People Operations

• Partner with business leaders to develop and execute talent strategies aligned to business goals
• Build succession pipelines and develop internal talent
• Support workforce planning and organizational design
• Coach leaders to improve performance, engagement, and team effectiveness
• Provide guidance on employee relations matters and risk mitigation
• Lead talent reviews, performance management, and development planning
• Partner with L&D to deliver impactful learning solutions
• Ensure alignment with compensation programs and regional strategies
• Identify and address future talent gaps
• Build strong relationships across business units
• Collaborate with COEs to ensure alignment on programs and initiatives
• Co-create and design practical solutions that meet business needs
• Use data and insights to inform decision-making
• Lead cross-functional HR projects and continuous improvement initiatives

Manager, People Partnering

• Own administration and ongoing optimization of Rippling across contractor and instructional staff populations, with support for HQ employees.
• Maintain high data integrity across all employee and contractor records - ensuring records are accurate, complete, and audit-ready at all times.
• Build and improve automations, workflows, and system processes as the workforce scales.
• Serve as the internal go-to for system questions, troubleshooting, and process guidance.
• Support key annual processes including open enrollment and any HRIS migrations or implementations.
• Partner with the compliance and legal teams to build and maintain Rippling workflows that capture the specific reporting requirements, classification rules, and documentation needs of our instructional workforce.
• Support payroll processing for hourly and program-based instructional staff in Rippling, ensuring accurate and timely pay runs.
• Manage compensation and rate changes, ensuring updates are reflected correctly in Rippling and processed on cycle.
• Coordinate contractor invoice and payment workflows, including final pay processing for offboarding contractors.
• Identify and resolve payroll discrepancies in partnership with Finance and the Associate Director of People Operations.
• Manage onboarding workflows for contractors and instructional staff - ensuring agreements are executed, documentation is complete, and system access is in place before day one.
• Own ongoing lifecycle administration: compensation changes, role or scope changes, status changes (including contractor-to-employee transitions), and record updates.
• Serve as the primary point of contact for employee relations matters for frontline team members - including performance management documentation (e.g., PIPs), manager guidance, benefits questions, and day-to-day HR support - escalating to the Associate Director as needed.
• Support leave management for frontline staff - tracking leave requests, coordinating documentation, and ensuring accurate reflection in payroll and records.
• Manage offboarding for contractors and instructional staff - documentation, system access removal, final pay coordination, and agreement closure.
• Track and manage program contract renewals for instructional staff - maintaining a system of record for active agreements, renewal dates, and rate structures, and partnering with Legal to ensure renewals are executed on time.
• Support execution of company-wide People programs and initiatives led by the Associate Director of People Operations, including performance review cycles, policy rollouts, and employee communications.
• Manage logistics for the performance review cycle - tracking timelines, coordinating with managers, and ensuring process runs on schedule.
• Support the preparation and distribution of People team communications and program materials across the full employee population.
• Take on ad hoc People Ops projects as the team and company scale, stepping in where execution support is needed most.

People Operations Specialist

• 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

Stylist

• Collaborates with the management team in supervision of store operations functions
• Acts as a brand ambassador and reflects the company values
• Creates selling initiatives that enhance the customer experience
• Delivers a seamless, omni-channel shopping experience
• Actively participates in managing the store environment and customer experience
• Takes initiative in teaching and sharing product knowledge
• Supports the store management team by participating in daily office procedures
• Collaborates with key partners to effectively execute shipment processing
• Adheres to store’s safety standards and upholds all company policy and procedures
• Engages employees at all levels to encourage open dialogue
• Displays eagerness to develop new skills

Key Holder

• Partner with functional leaders to align People priorities with business needs and strengthen organizational health across teams.
• Provides coaching and guidance on team effectiveness, talent planning, and organizational design, helping build leadership capability and readiness for future growth.
• Supports People and Performance in Harmony by translating business priorities into clear actions that drive clarity, engagement, and performance.
• Shapes how People practices are experienced across teams, supporting leaders in ways that reflect care for people and the business in daily interactions, decisions, and development conversations.
• Builds alignment across leaders and supports consistent, effective application of People Capabilities & Enablement initiatives across teams, while adapting to business and local needs.
• Contributes to key People initiatives and priorities, supporting implementation and continuous improvement as the organization evolves.
• Coach and advise leaders on organizational health, team effectiveness, and leadership capability.
• Partner on organizational design, workforce planning, and team structure decisions.
• Support talent planning, succession discussions, and development planning aligned to future needs.
• Guide leaders through Elevate performance cycles, ensuring consistent execution and meaningful leadership conversations.
• Support change leadership and communication across teams and functions.
• Serve as escalation point for significant team member relations matters, conducting final review and guiding next steps.
• Partner on requisition approvals, recruiting approach, and selection of leadership and critical roles.
• Leverage People metrics and insights to inform decisions and monitor progress on key priorities.
• Partner with other People Business Partners across functions, teams, and sites to align priorities and drive consistent execution while adapting to local context.
• Guide leaders in balancing care for people with clear expectations and accountability, ensuring consistent and effective team leadership.
• Partner with People Operations to support consistent, effective execution of core People processes.
• Provide guidance on onboarding, offboarding, and core workflow execution as needed.
• Support escalation and resolution of complex team member relations matters.
• Ensure processes are applied consistently and aligned with established standards and policies.
• Identify gaps in execution and partner with People Operations to address them.
• Support consistent adoption and execution of People Capabilities & Enablement initiatives across teams.
• Implement performance management processes and support Elevate cycle execution.
• Apply compensation and incentive governance practices in partnership with leadership and People teams.
• Support rollout and application of job architecture and role harmonization efforts.
• Ensure adoption and understanding of policies and procedures.
• Facilitate engagement and culture initiatives, including EVM follow-up and action planning.
• Coordinate training efforts in partnership with Learning & Development.
• Reinforce consistent use of People tools, systems, and governance practices.
• Contribute to development of initiatives through targeted projects or pilots as needed, in partnership with People Capabilities & Enablement.

People Strategy 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.

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