People Operations

• Develop and execute the people strategy aligned with Novo's mission, growth objectives, and operating plan.
• Serve as a key strategic partner to the executive team, providing insight on organizational design, headcount, and people decisions to guide major business decisions.
• Partner with leadership to determine long-term growth strategy, workforce planning, and staffing plans across the company.
• Lead, mentor, and level up the existing people and recruiting team, building a high-performing function that scales with the company.
• Build comprehensive, integrated recruiting strategies to attract top talent, enable growth, and bring new expertise to Novo.
• Scale and continuously improve the hiring process to attract the best people while delivering an exceptional candidate experience.
• Partner with hiring managers and leadership to define roles, leveling, and hiring plans across a growing organization.
• Establish the systems, tools, and metrics needed to run a data-informed, efficient recruiting function.
• Develop and steward Novo's employee-centric culture, building a foundation of empowerment, accountability, and trust across the organization.
• Develop a successful and engaging strategy for a growing, distributed team across the country and around the world.
• Implement forward-thinking policies and processes that develop a culture of peer-to-peer feedback and recognition.
• Build strong relationships across the organization, partnering with leaders to work toward shared goals through a clear, well-communicated people strategy.
• Lead and innovate the performance management and review process to empower employees in their work and facilitate their personal and professional growth.
• Define career paths, leveling frameworks, and development programs that support employees at every stage.
• Build manager capability and leadership development to grow the next generation of Novo leaders.
• Use people data to understand engagement, retention, and performance, and to inform continuous improvement.
• Own compensation, benefits, and total rewards philosophy, ensuring Novo remains competitive while managing cost responsibly.
• Oversee people operations, including onboarding, HRIS, and the day-to-day employee lifecycle, building scalable systems and processes that grow with the company.
• Partner with Finance on headcount planning, compensation budgeting, and people-related forecasting.
• Ensure people practices, policies, and programs comply with relevant employment laws and regulatory requirements across the jurisdictions in which Novo operates.
• Partner with Legal, Risk, and Compliance to navigate the requirements inherent to a regulated financial services company, including those relevant to hiring and the workforce.
• Identify, assess, and mitigate people-related risks across the business.
• Contribute to strategic planning for future people needs and the company's broader operating roadmap.
• Develop and manage the people and recruiting budget, optimizing spend while ensuring teams have the resources needed to deliver.

Vice President, People

• Help coordinate employee engagement, wellbeing, and culture initiatives across our offices.
• Support onboarding and offboarding processes working closely with other Operations teams to ensure a smooth employee experience.
• Help with driving efforts to ensure that all new LHi’ers are successfully integrated into the business.
• Be an open and responsive first point of contact for employee questions and requests.
• Assist with planning engagement surveys and seeking feedback from our people across the business.
• Help maintain a positive, inclusive, and engaging workplace culture.
• Support with our Buddy/Mentor Program to help enhance new starters' integration into the business.
• Advocate for our LHi-IN initiatives which is the EDI programme run by the business.
• Coordinate day-to-day people administration and maintain accurate employee records.
• Support key people processes including onboarding, benefits administration, employee lifecycle changes and documentation.
• Assist with preparing reports, presentations and people-related communications.
• Help ensure policies, procedures and employee information remain up to date.
• Coordinate and track recurring people processes and deadlines.
• Maintain and update HR, benefits and people systems.
• Help improve workflows, documentation and operating procedures.
• Identify opportunities to make processes more efficient, scalable and employee friendly.
• Support data accuracy and reporting activities.
• Partner with managers and employees at all levels across New York, Austin, Miami and Los Angeles.
• Draft clear, professional employee communications.
• Help ensure information is communicated consistently and effectively across the business.
• Represent LHi’s culture and values in your work with teammates throughout the organization.
• Provide clear communication and onboarding guidance’s to incoming new hires.

Entry Level People Engagement, Human Resources

• Serve as the first point of contact for employee and manager inquiries related to People programs, policies, processes, and Workday transactions.
• Provide timely and accurate support for employee lifecycle events including hires, transfers, promotions, compensation changes, leaves of absence, and terminations.
• Partner with cross-functional teams to ensure a seamless employee experience across all People Operations processes.
• Identify opportunities to improve service delivery, streamline workflows, and enhance operational efficiency.
• Perform regular audits and data quality reviews to ensure data integrity across Workday and connected systems.
• Partner with HR, Payroll, Benefits, managers, and employees to administer and troubleshoot issues related to leave administration, performance reviews, benefits enrollment, and other People initiatives.
• Maintain organizational structures including supervisory organizations, positions, job profiles, cost centers, and related configurations.
• Support Workday security administration, including role assignments, security reviews, and user access maintenance.
• Execute and validate mass data updates using Enterprise Interface Builder (EIB) and other Workday tools.
• Troubleshoot Workday issues and partner with HRIS, Payroll, Benefits, and IT teams to resolve system and process concerns.
• Conduct testing for Workday releases, enhancements, business process updates, and system changes.
• Maintain accurate employee records and ensure compliance with company policies and applicable employment regulations.
• Develop and maintain process documentation, standard operating procedures, and knowledge articles.

