• Conduct and review compensation and benefits studies for California public agencies. • Analyze salaries, classifications, premiums, allowances, and total compensation. • Evaluate CalPERS retirement costs and provisions for classic members and PEPRA members. • Value employer-provided health benefits, deferred-compensation contributions, leave programs, and premium-pay practices. • Review compensation surveys, market-comparison methodologies, data sources, and findings for accuracy and defensibility. • Develop fiscal-impact calculations and clearly explain underlying assumptions. • Support meet-and-confer preparation through compensation analysis, costing, scenario modeling, and presentation materials. • Provide technical support during labor discussions without acting or presenting as legal counsel. • Review draft reports and help convert complex findings into clear, decision-ready recommendations. • Prepare executive summaries, staff reports, presentations, and supporting materials for management and Board review. • Present findings or respond to technical questions during executive, stakeholder, or public Board meetings when requested. • Coordinate effectively with agency management, human resources, finance, labor-relations professionals, consultants, and legal counsel.

• Own the employee onboarding and offboarding processes, ensuring a smooth, supportive end-to-end experience for our new hires and those transitioning out of the organization. • Serve as first point of contact for our HR Help Desk, answering employee inquiries in a manner that is consistent with our culture, internal policy, and applicable labor law compliance. • Responsible for HR personnel file organization, including digitizing hard copy records and maintaining filing system compliance. • Manage and process employee changes and transactions and maintain accuracy of employee data on HRIS. • Find ways to increase efficiencies of our processes and admin work, such as documenting SOPs and creating employee resource materials. • Give HR trainings to groups of employees and managers. • Other administrative tasks as assigned in a variety of HR areas.

• Team Leadership: Directly manage, mentor, and scale the US HR Compliance team, which deals solely with thousands of contingent workers; define departmental KPIs and ensure the team has the resources to meet high-volume operational demands. • Strategic US Expansion: Serve as the lead compliance architect for entry into new US territories; conduct multi-state nexus research and local labor law mapping to ensure seamless launches. • Subject Matter Expert: Serve as the definitive internal expert on Federal and State-specific employment laws, focusing on offboarding employees, wage and hour, equal opportunity and co-employment. • Operational Governance: Design and oversee the governance framework for high-volume staffing operations; ensure data integrity across I-9/E-Verify and screening integrations to ensure zero-defect scalability through automation and system optimization. • Litigation & Policy Architect: Proactively architect policy shifts in response to evolving US labor litigation trends, ensuring global leadership stays ahead of US-specific risks. • Investigations Lead: Own the lifecycle of complex internal investigations (Title VII, ADA, ADEA, EEO), delivering high-integrity reports capable of withstanding Federal litigation. • Liability Mitigation: Mitigate Joint Employer liability through strategic policy design, contract review, and training for both internal teams and external client stakeholders to ensure clear separation of control. • Strategic Advisory: Act as the primary advisor on the US organizational roadmap, providing insight into compensation benchmarks, benefits optimization, and health and safety. • Audit & Reporting: Direct the regular audit of compliance processes, federal and state reporting requirements. Moving away from manual verification to high-level risk-reporting dashboards for the Senior Leadership Team (SLT). • Support Expansion Readiness: Partner with the teams driving expansion, Strategy, Tax, Legal, and Payroll teams to ensure state-level registrations and local insurance requirements are met ahead of territorial expansion.

Role Description Cortica is looking for a full time, remote Human Resources Coordinator to join our growing team! We’re looking for an HR Coordinator to provide administrative support that helps ensure an excellent employee experience. This support position will help prepare the organization for scale and growth, and requires experience in executing HR processes and administrative tasks across HR programs. This role is ideal for someone looking for exposure to many different functional areas of HR. We are building HR systems, processes, and programs from the ground up, and are looking for someone excited by the prospect of creating new things. What will you do? - Own the employee onboarding and offboarding processes, ensuring a smooth, supportive end-to-end experience for our new hires and those transitioning out of the organization. - Serve as first point of contact for our HR Help Desk, answering employee inquiries in a manner that is consistent with our culture, internal policy, and applicable labor law compliance. - Responsible for HR personnel file organization, including digitizing hard copy records and maintaining filing system compliance. - Manage and process employee changes and transactions and maintain accuracy of employee data on HRIS. - Find ways to increase efficiencies of our processes and admin work, such as documenting SOPs and creating employee resource materials. - Give HR trainings to groups of employees and managers. - Other administrative tasks as assigned in a variety of HR areas. Qualifications - Passion for building something new and operating in an environment that is fluid and entrepreneurial. - 1+ years of HR-related experience. - Knowledge of employment law (federal, state and local), employment legislation, and compliance. - Customer service-oriented – driven to find the best solution for everyone. - Strong communication and interpersonal skills, delivering both good and bad news in a professional, compassionate manner. - Outstanding organizational skills with strong attention to detail. - Self-starter who can work reliably in a remote setting. - Uphold professionalism and trustworthiness in dealing with sensitive and confidential information. - An eye for process improvement, taking whatever is given and making it better than when you started. Benefits - $2,000 continuing education stipend. - Receive competitive compensation, $26.50/hr. - 401k matching. - PTO and continuing education/wellness days. - Paid holidays. - Health, vision, dental, and pet insurance. - Referral bonuses.