People Operations

• Collaborate with stakeholders to gather and analyze business requirements related to PeopleSoft applications and Oracle platforms
• Translate business requirements into detailed functional and technical specifications
• Assist development and administration teams to configure and customize applications to align with organizational needs
• Design and document system architectures
• Collaborate with cross-functional teams to integrate software solutions with other enterprise systems
• Collaborate with quality assurance teams to ensure the reliability and accuracy of software solutions
• Investigate and resolve issues related to PeopleSoft applications, providing timely and effective support
• Collaborate with technical teams to address and mitigate post-implementation challenges
• Create and maintain comprehensive technical documentation, including system design specifications, configuration details, and troubleshooting procedures
• Facilitate knowledge transfer sessions to ensure team members are well-equipped to manage PeopleSoft systems

PeopleSoft Functional Analyst

• Blend is looking for a Senior Manager who is passionate about People Enablement to own the design, execution, measurement, and continuous improvement of a high-impact development program while helping establish the broader People Development function at Blend.
• Design, launch, and continuously improve Blend's flagship AI-first engineering development program.
• Create learning journeys that accelerate technical capability, consulting effectiveness, business acumen, people leadership and mentorship, and client readiness.
• Develop scalable frameworks that prepare employees and people leaders to succeed in rapidly evolving AI and technology environments.
• Create and curate engaging learning content, curriculum, assessments, and development experiences.
• Manage multiple workstreams simultaneously while ensuring exceptional quality and stakeholder alignment.
• Define success metrics and key performance indicators for all development initiatives.
• Use data-driven insights to continuously improve learning experiences and organizational effectiveness.
• Partner with People Operations leadership to design and scale onboarding, performance management, leadership development, and career growth programs.
• Champion a culture of continuous learning, accountability, innovation, and excellence.

Senior Manager, People Development

• Partner with HR leadership to identify opportunities for automation, system optimization, reporting, and data-driven improvements across the employee lifecycle, including onboarding, offboarding, employee records, compliance, and reporting.
• Evaluate, select, implement, and optimize HRIS and related HR technology platforms, including systems supporting applicant tracking, payroll, benefits administration, recruiting, onboarding, performance management, and employee data management.
• Serve as a key internal lead for HR systems strategy, vendor selection, implementation planning, change management, user adoption, and ongoing system administration and enhancement.
• Support recruiting, hiring, onboarding, and talent processes across the organization, helping to build scalable and effective talent practices through HR technology, reporting, analytics, and process optimization.
• Partner with HR leadership to provide market data, analytics, HRIS capabilities, and reporting that enable competency frameworks, career architecture, job leveling, and compensation benchmarking practices to support fair, competitive, and business-aligned talent decisions.
• Design, implement, and facilitate robust training programs for managers and employees, including people-management training, workplace expectations, policy education, and other professional development initiatives.
• Draft, maintain, and improve employee handbooks, policies, procedures, and related communications to ensure they are compliant, practical, and accessible to employees.
• Partner with HR Business Partners and business leaders to deliver workforce analytics, organization insights, and data to support organizational effectiveness, team development, performance management, workforce planning, and other people matters.
• Partner with payroll, finance, legal, and business leaders to ensure sound HR processes, documentation, controls, and compliance practices.
• Use data, reporting, and metrics to inform decision-making, identify trends, and drive continuous improvement in HR operations and people programs.
• Manage HR vendors and external service providers as needed, including system providers, recruiters, trainers, and other consultants.
• Support and/or lead special projects and broader people initiatives as the organization grows and evolves.

Director – HRIS, People Analytics

• Serve as the senior People partner for an assigned business portfolio, translating strategy into practical people plans that support growth, performance, retention, and organizational health.
• Lead workforce planning and organizational design work, including headcount planning, critical-role identification, succession planning, team structures, spans and layers, role clarity, and operating rhythms.
• Coach executives, directors, managers, and frontline leaders on leadership effectiveness, performance accountability, feedback, team dynamics, conflict resolution, and change leadership.
• Drive talent routines such as performance calibration, promotion readiness, talent assessment, career development, engagement action planning, and manager enablement.
• Use people analytics from engagement, attrition, performance, hiring, exits, retention, attendance, and team health signals to identify trends, diagnose root causes, and recommend action.
• Partner with Total Rewards, Finance, Talent Acquisition, and business leaders on compensation, leveling, incentive or bonus considerations, offer strategy, retention risks, and pay equity considerations.
• Navigate employee relations, performance, conduct, policy, and organizational risk matters with sound judgment, strong documentation, legal partnership, and a bias toward durable resolution.
• Champion Evolve’s culture and values while helping leaders create high-performing teams where teammates understand priorities, receive meaningful feedback, grow their careers, and can do their best work.

Senior People Business Partner

• Support the launch and systematizing of a new People Team requests automation process and system
• Assist in automating and streamlining employment verification workflows and documentation practices
• Conduct vendor comparison research and organize findings to support People Team operational decision-making
• Provide administrative and operational support for performance review cycles
• Identify, document, and refine standard operating procedures (SOPs) and other operational processes
• Support updates and organizational efforts related to Branch’s Payroll Playbook and associated operational processes
• Assist with implementation activities tied to new People Team vendors and systems
• Provide operational, administrative, and project-based support across the People Team as business needs evolve
• Contribute to continuous improvement efforts focused on scalability, organization, efficiency, and employee experience

People Intern

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.
• Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.
• Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.
• Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.
• Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.
• Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.
• Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.
• Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.
• Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.
• Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.

People & Culture Business Partner

• 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.

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