Senior People Operations Specialist

• Partner with senior leadership to develop and implement people strategies aligned with business goals
• Work effectively across organisational silos and multiple agencies, driving alignment and consistency
• Provide expertise in organisational development, workforce planning, and restructuring initiatives
• Lead and support HR systems rollouts and optimisation, with a strong preference for experience with Sage People or Bob (HiBob)
• Drive operational excellence across people processes, payroll, and HR administration
• Ensure scalable and efficient systems to support a growing, international workforce
• Act as a trusted advisor to employees and managers across the full employee lifecycle
• Manage and resolve complex employee relations cases, including investigations and risk mitigation
• Coach managers on performance, engagement, and best practice
• Oversee the full employee lifecycle including onboarding, engagement, development, and offboarding
• Partner with Global Head of Talent Acquisition to attract and retain top talent
• Deliver a high-quality, consistent onboarding experience
• Lead and facilitate end-to-end performance review cycles, including objective setting, mid-year check-ins, and year-end evaluations
• Design and deliver line manager training programmes, equipping managers with the skills to have effective performance conversations, give meaningful feedback, and manage underperformance
• Build and maintain a suite of manager development resources, toolkits, and guides to support consistent people management practice across the business
• Partner with leadership to identify capability gaps and design targeted learning interventions
• Support succession planning and long-term talent development strategies
• Coordinate and deliver learning and development initiatives, including workshops, e-learning, and on-the-job learning programmes
• Own the L&D calendar, managing scheduling, communication, and evaluation of training activity
• Measure and report on the effectiveness of learning programmes, using data to continuously improve
• Oversee all US benefits provision, including health, dental, vision, 401(k), and ancillary benefits, managing broker relationships and annual renewal processes
• Support compensation and benefits design and administration
• Oversee and contribute to payroll processes, ensuring accuracy and compliance
• Ensure alignment with internal frameworks and external market practices
• Lead and support organisational change and restructuring programmes
• Guide leadership through change with clear communication and practical implementation strategies
• Develop and maintain HR policies and procedures
• Ensure compliance with UK employment legislation, as well as working knowledge of US employment law across key states, including:
• - California
• - Florida
• - New York City
• Analyse HR data and metrics to inform decision-making and present insights to senior leadership

People Business Partner

• Own onboarding and offboarding end-to-end: offer letters, I-9 verification, background checks, tools provisioning, system access setup, HM coordination, 30/60/90 check-in process, and a clean, documented exit process every time
• Run payroll operations - adding new employees, processing changes, troubleshooting issues, and ensuring every run is accurate and on time
• Manage the benefits program day-to-day: open enrollment, carrier coordination, employee questions, a potential PEO migration, stipend maintenance, usage tracking, and feedback loops
• Own people compliance across all active states: SOS registrations, unemployment insurance, quarterly and annual filings, employee records, handbook maintenance, and working fluency with tools like Mosey, Corpnet, and AbstractOps
• Own employee engagement including pulse surveys, feedback initiatives, and sentiment tracking across a distributed team. Surface themes to leadership and turn feedback into actionable improvements
• Support performance management cycles: mid-year and end-of-year reviews, manager check-ins, scorecard coordination, and keeping feedback loops tight without adding unnecessary process
• Coordinate and manage office gatherings, employer branding events, and more intimate team outings
• Spearhead future office relocation efforts including broker relationships, touring spaces, coordinating buildouts, and ensuring seamless move-in processes
• Administer equity in Carta, partnering with the CoS and Finance on option grants, termination processing, and cap table hygiene
• Partner with COO and Recruiting Lead on headcount planning, leveling, and compensation frameworks
• Partner with Recruiting Lead on candidate experience and recruiting operations including interview coordination, offer letter workflows, ATS hygiene, and keeping the recruiting-to-people handoff clean
• Use AI tools actively to automate repetitive workflows, draft communications, and build more scalable processes — this is an expectation, not a nice-to-have

People Operations Manager

• Oversee recruiting, HR, employee experience, performance management, compensation, and professional development
• Lead a tech-first transformation of the People function
• Evaluate and improve existing systems and processes
• Build a systematic, scalable approach to the People function
• Strengthen employee experience and serve as a trusted advisor to leadership
• Maintain awareness of and ensure compliance with all relevant employment laws

