• Configure, maintain, and optimize people technology platforms, focusing on Workday • Act as a technical subject matter expert, managing user access and troubleshooting complex system issues • Implement customizations that enhance productivity and ensure seamless team collaboration • Responsible for the architecture of Workday integrations, including EIBs, Core Connectors, and Cloud Connect • Develop advanced custom processes, reports, and calculated fields • Partner with HR, Payroll, Finance, and IT teams for high-level support and enhancements • Provide troubleshooting support for Workday module configuration, particularly Payroll and Time Tracking modules • Identify, validate, and test business processes and configuration updates related to changes or improvements • Analyze and investigate system issues and updates, keeping Workday knowledge current • Develop and maintain business processes within Workday functional modules • Execute system changes, manage and troubleshoot data loads and system integrations • Monitor recurring issues and proactively identify potential sources of increased efficiency.

• Employee Lifecycle Operations: Run onboarding, transitions, and offboarding logistics coordinating steps across teams, managing documentation, and keeping workflows organized and on track. • Employee Experience & Support: Serve as the first point of contact for employee questions, providing responsive, high-quality support and improving “moments that matter” across the employee journey. • Streamline & Uplevel Processes: Continuously improve and optimize People Ops processes and systems to increase efficiency and scalability. • People Systems, Data & Insights: Own day-to-day People systems administration - serving as the point person for People systems, ensuring clean and accurate data, and supporting reporting and metrics to inform decision-making as we scale. • Compliance Champion: Help keep us compliant by staying on top of employment laws, managing documentation, maintaining People policies, and implementing processes that align with regulations. • Knowledge & Enablement: Own and continuously improve the People Ops knowledge base in Chainweb (our internal wiki) so People processes, policies, and FAQs are clear, current, and easy to find. • Leave Administration Lead: Manage leave administration by tracking employee leave balances, processing leave requests, and ensuring alignment with applicable leave policies and local regulations. • Benefits Support: Help employees navigate enrollment and resources, partner closely with the Benefits team to keep benefits information accurate and up to date, and escalate complex issues as needed. • Cross-Functional Partner: Act as a liaison between People, Finance, IT, and other teams to drive operational excellence.

• Serve as a strategic thought and business partner to senior leaders, translating business goals into integrated people strategies that drive organizational health, performance, and scalability at Modern Health. • Design and execute progressive talent strategies for your client groups, including performance enablement, talent reviews, succession planning, and leadership development to strengthen engagement, development, and raise the bar. • Coach and develop leaders to build high-performing, inclusive teams — recognizing and rewarding top performance, addressing underperformance, and elevating leadership excellence aligned with Modern Health’s values. • Lead organizational design and change efforts, partnering with leaders to build scalable structures and support smooth transitions through periods of growth and transformation. • Use data and insights to identify trends, diagnose root causes, and drive measurable improvements in team health, productivity, and employee experience. • Drive complex, cross-functional people initiatives end-to-end, managing scoping, planning, execution, and continuous improvement of core people processes (e.g., compensation, performance management, talent development, employee relations, change management, organizational design). • Champion culture and employee experience, ensuring fairness, inclusion, and consistency in decision-making, surfacing patterns in employee sentiment, and proactively strengthening engagement and trust. • Be responsible for overall program management for people team initiatives and roadmap • Collaborate with other People Team functions (People Ops, Recruiting) and key cross-functional stakeholders to inform the design and implementation of strategic people programs and initiatives • Act as a culture ambassador, fostering equity, diversity and inclusion, and belonging. Partner with and support our ERG’s. • Use good judgment and utilize both qualitative and quantitative data to inform key business and people decisions • Address, investigate and resolve employee relations issues • Uphold and promote Modern Health’s values

• Act as a trusted advisor and sounding board for regional people leaders to cultivate a high-performance mindset, translating business objectives into actionable people strategies while weighing downstream implications. • Provide day-to-day performance management guidance to people leaders (coaching, counseling, career pathing, and PIPs) to drive genuine growth and productivity. • Maintain a deep understanding of business units and operations within the region to ensure P&C initiatives support specific departmental goals while remaining aligned with global standards. • Maintain an effective level of business literacy and understanding of other business units’ operations within the organization. • Partner with the Director, Internal Communications & Engagement to provide functional guidance and mentorship to the Regional Team Member Experience Specialist to ensure local execution aligns with regional strategy. • Ensure our culture and values are lived throughout our teams; work closely with leaders to improve work relationships, build morale, and increase productivity and retention. • Provide guidance across the employee lifecycle, including onboarding, learning and development, inclusion and belonging, compensation and benefits, performance management, and engagement initiatives. • Resolve complex team member relations issues through thorough, compliant, and objective investigations. • Partner closely with the Director, Global P&C Operations to ensure regional benefits, payroll, and compliance needs are met, acting as the bridge between business needs and operational execution. • Maintain in-depth knowledge of legal requirements to reduce risk and ensure regulatory compliance. • Provide critical input on workforce planning, succession management, and team structure. • Act as the ‘voice of the Americas’ on the P&C Leadership Team; provide regional insights that influence global strategy and ensure global programs are successfully localized for our Americas teams. • Support other responsibilities as assigned to help the P&C function scale.