Everise

Human Resources

• Leads the design, development, execution, and governance of the organization’s Human Resource strategy, ensuring alignment with overall business objectives and enterprise priorities.
• Serves as a strategic partner to executive leadership, influencing organizational direction through a people and talent lens.
• Translates enterprise business strategy into scalable HR strategies, frameworks, and operating plans.
• Advises senior leadership on the people implications of long-term strategic initiatives, transformation programs, regulatory changes, and organizational growth.
• Leads enterprise-wide talent acquisition strategies to ensure access to high-quality talent across all levels and geographies.
• Designs and governs competitive compensation and benefits philosophies that drive performance, engagement, and retention.
• Champions enterprise diversity, equity, and inclusion strategies to build a fully inclusive and high-performing workforce.
• Leads workforce planning, talent management, and succession planning frameworks to ensure leadership continuity and capability depth across the organization.
• Drives organizational capability building through leadership development, learning strategies, and enterprise-wide upskilling initiatives.
• Benchmarks HR strategies, programs, and practices against global best practices to ensure continued competitiveness.
• Acts as a senior advisor on complex employee relations and organizational matters, ensuring consistency, fairness, and alignment with company values.
• Oversees HR policies, governance frameworks, and systems to ensure operational excellence and compliance.
• Leads the optimization of HR information systems and workforce analytics to enable data-driven decision-making.
• Ensures alignment and coordination of HR strategies across business units and geographies.
• Maintains oversight of global HR trends and ensures appropriate integration of local and international HR practices where applicable.
• Provides executive oversight across core HR functions including employee relations, communications, health and safety, relocation, and community engagement.
• Owns the HR function budget and ensures optimal allocation of resources aligned to business priorities.
• Continuously evaluates and evolves the HR operating model, organizational structure, and leadership capability to drive efficiency, scalability, and business impact.

Head of Human Resources

Data Analyst

• Prepare accurate recurring and as-needed reports using data from internal and external sources
• Responsible for developing, maintaining, supporting, and upgrading reports and dashboards
• Collects, analyzes, and reports sales and marketing data from different data sources, including CRM Software, Marketing Automation Platforms, Account-Based Marketing Platforms, etc.
• Provides actionable insights to guide the sales and marketing teams based on data gathered
• Develop methods and strategies for assessing large amounts of data
• Gather and analyze data to understand problems and proactively make recommendations
• Review historical sales and marketing data to determine trends in productivity
• Contributes to the development of sales plans and objectives and assists senior leadership in monitoring and evaluating sales and marketing performance
• Responsible for monitoring and analyzing competitive activity, customer, and market trends
• Forecasting potential revenue, sales bookings, pipeline and marketing leads and determining sales potential and make recommendations
• Collaborate with team members and members of other departments

Sales Analytics Manager

Chief Marketing Officer

• direct and oversee the Marketing department
• design, implement, and monitor effective marketing strategies that align with business goals
• develop analytical methods to assess the performance of marketing initiatives
• use market research and customer insights to understand company, product, and competitor positioning
• develop unique company and brand positioning in the market
• develop strategic marketing plan for the company
• track and document market and competitor developments
• evolve annual marketing plan based on key corporate and product goals
• collaborate closely with other teams including sales, product, and operations
• prepare regular reports and presentations on marketing metrics
• conduct market analysis to identify challenges and opportunities for growth
• provide primary oversight of corporate website
• develop collateral that equips sales teams with necessary content and tools

Head of Marketing

• Leads the design, development, execution, and governance of the organization’s Human Resource strategy.
• Serves as a strategic partner to executive leadership, influencing organizational direction through a people and talent lens.
• Translates enterprise business strategy into scalable HR strategies, frameworks, and operating plans.
• Advises senior leadership on the people implications of long-term strategic initiatives.
• Leads enterprise-wide talent acquisition strategies to ensure access to high-quality talent.
• Designs and governs competitive compensation and benefits philosophies.
• Champions enterprise diversity, equity, and inclusion strategies.
• Leads workforce planning, talent management, and succession planning frameworks.
• Drives organizational capability building through leadership development and learning strategies.
• Benchmarks HR strategies, programs, and practices against global best practices.
• Acts as a senior advisor on complex employee relations and organizational matters.
• Oversees HR policies, governance frameworks, and systems to ensure operational excellence and compliance.
• Leads the optimization of HR information systems and workforce analytics.
• Ensures alignment and coordination of HR strategies across business units.