Chief People Officer

• Direct the team in determining and using appropriate techniques that may include diagnostic analysis, active monitoring and/or multivariate modeling methods that can be used to influence strategic business decisions by balancing constraints and opportunities.
• Be a mentor or resource for less experienced analytic talent, onboard new employees and interns, and provide support for recruiting and talent assessment efforts.
• Explore and implement new data and analytic tools, techniques and industry best practices to apply to business problems.
• Interpret and synthesize findings across multiple analyses and influence optimal business action based on balancing business constraints and analytical findings.
• Build organizational partnerships across lines and functional teams to define and inform key strategic decisions.
• Ensure sound data strategy, quality, and coding best practices and bring recommendations and suggestions for improvements to supporting areas.
• Perform other duties as assigned.

Director, Decision Science – Corporate & People Analytics

• Support the execution of core HR processes and systems
• Ensure that payroll, benefits administration, HR systems, and employee support processes are accurate, timely, and responsive to staff needs
• Manage vendor relationships, support HR systems, and act as a primary point of contact through AskTalent
• Ensure timely and accurate execution of core HR administrative processes across the employee lifecycle
• Track trends in inquiries to identify opportunities to improve processes, communication, and documentation.

• Lead the execution of compensation and benefits, and retirement programs, ensuring accurate, timely, and consistent delivery across the Foundation.
• Administer compensation processes, including salary adjustments, stipends, and compensation cycles, ensuring alignment to established structures and guidelines.
• Oversee benefits operations and negotiating benefits renewal in partnership with leadership, ensuring a high-quality employee experience and effective coordination with vendors and internal partners.
• Execute HR policies, procedures, and operational protocols, ensuring consistent and compliant application across the organization (e.g., internal talent policies and employee handbook).
• Maintain and update HR documentation, ensuring policies are clear, accessible, and aligned to legal and organizational requirements.
• Ensure compliance with federal, state, and local employment laws through accurate and consistent implementation of HR practices.
• Identify gaps in policies and processes and recommend improvements to strengthen clarity, consistency, and compliance.
• Own execution of HR operational processes role changes, employee transitions, and offboarding.
• Develop and manage dashboards and reports that track key HR operational and Total Rewards metrics.

Senior Manager, People Operations

• As a member of the Human Resources organization, the Senior People Insights & Engagement Analyst plays a key role in executing Constellation Brands’ global HR strategy.
• Supports enterprise-wide employee engagement and listening efforts, people analytics and insight generation, and company recognition programs.
• Responsible for designing and executing employee research, building dashboards and data visualizations, translating people data into actionable insights, and supporting initiatives that strengthen engagement, culture, and organizational health across the company.
• Manage end-to-end survey processes, including questionnaire development, survey design, data analysis, report creation, and stakeholder presentations.
• Coordinate and support company-wide engagement surveys and pulse surveys, ensuring effective communication and execution.
• Integrate insights from multiple data sources to deliver cohesive, compelling narratives that drive decision-making.
• Navigate and leverage multiple survey platforms to extract and analyze data based on custom reporting needs.
• Translate survey data into polished, report-ready PowerPoint charts, tables, and visualizations.
• Partner with external survey vendors to ensure studies are designed accurately, tested thoroughly, delivered on time, and within budget.
• Provide guidance and support to HR partners and managers on survey access, reporting, and interpretation of results.
• Maintain and update employee engagement–related content on OpenBar.
• Collaborate with HR to identify meaningful metrics, build metric dashboards and data visualizations that clearly communicate people insights.
• Support the quarterly development and analysis of the Organizational Health Dashboards.
• Assist in the design and enhancement of Workday Discovery Boards aligned to organizational health metrics.
• Support additional tools and technologies to expand and automate people analytics capabilities and insights delivery.
• Support Constellation Brands’ enterprise-wide recognition programs and the evolution of the company’s recognition strategy.
• Develop data-informed recommendations to increase recognition participation and foster a culture of appreciation.
• Support the U.S. and Mexico Service Award Program, including vendor partnership, issue resolution, expense tracking, and maintenance of accurate reporting and data.
• Support the Shining Stars Milestone Leave program, including leadership of RPA bot creation and ongoing enhancements.
• Support and enhance the CBI Shine recognition platform, including feature optimization and capability improvements.
• Maintain and update recognition content within the Total Rewards Hub to elevate best practices and visibility.
• Provide program support for the Global HR/Security/Facilities/Meetings, Travel & Events Excellence Award Support the company-wide Marvin Sands Heritage Award process, including:
• Chairing the Steering Committee and supporting the final selection process
• Administering the annual communications campaign for nominees and winners
• Coordinating award logistics, travel, and associated expense processing

