People Operations

• Serve as the primary People Operations partner to Technology (TnT) for Workday and ADP Workforce Now, ensuring system stability, data integrity, and alignment with organizational needs.
• Partner with TnT to align HR systems architecture, integrations, and technical standards with enterprise technology strategy.
• Develop and maintain the HRIS roadmap in collaboration with TnT, balancing immediate operational needs with long-term scalability and process improvement.
• Translate People, Payroll, Finance, and Compliance requirements into system design and configuration in partnership with TnT.
• Configure, maintain, and enhance Workday business processes, including end-to-end org-wide process flows (e.g. hire-to-retire, job changes, terminations).
• Build and maintain calculated fields, condition rules, validation logic, and reporting frameworks.
• Define security groups and partner with TnT for ongoing security administration.
• Lead Workday testing cycles, releases, and production deployments.
• Serve as key Workday partner to ADP WFN, supporting data flow, payroll readiness, audits, and issue resolution.
• Collaborate with Payroll and Finance teams on system controls, reporting, and reconciliations.
• Serve as the primary People Operations Team lead in managing relationships with HRIS-related vendors, in coordination with TnT and Procurement.
• Act as the escalation point and technical authority for HR systems questions within People Operations.

Director, People Platforms – HRIS

• Support the day-to-day administration and execution of core HR processes, employee lifecycle transactions, HRIS data management, compliance activities, reporting, and employee support services
• Process employee transactions, including new hires, transfers, promotions, status changes, and terminations
• Coordinate onboarding and offboarding activities and documentation
• Prepare and maintain employee records and personnel files
• Support employee document management and record retention practices
• Manage HR workflows, approvals, and administrative processes
• Coordinate employment verification requests and employee documentation needs
• Support employee communication initiatives and distribution of HR information
• Assist with organizational updates, reporting relationships, and employee data maintenance
• Maintain employee records and ensure HRIS data accuracy
• Process employee data changes and system transactions
• Run standard HR reports, audits, and workforce metrics
• Monitor data integrity and resolve discrepancies
• Support HR system testing, upgrades, and implementation activities
• Maintain electronic personnel files and document repositories
• Troubleshoot basic HRIS issues and provide end-user support
• Generate recurring and ad hoc HR reports
• Assist with workforce data analysis and reporting requests
• Maintain HR dashboards and reporting documentation
• Support process documentation and standard operating procedures
• Serve as a first point of contact for HR administrative and operational questions
• Provide employee support related to HR processes, policies, and systems
• Escalate complex employee relations or policy matters appropriately
• Promote a positive employee experience through timely and professional service

People Operations Specialist

• 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

• 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

• Support the development and execution of long-term HR strategies that align with business objectives
• Partner with senior leaders to anticipate future business needs and shape the talent agenda to support organizational growth and transformation
• Drive the corporate talent strategy by identifying critical talent gaps and creating action plans to build a robust talent pipeline
• Oversee workforce planning and succession strategies, ensuring the business has the talent necessary for long-term success
• Foster a high-performance culture by leading initiatives that promote engagement, inclusion, and a positive employee experience
• Address complex employee relations issues and proactively coach managers on handling challenging situations effectively
• Partner with total rewards COE to develop and implement strategic compensation frameworks that are market-competitive and aligned with the company’s job architecture
• Conduct data-driven analyses to ensure equity and consistency across the organization
• Support organizational change initiatives
• Design and implement strategic programs to drive employee development, leadership capabilities, and organizational readiness for future challenges
• Leverage data and people analytics to identify trends and opportunities for improvement in areas such as retention, employee performance, and compensation equity
• Collaborate with other HR functions and teams on a variety of global HR initiatives and projects
• Lead the continuous evaluation of HR processes and systems to improve efficiency and effectiveness

Senior Manager, People Partnering

• Own and drive core operational and employee lifecycle programs from onboarding to off-boarding
• Lead end-to-end program and project management across multiple concurrent initiatives, stakeholders, and timelines, ensuring high quality delivery and execution
• Redesign and scale manual processes (e.g., probation period management) using automation, AI, and agentic workflows
• Identify and implement opportunities to drive operational excellence and consistency across People programs and processes
• Build and maintain the People team's internal knowledge base as a reliable, self-service resource
• Support compliance and audit readiness, including SOC 2, regulatory requirements, and the employee handbook
• Partner cross-functionally to drive key People initiatives (e.g., performance enablement) from concept through execution
• Develop and maintain standard operating procedures (SOPs), playbooks, and process documentation for all core People workflows
• Track and report on key People metrics (e.g., eNPS, time-to-productivity) to drive data-informed improvements

