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

• 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.

Analyst, People Systems – Analytics

• Supports the selling, service, and operations of the store
• Acts as a brand ambassador and reflects the company values
• Creates selling initiatives that enhance the customer experience
• Guides the team to prioritize the customer service and styling recommendations
• Participates as the manager-on-duty by driving engagement in each zone
• Supports the Store Manager in recruiting, hiring, and retaining top talent
• Sustains daily operating standards by taking an active role in assessing sales forecasting
• Utilizes company tools to analyze business opportunities

Assistant Store Manager

• Acts as a brand ambassador and reflects the company values; partners with the store leadership team on the creation of an engaging experience that appeals to the FP customer
• Creates selling initiatives that enhance the customer experience; empowers the team to drive sales through personalized service, elevated styling, and outfitting recommendations
• Delivers a seamless, omni-channel shopping experience through understanding and utilization of systems and applications
• Acts as an elevated team member, exercising decision-making and multitasking capabilities while always prioritizing service over tasks
• Actively participates in managing the store environment and customer experience by facilitating an energized pace, positivity of the team, management of the daily zone, and driving sales
• Takes initiative in teaching and sharing product knowledge, brand messaging, and how to deliver exceptional customer interactions by utilizing brand resources
• Supports the store management team by participating in daily office procedures, execution of operations, and store maintenance
• Collaborates with key partners to effectively execute shipment processing, restocking, and placement of product while maintaining FP’s visual and display standards; ensures omni-channel orders are processed timely and accurately
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
• Supports an inclusive and people-first philosophy; engages employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
• Stays current and collaborates with the leadership team to respond to communication; contributes to sharing information with the team and actively participates in daily meetings and chat ins
• Displays eagerness to develop new skills while being open and responsive to feedback; enhances environment through displaying optimism, positivity, and proactive problem-solving skills
• Guides and develops Stylist team; takes responsibility for own development and professional growth while considering role replacement for career progression

Key Holder

• Serve as a trusted advisor to the CEO, President and executive team on workforce planning, organizational design, leadership development, and talent strategy.
• Steward and evolve Miva’s culture; lead programs that reinforce engagement, belonging, and the overall employee experience in a fully remote, geographically distributed workforce.
• Own total rewards strategy, including compensation philosophy, market benchmarking, benefits design, and 401(k) plan oversight.
• Oversee full-cycle recruiting strategy for all positions across the organization.
• Lead diversity, equity, and inclusion strategy and related programs.
• Define and report on key people metrics (headcount, retention, engagement, time-to-hire, compensation positioning, etc.); deliver data-driven recommendations to leadership.
• Use HR systems and tools (HRIS, ATS, performance, payroll, benefits) to ensure programs run efficiently.
• Identify, evaluate, and implement opportunities to leverage AI and emerging technologies to optimize HR workflows, improve efficiencies, and elevate the quality of people programs and deliverables.
• Lead organizational change management initiatives, including reorganizations, role transitions, and growth planning.
• Manage the HR budget and external vendor relationships, including benefits brokers, payroll providers, employment counsel, and recruiting partners.
• Anticipate emerging people risks and opportunities, and proactively recommend and implement solutions.
• Provide direction to a part-time Recruiter consultant; review pipelines, and ensure a consistent, high-quality candidate experience.
• Design and deliver an exceptional onboarding experience that ramps new hires quickly and connects them to Miva’s culture and goals.
• Ensure payroll, health benefits, and 401(k) plan are processed accurately and timely, and remain compliant with all federal, state, and local laws across the multiple states in which Miva employees reside.
• Administer leaves of absence, accommodations, workers’ compensation, and unemployment claims.
• Maintain HRIS and employee records; ensure data integrity and produce reporting as needed.
• Coach managers and employees on performance, behavioral concerns, team dynamics, and employee relations matters.
• Conduct employee relations investigations and recommend appropriate corrective action; partner with employment counsel as needed.
• Maintain and update the employee handbook, policies, procedures, and job descriptions.
• Manage offboarding logistics, including exit interviews and analysis of attrition trends.
• Provide guidance to employees and managers on company policies, benefits, and processes.
• Be a visible, trusted resource and first point of contact for employees on all people-related matters.
• Perform other duties and projects as assigned.

Director, People Operations

• Act as the primary point of contact for North American employee inquiries (ticketing/email)
• Operate within the Workleap platform; analyze weekly pulse surveys and partner with management to turn feedback into action
• Lead the journey from extending offer letters and conducting comprehensive orientations to managing seamless offboarding
• Lead annual Open Enrollment and serve as the liaison for brokers
• Serve as the subject matter expert for FMLA, Short-Term Disability (STD), and state-specific paid leave programs
• Conduct annual compensation benchmarking to ensure internal equity and external competitiveness within the NAM market
• Facilitate a seamless transition for new hires by managing offer letters and welcoming them to the Company through a comprehensive orientation program
• Facilitate quarterly talent review meetings with management to identify high-potential employees and address performance gaps
• Manage the internal ticketing system, providing timely and helpful responses to employee inquiries