Senior Analyst, People Insights & Engagement

• 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
• Delivers a seamless, omni-channel shopping experience
• Acts as an elevated team member, exercising decision-making and multitasking capabilities while always prioritizing service over tasks
• Supports the store management team by participating in daily office procedures
• Continues to develop new skills while being open and responsive to feedback
• Guides and develops Stylist team; takes responsibility for own development and professional growth

Key Holder

• 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

• Own the full new-hire experience from offer acceptance through the first 90 days
• Run a smooth, compliant offboarding process
• Own our HRIS and People tech stack (we run Rippling & Lattice)
• Help run our performance review and check-in cycles
• Administer benefits, leave, and accommodations
• Support day-to-day HR compliance, handbook maintenance, and staying current on employment law basics
• Be a first point of contact for employee questions across the lifecycle

• Design and deliver a best-in-class onboarding experience that gets new hires productive, connected, and engaged from day one
• Build and manage performance review cycles, feedback frameworks, and career development programs
• Serve as the primary resource for employee relations — coaching managers, mediating conflict, and handling sensitive matters with discretion and fairness
• Administer and continuously improve compensation, benefits, and equity programs; lead benchmarking as the company scales
• Develop and maintain HR policies, the employee handbook, and compliance documentation across all jurisdictions we operate in
• Partner with leadership on workforce planning, org design, and headcount decisions tied to business goals
• Track and report on people metrics — attrition, engagement, eNPS, and time-in-role — and surface actionable insights to leadership
• Own the HRIS and people tech stack; evaluate and implement new tooling as we grow
• Manage offboarding processes, conduct exit interviews, and translate findings into retention improvements

People & Talent Generalist

• Set and drive the overall talent strategy and talent philosophy for the KIPP Foundation workforce, ensuring alignment with organizational priorities, culture, and long-term goals
• Partner with the SVP of People Operations and executive leadership to align talent strategy with organizational design, workforce planning, and operational priorities
• Ensure a coherent, integrated talent system across the Foundation, including recruitment, onboarding, HR operations, performance management, development, engagement, and offboarding
• Serve as a strategic advisor to leadership on organizational effectiveness, talent health, and workforce strategy, using data and insights to inform decision-making
• Oversee the design and effectiveness of the full talent lifecycle, ensuring systems and processes drive strong performance, development, and retention outcomes
• Set the vision for performance management and development systems, including goal setting, feedback cycles, and evaluation processes
• Ensure effective HR operations and infrastructure, including recruitment, onboarding, Total Rewards, and compliance
• Use workforce, engagement, and performance data to monitor organizational health, identify risks, and drive continuous improvement across talent systems
• Establish the vision, policies, and standards for employee relations, including performance management, conflict resolution, and policy compliance
• Ensure consistent, fair, and compliant application of HR policies and practices across the organization
• Advise senior leaders on complex employee relations matters and organizational risk, ensuring alignment with legal and organizational standards
• Lead and develop the Talent function, setting the vision and strategic direction to ensure strong execution across both People Operations and Development & Growth
• Oversee and coach Senior Directors, ensuring clear ownership, alignment, and accountability across: People Operations (HR systems, recruitment, Total Rewards, and HR operations) Development & Growth (goal setting, performance systems, manager development, and engagement)

• Own the People technology ecosystem, with UKG serving as the core system of record, ensuring systems are scalable, connected, and aligned to business needs
• Govern and maintain organizational data structures including entities, departments, sub-departments, job codes, job architecture, reporting hierarchies, and naming conventions to ensure consistency and reporting integrity
• Design and oversee People systems architecture and data flows across HR platforms (e.g., ATS, payroll, benefits, compensation, performance tools), ensuring accurate and reliable upstream/downstream integrations
• Build and maintain People reporting, dashboards, and workforce analytics (within UKG and external BI/reporting tools) to support operational and executive decision-making
• Analyze workforce data to identify trends, correlations, risks, and opportunities, and translate findings into actionable insights and recommendations
• Partner cross-functionally with HR, IT, Payroll, Finance, and business leaders to align on systems strategy, data governance, reporting logic, and workforce metrics
• Ensure data accuracy, consistency, integrity, and security across People systems and downstream reporting environments through audits, validation, and reconciliation processes
• Identify opportunities to streamline processes, automate workflows, and improve reporting infrastructure, including leveraging AI and automation tools where appropriate
• Oversee HR technology enhancements, integrations, and vendor partnerships, partnering with external consultants where appropriate for technical configuration work
• Train and support stakeholders on People systems, reporting, and data interpretation, building scalable self-service reporting capabilities where possible
• Identify complex system and data issues, recommend solutions, and drive resolution end-to-end

