowledge of Learning Management Systems (LMS) is essential for training and development, along with an understanding of payroll systems (Dayforce) for accurate compensation. - Familiarity with compliance software to track labor law adherence. - Use of communication tools like Microsoft Teams for effective team management. - Experience with project management software like Asana or Trello for overseeing HR initiatives. - Strong presentation skills using software like PowerPoint for creating engaging materials for leadership and training sessions.

• Design, develop, test and deploy technical components in Oracle HCM Fusion, including Fast Formulas, HCM Extracts, BI Publisher reports and OTBI dashboards. • Configure and maintain security roles, privileges and duty roles in line with segregation‑of‑duties and SOX requirements. • Build and maintain interfaces and integrations between Oracle HCM and external/internal systems using BI Publisher, OTBI, HCM Extracts, HCM Data Loader (HDL/HSDL), FBDI (File‑Based Data Import), Spreadsheet loaders and REST/SOAP web services. Develop inbound and outbound integrations with third‑party providers (e.g., payroll and benefits vendors) using Oracle Integration Cloud (OIC), secure SFTP connections and other integration patterns. • Customize and maintain workflow approvals using the BPM Worklist and relevant configuration tools. • Support development of extensions using Oracle Visual Builder Cloud Service (VBCS) and other platform tools where applicable. • Maintain HR security for all HR Products within the ITNow solution. • Analyze and translate functional requirements into detailed technical specifications and deliver working solutions across full implementation lifecycles—requirements gathering, design, configuration, data conversion, testing and deployment. • Provide Tier‑3 technical support for the HR Help Desk, resolving system issues requiring advanced troubleshooting of configurations, integrations and performance. • Develop and maintain technical documentation (e.g., business requirements, design specs, test plans, user guides) and keep Empower configuration workbooks current to reflect system changes and new development. • Participate in the quarterly release process, ensuring that configuration and customizations are supported and working as expected; conduct regression testing and mitigate impact on custom code. • Participate in Oracle quarterly release testing, evaluating impacts on custom code, integrations and security. • Train HR and IT stakeholders on new functionalities, self‑service reporting and best practices; provide cross‑training and mentor junior developers to ensure long‑term sustainability of the HR technology platform. • Develop and execute unit, system, regression and user‑acceptance test plans for new configurations, integrations and releases. • Collaborate with HR and IT partners to ensure system accuracy, performance and stability. • Support SIT/UAT efforts, participate in code reviews and adhere to SDLC/Agile practices such as sprint planning, backlog grooming and retrospectives. • Design, develop and manage data conversions, mass data updates and data validations using HDL, HSDL, FBDI and spreadsheet loaders; optimize data structures and queries for reporting efficiency and accuracy. • Ensure data governance, confidentiality and role‑based access controls are implemented for integrations and sensitive employee data; champion encryption standards and compliance with SOX and privacy regulations. • Design interactive dashboards, KPIs and advanced reports using Oracle Analytics Cloud (OAC), OTBI and BI Publisher; identify and define critical metrics aligned with business goals and provide actionable insights to HR stakeholders. • Participate in the SOX process by running key IT HR controls to ensure compliance and reduce liability. • Partner with HR Centers of Expertise and IT teams to evaluate business processes, recommend technical improvements and execute on business needs. • Provide input into HR technology strategy with a focus on digital solutions and process automation; stay current with Oracle’s quarterly releases and emerging HCM technologies. • Lead or contribute to full lifecycle HCM projects, including configuration, data migration, testing and go‑live support; communicate status and risks to stakeholders and project managers. • Mentor and cross‑train team members, share knowledge and best practices, and participate in HR business road‑mapping exercises to align development priorities with long‑term strategic goals.