People Operations

• Serve as the primary guide for new hires from offer acceptance through their first 90 days
• Assist with all pre-boarding activities, including background checks, licensing and credential verification, collection of employment documents, and preparation of system access requests
• Ensure onboarding activities follow company-defined processes and comply with applicable requirements as communicated by leadership
• Respond to team member HR-related questions in line with established policies and procedures; escalate complex or unusual matters to the Level II Navigator or Department Manager
• Assist with onboarding activities including orientation scheduling, benefits enrollment support, and training plans
• Act as the first point of contact and escalation point for all team member HR-related questions, including benefits, payroll, policies, and general HR procedures
• Address inquiries in real time where possible, following established procedures; escalate unresolved or complex issues
• Manage timely resolution of team member and leadership needs via ticketing system
• Serve as the primary point of contact for Business Office Coordinators (BOCs), Business Office Managers (BOMs), Area Clinical Operations (ACOs), Executive Directors (EDs), and hiring managers to provide guidance, answer questions, and fulfill documentation requests
• Partner with leaders and BOCs/BOMs in fulfilling surveyor requests to review background checks and other personnel file documents; support survey readiness activities as appropriate
• Accurately document inquiries and resolutions to support reporting and continuous improvement efforts
• Maintain a network of internal contacts to quickly address and resolve multi-step or cross-departmental issues
• Collaborate with People team members to align communication and process improvements
• Apply service excellence principles to every team member and leadership interaction by listening actively, responding empathetically, and providing clear, accurate information
• Uphold confidentiality and handle sensitive matters with discretion
• Maintain accurate team member records in People systems and ensure timely updates
• Compile routine reports as directed to support onboarding, employee engagement, and service delivery tracking

People Service Center Navigator

• Serve as a primary point of contact for teammate questions and requests.
• Manage the Zendesk service desk queue.
• Support employee lifecycle processes including onboarding, offboarding, employee changes, documentation, and general People Operations administration.
• Partner closely with People Strategy Partners to provide operational support.
• Maintain accurate employee records, process documentation, and People Operations resources.
• Identify opportunities to improve processes and enhance the teammate experience.
• Own and continuously improve the onboarding experience for new hires.
• Facilitate engaging onboarding sessions.
• Develop and maintain onboarding resources, playbooks, and checklists.
• Partner with IT, Finance, and Hiring Managers for onboarding experience.
• Coordinate onboarding logistics and required documentation.
• Track onboarding metrics and new hire feedback.
• Serve as the primary People Team contact for workplace operations across Gainsight's global office locations.
• Partner with local office contacts and vendors to support workplace needs.
• Coordinate office-related projects and manage workplace vendors.

People Specialist II

• Own end-to-end configuration, optimization, and operational support of Workday modules (HCM, Time Tracking, Absence, Recruiting) across global regions, ensuring alignment with business and regulatory requirements.
• Lead and support Workday enhancement initiatives and large-scale cross-functional projects, improving system accuracy, auditability, compliance, and user experience.
• Drive the implementation, enhancement, and adoption of ServiceNow capabilities related to HR Service Management and Employee Center, including evaluation and enablement of AI-driven features.
• Partner with People, Places, IT, and HR leadership to gather requirements, design scalable solutions, prioritize initiatives, and ensure successful delivery.
• Identify operational inefficiencies, system interdependencies, and process gaps, recommending technical and procedural improvements to meet business objectives.
• Support multi-quarter HR technology roadmaps, contributing to best practices, documentation, onboarding, and mentoring of team members.
• Proactively identify and escalate risks, issues, dependencies, and delivery impacts to HRIS leadership and project sponsors.
• Partner with stakeholders to define test strategies, scenarios, and scripts, and execute system and end-to-end testing in preparation for UAT.
• Support and manage Workday bi-annual releases, including impact analysis, testing coordination, and communication.

Analyst, People Systems – Analytics

• Leads the silviculture program for Manulife Investment Management Forest Management’s (MFM) Southern Division and Lake States
• Provide expertise and guidance to MFM Operations on current silviculture practice, treatment efficacy, and root-cause problem analysis
• Actively participates in and maintains oversight on research cooperative program meetings, obligations, and work plans
• Utilizes Geographic Information Systems (GIS) and internal forest management systems to analyze forest information data to improve silvicultural systems and performance
• Develop strategies to transfer, deploy, and monitor value-adding silviculture technology with MFM Operations
• Manage MFM’s divisional fertilizer, pesticide, seedling procurement programs in collaboration with MFM Operations
• Project and data management skills are highly desired
• Provide financial analysis and G&Y support to operations
• Actively participate in MFM’s forest resource planning program to provide guidance on benefit analysis of the latest silviculture and forest management technologies
• Advance Manulife Investment Management Timberland (MIMT) business development objectives including property acquisitions, property disposition strategy, timberland investment analysis and decision support tools, and other strategic business objectives
• Support MFM’s conformance with certification requirements and support management systems that enable the advancement of MFM’s forest stewardship commitment
• Continuously improve business procedures and provide training and support to ensure the effective deployment and use of property data and business systems by MFM personnel
• Special projects as requested or needed

Silviculture Analyst

• The People & Culture Manager will lead and direct the routine functions of the Human Resources (HR) department to include recruiting, hiring, interviewing, administering pay, benefits, and leave, and enforcing company policies and practices.
• Recruits, interviews, hires and trains new employees for the organization.
• Oversees the daily workflow of the department.
• Provides constructive and timely performance evaluations.
• Handles discipline and termination of employees in accordance with company policy.
• Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs other duties as assigned.
• Support & Maintain our HUBZone Program and employees and make sure our HUBZone numbers are met.

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People Service Center Navigator

People Specialist II

Analyst, People Systems – Analytics

Silviculture Analyst

People & Culture Manager