People Programs Lead

• Own end-to-end delivery of enhancements across Workday and the broader People Tech stack, ensuring scalable and high-quality solutions
• Configure and maintain Workday HCM (business processes, security, notifications, and reporting) across key employee lifecycle processes
• Partner with stakeholders across People, Talent Acquisition, Finance, and BizTech to translate business needs into effective system solutions
• Identify and implement opportunities to improve automation – including AI-assisted workflows – to enhance data integrity, reduce manual effort, and elevate the user experience across People systems
• Ensure seamless interoperability across People systems (e.g., Workday, Adaptive, Ashby, payroll providers), optimizing end-to-end workflows
• Design, build, and maintain integrations between Workday and external systems, exploring AI and automation tools (e.g., Workato, AI-powered bots) to streamline data flows
• Monitor integration health, troubleshoot issues, and perform root cause analysis to ensure reliability
• Support workforce planning and headcount data flows, particularly between Workday and Adaptive
• Support testing efforts for new functionality and product releases, ensuring smooth and controlled deployments
• Maintain clear documentation and establish best practices for system governance, change management, and ongoing support
• Stay current on AI and automation trends in the HR Technology space, proactively recommending tools and approaches that can improve team efficiency and employee experience

Senior People Systems, Integrations Analyst

• Lead the design and execution of enterprise workforce planning strategies aligned to business priorities, growth objectives, and financial plans
• Translate business and operating strategies into workforce demand scenarios, highlighting tradeoffs, risks, and implications for leadership decision‑making
• Advise senior leaders on workforce capacity, location strategy, talent mix, and skills implications
• Lead workforce demand and supply modeling, including scenario analysis, forecast assumptions, and sensitivity testing
• Synthesize complex workforce data into clear, executive‑ready insights and recommendations
• Partner with analytics and technology teams to continuously improve dashboards, data quality, and workforce planning tools
• Serve as a trusted advisor to senior leaders across HR, Finance, Talent Acquisition, and the business
• Drive alignment across functions on workforce assumptions, targets, and execution priorities
• Facilitate workforce reviews and decision forums to support timely course correction and risk mitigation
• Establish governance, standards, and operating rhythms for workforce planning and position management
• Lead change management efforts to embed workforce planning into ongoing business and financial processes
• Monitor execution of workforce plans and proactively surface risks, dependencies, and mitigation strategies
• Assess the effectiveness of workforce planning processes and continuously improve methodology, tools, and stakeholder experience
• Institutionalize best practices and scale workforce planning capabilities across regions and business units
• Develop and execute communication strategies that promote transparency, shared expectations, and progress reporting.

Senior Manager, People Analytics – Workforce Strategy

• Build strong relationships across the business to understand key priorities, challenges, and opportunities
• Brings a genuine curiosity about AI and its role in modernizing people operations
• Coordinates with the People Operations Liaison to facilitate the onboarding process
• Partners with Benefits to support the leave of absence process
• Fully owns the ADA accommodation process for active team members
• Maintains business acumen about the company/industry/business/function
• Facilitates HR compliance audits in partnership with the Compliance department
• Analyzes people trends and metrics with People Operations Manager & VP
• Aligns with the corporate people team to ensure enterprise-wide people processes, programs and initiatives are implemented consistently and effectively
• Works in conjunction with other People Operations Professionals in the integration of business processes/tools in Workday and ADP WorkForce Now
• Facilitates training sessions and learning experiences across the organization as needed
• Owns key people programs from day one
• Leads NextGen programs spanning both external and internal audiences
• Partners with the business to ensure these programs deliver real opportunity and impact
• Partners with Learning & Development to design, develop, and maintain the Leaders as Coaches training series
• Supports full-cycle recruiting for Financial Services with a dedicated Talent Acquisition Partner planned for 2027

Senior People Operations Generalist

• Responsible for tasks that monitor and support progress on projects, processes, and technical systems that enable and improve OT’s team performance outcomes
• Drive continuous improvements in processes and projects
• Support and run necessary reports/data, communications, stakeholders/teammates, and technology to enable OT moving toward continuous excellence
• Maintains and improve key performance metrics for industry standards

People Enablement Analyst

• Advise and lead senior level organizations
• Collaborate closely with global PBPs
• Accelerate execution of talent programs and special projects
• Activate the ingredient at the center of Workday’s success – our people

Principal People Business Partner – P&T

• 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

• Serves as trusted advisor and communications partner to the Chief People Officer and People Solutions leadership team.
• Develops communication strategies that advance the people strategy, culture, and team member experience.
• Anticipates communication risks and opportunities, while driving change.
• Provides counsel on messaging, timing, tone, and channels.
• Supports executive positioning for People Solutions leadership, including talking points, presentations, and town hall content.
• Translates complex policies and programs into clear, understandable employee messaging.

Communications Relationship Director – People Solutions

• 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

• 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

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