Sales

• End-to-end responsibility for designing and executing the strategic sales plan for securing new clients
• This includes but is not limited to prospect targeting, engagement, proposal development, negotiation, closing, and post-closing participation in ongoing account management and optimization activities
• Research and drive business expansion/collaboration opportunities for the customer care market; develop, in conjunction with senior management, the growth and market expansion plan
• Prospect for customer care opportunities and identify niches that have strategic potential to maximize market reach
• Identify and validate new industry verticals and market opportunities for customer care
• Build a predictable pipeline of new business to generate repeatable and profitable revenues
• Execute go-to market plans via targeted campaigns and other sales channels including advisors, influencers, conference attendance, industry events, etc.
• Develop targeted presentations for specific audiences desiring to learn more about CGS services, and technology support services in general
• Work closely with RFP team to ensure high quality of proposals. Submit and handle proposals with full ownership and accountability for the opportunity

Vice President – Sales, Healthcare

Client Services Representative

• Leads the region and/or teams according to the values, ethics and parameters outlined
• Establishes and maintains client account plans and ensures that action steps are implemented to achieve results in the areas of client satisfaction and retention, expansion of services, utilization of supplier network
• Accountable for achievement of all designated goals and objectives in the areas of operational effectiveness, revenue generation and other success factors
• Proactively supports development of client relationships and attend meetings & reviews as required
• In partnership with the Directors, establish and maintain long – term relationships with client at a global strategic level
• Identifies and implements process improvement for operational effectiveness, for client teams, based on client specific requirements whilst adhering to broader operational effectiveness goals, including technology requirements
• Creates an environment for success through regular communication forums, including operational team meetings and strategic leadership meetings with regional directors and managers, including all functional areas within the region
• Works closely with the Clients to assess any concerns on the planned program and associated business objectives
• Conducts Client performance analysis and develops optimization plans with Operations; recommends actions around process delivery enhancement
• Conducts Client profitability analysis & optimization recommendations (specifically related to contract/SOW terms and performance)

Senior Vice President – Client Services, Healthcare

Communications

• Develop and implement marketing communication strategies aligned with business objectives and brand positioning
• Serve as a brand steward, ensuring consistency across all channels and touchpoints
• Leverage social media analytics to inform campaigns, measure impact, and optimize engagement
• Identify emerging trends and platforms to keep the brand relevant and competitive
• Design communication frameworks that strengthen internal culture and employee engagement
• Partner with HR and leadership teams to align messaging with organizational values
• Lead the creation of innovative campaigns that blend storytelling with data-driven insights
• Oversee content development across digital, print, and experiential platforms
• Mentor and manage a communications team, fostering creativity and accountability
• Collaborate cross-functionally with HR, Operations, Talent Acquisition, Business Development, executive leadership, and other teams to ensure alignment

Manager – Marketing Communications

Learning and Development

• Complete and pass Everise New Trainer Onboarding and Client Certification requirements.
• Become a Master Certified Trainer through additional Client Certification.
• Deliver new hire and ongoing training with emphasis on customer service and sales skills, client product knowledge, as well as Everise policies and procedures.
• Deliver new hire or upskilling in virtual or brick and mortar facility
• Maintain a throughput rate of 85% graduates per training class
• Partner with Everise leadership in curriculum feedback and modification. Assist in developing associated supporting materials.
• Ensure that all Champions are actively engaged in the training process through the planning and implementation of activities and use of camera.
• Prepare lesson plans and course agenda for each training class, per client mandated training.
• Conduct proficiency evaluations and certify Champions for the programs to which they are assigned.
• In conjunction with Operations and Quality, work together in the continued development of Champions to reach optimal performance.
• Conduct ongoing refresher and cross-training modules in critical areas as identified by the quality and operations teams.
• Adherence and accountability of training standard operating procedures, processes and trainer scorecard.
• While not actively training a class, the Trainer Level 2 will take phone calls, per an Operations schedule (8 hours per day), with passing Quality Evaluations scores (passing = line of business KPI target) to retain certification as a Trainer.
• While not actively training a class, the Trainer Level 3 could move into a Supervisor role with Operations if hired into a Hybrid role. This change in job role could lead to a schedule change in Operations.

Seasonal Lead Training Coordinator

General Counsel

• Providing day-to-day legal support to Everise’s U.S. and global operations
• Serving as a legal advisor on U.S. and global employment matters, including hiring, discipline, performance management, terminations, and reductions in force
• Ensure compliance with wage and hour laws, ADA, PWFA, FMLA, and state/local leave laws
• Advising on employee relations matters, including discrimination, retaliation, harassment, and workplace investigations
• Drafting and reviewing employment-related documentation
• Supporting the management of employment and commercial litigation
• Drafting, reviewing, and negotiating agreements, including MSAs, SOWs, NDAs
• Partnering with cross-functional teams on risk mitigation initiatives

Director Legal – Senior Counsel

Recruitment

• Design and execute strategies to attract, source, and hire top talent in a high-volume recruiting environment.
• Oversee the entire recruitment lifecycle and manage recruiter teams.
• Build employer brand and partner with leadership on workforce planning.
• Use data to improve hiring efficiency and meet business goals.
• Develop long-term recruitment strategies and forecast hiring needs in collaboration with workforce management.
• Lead, develop, and motivate the entire talent acquisition team.
• Implement initiatives to build a strong employer brand and increase company visibility.
• Lead sourcing strategies using diverse channels to create robust talent pipelines.
• Partner with HR and business leaders to guide hiring best practices.

Head of Human Resources

Sales Analytics Manager

Head of Marketing

Head of Human Resources

Vice President – Sales, Healthcare

Senior Vice President – Client Services, Healthcare

Manager – Marketing Communications

Seasonal Lead Training Coordinator

Director Legal – Senior Counsel

Talent Acquisition Director