People & Culture Generalist

• Acts as a brand representative reflective of the company values; drives the store experience on the sales floor through an energized pace
• Initiates conversation, shares advice and product knowledge to interact with the customer in every zone in a personalized, genuine way
• Utilizes technology to be well-informed on events and special offers in store and online to enhance the customer experience with an omni perspective
• Contributes to an inclusive and people-first philosophy by being positive, respectful and helpful to others
• Collaborates with peers and leadership, sharing ideas with the team and actively participating in daily meetings, store initiatives, and brand focuses
• Participates in the learning and sharing of product knowledge, current trends, and personal styling priorities to inspire the customer
• Maintains Free People’s visual and operational standards while keeping the focus on the customer
• Supports the shipment process to gain awareness of product including what’s new and what’s reship
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store

Seasonal Stylist

• Play a key role in evaluating, selecting, and implementing a new HRIS platform
• Design and build scalable workflows, processes, and data structures within the HRIS
• Partner cross-functionally with Finance, Accounting, IT, and external vendors to ensure successful system implementation and integrations
• Own end-to-end semi-monthly payroll processing, ensuring accuracy, timeliness, and compliance
• Stand up and administer employee benefits programs, including health, welfare, and retirement (401k)
• Ensure compliance with federal, state, and local regulations and filing requirements across payroll, benefits, and employment practices
• Manage relationships with payroll, benefits, and other People-related vendors
• Serve as a key point of contact for employee questions related to payroll, benefits, and People operations
• Support employee relations matters, including assisting with investigations and documentation
• Maintain accurate and compliant employee records and documentation
• Develop and deliver People data reporting and insights to support business decisions

Senior People Operations, HRIS Specialist

• Leverage advanced analytics and predictive modeling to solve complex HR problems, identify trends, and inform strategic decisions (e.g., retention, performance, talent acquisition) to maximize human capital ROI through data-backed insights and scenario planning.
• Serve as a consultant and external spokesperson on people analytics trends, objectives, and policies. Provide thought leadership, staying current on emerging trends and best practices. Demonstrate expertise in people analytics, including AI/ML for HR planning, and contribute to new concepts and standards.
• Develop and maintain analytics platforms for integrating diverse employee data (e.g., turnover, performance, engagement). Collaborate with external vendors to access advanced analytics tools and techniques.
• Partner with HR and business leaders to identify critical questions, prioritize initiatives, and use data to inform decisions in workforce planning, organizational design, and talent management. Collaborate with internal/external experts to research, analyze, and present multi-source data for problem-solving.
• Develop dashboards and reports to effectively communicate key HR metrics, trends, and actionable insights to senior leadership through compelling data visualizations and storytelling.
• Utilize employee listening tools to gather feedback, identify trends, and address employee experience issues. Lead the design, development, and deployment of analytics products that drive data-informed workforce decisions, aligning employee needs and organizational effectiveness.
• Participate in developing and maintaining an HR data governance framework to ensure data quality, security, and regulatory compliance.
• Contribute to the roadmap for continuous evolution of the people analytics function, incorporating new technologies, processes, and methodologies in collaboration with senior People Analytics and HR leaders.

People Analytics and Planning Specialist

• Lead the end-to-end Workday transition project, including planning, implementation, testing, deployment, and post-go-live stabilization.
• Oversee ongoing Workday operations, maintenance, enhancements, and continuous improvement in partnership with HR, IT, and service providers.
• Partner with stakeholders to analyze business needs and translate them into Workday requirements and configuration changes.
• Manage Workday integrations with other business systems, ensuring data integrity, security, and seamless data flow.
• Support day-to-day Workday operations, including issue resolution, system audits, upgrades, and scheduled maintenance activities.
• Develop and maintain Workday system documentation, user guides, and training materials; deliver end-user support and enablement sessions.
• Build and leverage Workday-based global HR and people analytics capabilities to support workforce planning and data-driven decision-making.
• Design and maintain Workday dashboards, reports, metrics, and analytics for all levels of management, translating data into actionable business insights.
• Ensure data accuracy, governance, compliance, and continuous improvement in Workday system performance and user experience.
• Support HR technology budgeting, forecasting, and cost control related to Workday implementation, vendor management, and ongoing operations.

Senior Manager, HRIS – People Analytics

• Collaborates with business leaders to identify business priorities and leverage strategic people planning to build consistency across the organization.
• Ensures alignment of the people plan, people programs and tools with business strategic goals, and advises on the development and implementation of the holistic people plan for the assigned groups.
• Collaborates with business leaders to interpret the business needs and people priorities.
• Identifies and predicts current and future talent needs and influences the design and implementation of strategic talent management solutions in alignment with organizational strategy, data, and budgets.
• Identifies the need for change and leads the implementation and adoption to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for an organization.
• Designs and manages the implementation of interventions to improve leadership and team performance and capability.
• Works collaboratively with Employee Relations and Senior Leaders to provide P&C policy guidance and interpretation as needed.
• Partners with P&C centers of expertise including Talent Acquisition, Learning and Development, Compensation and HRIS to effectively implement and monitor people programming throughout Pathward.

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