Manager, People Technology & Analytics

• Set the strategy and vision for People Operations, including HR systems, people analytics, workforce insights, benefits administration, compliance, employee lifecycle operations, and employee services
• Build and evolve People analytics and workforce insights capabilities, developing reporting, dashboards, metrics, and decision-support tools that enable leaders to make informed decisions about talent, organizational effectiveness, and workforce planning
• Own and optimize People systems and workflows, ensuring scalability, data integrity, operational efficiency, and seamless employee experiences across the lifecycle
• Build and evolve scalable People processes and service delivery models that improve efficiency, consistency, and employee experience across the organization
• Improve efficiency, scalability, and employee experience through process improvement, automation, systems optimization, and thoughtful application of AI-enabled tools and workflows
• Identify opportunities to embed AI and emerging technologies into People Operations workflows to improve efficiency, employee experience, scalability, and quality of service delivery
• Partner cross-functionally with Finance, IT, Legal, and People teams to support workforce planning, compensation operations, reporting, organizational health metrics, and strategic business initiatives
• Oversee benefits and leave administration programs, ensuring competitive offerings, operational excellence, and compliance with applicable federal, state, and local regulations
• Ensure strong governance, compliance, and operational controls across People systems, policies, processes, and employee data management practices
• Lead and modernize employee support operations, including self-service capabilities, knowledge management, service standards, and scalable employee support models
• Drive operational excellence across the employee lifecycle, including onboarding, internal mobility, and offboarding experiences
• Apply product management and service design principles to employee-facing programs, systems, and operational workflows to continuously improve the employee experience
• Lead operational transformation initiatives and change management efforts that improve scalability, organizational efficiency, and employee experience across the business

Senior Director, People Operations

• Own day-to-day administration, maintenance, and optimization of People systems, with a focus on HRIS health, automation, workflow reliability, permissions, documentation, and data accuracy
• Evaluate and apply AI tools within the existing tech stack where appropriate, and recommend new solutions to streamline People Operations workflows, reduce manual work, and improve quality
• Maintain our compensation structure through benchmarking, performing audits, reconciliations, data validation, and performance cycle readiness; partner with the Chief People Officer on compensation philosophy, strategy and design
• Build and maintain recurring audits and controls across employee and contractor data, system fields, and downstream integrations to ensure information is accurate, compliant, and working as expected
• Partner closely with Accounting, Finance, Recruiting, IT, and other cross-functional stakeholders to support clean handoffs, accurate people data, and reliable operational workflows
• Run and support recurring People Operations deliverables such as performance review administration, engagement survey operations, reporting support, and related collateral
• Produce clear reporting and analyses for People leaders, especially in areas related to compensation, headcount, and workforce data
• Troubleshoot system and workflow issues, identify root causes, and proactively recommend fixes or process improvements
• Support operational projects and process improvements with strong organization, documentation, follow-through, and attention to detail

People Systems & Operations Analyst

• Handle day-to-day operational needs including onboarding/offboarding, employee support, relocations/visa logistics, and office/event coordination.
• Be a reliable partner to Finance, People, IT, and Legal - supporting vendor coordination, travel, systems (e.g. CRM), and general operations.
• Help lay the foundations that allow the company to continue to grow at an exceptionally fast rate - setting up new processes, supporting compliance, payroll, and international entity expansion.
• Act as a project manager for initiatives across the business. Whether it’s a new process, a cross-team rollout, or a one-off leadership request, you’ll scope feasibility, plan timelines, coordinate stakeholders, and drive execution to completion.
• Manage multiple concurrent projects and tasks with a high degree of autonomy.
• Liaise with internal and external stakeholders to gather requirements, troubleshoot issues, and deliver solutions.
• Stay on top of deadlines, documentation, and follow-ups to ensure nothing falls through the cracks.
• Continuously look for ways to streamline and optimize operations.

Strategy & Operations – People

• 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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Vice President, People

Entry Level People Engagement, Human Resources

Senior People Operations Specialist

People Business Partner

People Operations Manager

Chief People Officer

Director, Decision Science – Corporate & People Analytics

People Operations Manager

Senior Manager, People Operations

Senior Analyst, People Insights & Engagement

Key Holder

Senior People Business Partner

People Operations Manager

People & Talent Generalist

Vice President, People

Manager, People Technology & Analytics

Senior Director, People Operations

People Systems & Operations Analyst

Strategy & Operations – People

People & Culture Business Partner