People Operations

• 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

• 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

• 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

• Serve as the primary People partner for Carrier Partnerships, Strategic Accounts, Customer Support, and Finance — building trusted relationships at all levels, from ICs to senior leaders.
• Develop a deep understanding of each client group’s business model, goals, and talent challenges, and translate that into proactive people strategies.
• Advise leaders on org design, workforce planning, team effectiveness, and leadership development with a long-term, outcomes-oriented lens.
• Anticipate people risks before they surface, and bring forward data-informed recommendations that help leaders make better decisions about talent.
• Represent the People function credibly in business planning conversations, operating reviews, and leadership forums.
• Own end-to-end employee relations matters across the U.S. and international locations, including performance improvement plans, complex investigations, terminations, and compliance.
• Build and continuously improve ER frameworks, documentation standards, and escalation paths that create consistency and reduce risk at scale.
• Provide expert, independent guidance to leaders navigating performance issues, corrective action, and sensitive employee situations — balancing legal risk, human impact, and business need.
• Design scalable performance management infrastructure — guidelines, toolkits, calibration processes — that can operate consistently without depending on individual heroics.
• Partner closely with People Operations and Legal to ensure fair, compliant outcomes, particularly across multi-jurisdiction situations.
• Go beyond survey data — build real relationships with employees at all levels, including ICs, to understand what’s actually happening on the ground and bring those insights to the right conversations.
• Translate engagement data into clear, actionable insights, surfacing patterns across client groups and helping leaders build credible, time-bound action plans.
• Design and maintain a listening ecosystem beyond formal surveys (e.g., pulse checks, stay interviews, onboarding/exit signals) that gives leaders ongoing visibility into team health.
• Champion transparency and follow-through on engagement commitments, helping Shippo build a culture of trust and accountability.

Lead People Business Partner

• 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

• Provide HR leadership to a number of business units at the DaVita Medical Group national headquarters in Denver, Colorado
• Exhibit behavior and communication skills that demonstrate DaVita Medical Group's commitment to superior customer service
• Execute people strategies, programs, and initiatives that support business strategies
• Develop and maintain an understanding of the healthcare industry and the DMG business model
• Build effective and productive working relationships with internal stakeholders and clients
• Coach business leaders on people policies, programs, and processes
• Act as a change-agent as DMG continues to grow and evolve
• Investigate and resolve employee relations issues
• Demonstrate strong project management abilities and process-orientation.
• Balance business partnering skills with employee advocacy.

Manager, People Services

• Lead, coach, and develop the People Business Partner team, setting clear expectations, priorities, and service standards.
• Build, refine, and operationalize the PBP model, including core processes, playbooks, tools, templates, and best practices that improve consistency, quality, and scale.
• Establish team operating rhythms for workforce planning, talent reviews, organizational changes, performance cycles, and executive partnership.
• Guide PBPs on complex business, talent, and employee matters while elevating overall capability, judgment, and partnership across the team.
• Partner across the People Team to ensure strong alignment among PBPs, People Operations, Talent Acquisition, Total Rewards, Learning & Experience, and Legal.
• Serve as the strategic People advisor to assigned executives and senior leaders, translating business priorities into practical people strategies and actions.
• Roll up sleeves to directly support executive leaders and client groups as needed, particularly during business-critical moments, leadership transitions, restructures, or gaps in coverage.
• Use strong business acumen, data, and judgment to advise on organizational effectiveness, talent needs, team design, leadership capability, and employee experience.
• Build trusted relationships with leaders and provide direct, thoughtful coaching on performance, leadership, team health, and change.
• Lead workforce planning efforts with leaders and FP&A to align headcount, capabilities, and organizational structure with company strategy and budgets.
• Partner on organization design, role clarity, leveling, job architecture, and position management to support growth, efficiency, and scale.
• Drive talent management processes including performance reviews, talent assessment, succession planning, leadership development, and career growth.
• Partner with leaders to identify organizational risks, capability gaps, retention concerns, and development priorities, and turn those insights into action.
• Support global and evolving business needs, including organizational changes tied to new functions, international growth, or Mexico operations, as applicable.
• Act as a senior escalation point for complex and sensitive employee relations matters, balancing business needs, employee experience, and risk.
• Guide leaders and PBPs on investigations, performance matters, corrective action, leaves, accommodations, policy interpretation, and sensitive employment decisions.
• Ensure People practices and decisions align with company policy and applicable employment laws and are applied thoughtfully and consistently.
• Lead the people side of change initiatives, restructures, leadership transitions, and process improvements with clear communication and sound change management.
• Leverage Workday, people analytics, AI, and automation tools to improve insight, speed, and consistency in HR business partnering work.
• Identify repeatable workflows that can be simplified, standardized, or automated across the PBP model, including reporting, documentation, communications, and knowledge management.
• Define and monitor key people metrics to inform decisions and measure impact across talent, organization, and workforce outcomes.
• Sets and ensures responsible use of AI and automation in HR workflows with guardrails and appropriate attention to privacy, data quality, bias mitigation, and good judgment in alignment with R365 AI guidelines.

Director, People Business Partner

• Own and scale the People function as we enter our next phase of growth post-Series B
• Serve as the senior People advisor to the COO, CEO, and executive team on organizational design
• Run full-cycle recruiting personally for senior engineering, go-to-market, and executive roles
• Administer Pantomath's HRIS and ensure data integrity at all times
• Maintain compliance with federal, state, and local employment laws
• Design and run the rituals, recognition programs, and communication rhythms that keep a distributed company cohesive

Head of People

• 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

• Establishes and enforces consistent frameworks, policies, and decision models that ensure compliant, defensible, and enterprise-aligned outcomes.
• Provides executive-level oversight and guidance on the most complex and high-risk employee relations and workforce cases.
• Identifies systemic trends and root causes to drive policy enhancements, process improvements, and preventative risk controls.
• Partners across HR, Legal, Compliance, and Centers of Excellence to align on risk thresholds, governance practices, and regulatory requirements.
• Designs scalable solutions that improve consistency, reduce escalations, and protect strategic HR capacity.
• Influences senior leaders on sensitive workforce decisions with significant organizational impact.
• Hires, trains, coaches, counsels, and evaluates performance of direct reports.

Director, People Resolution

• 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

• Define and lead execution of a multi-year roadmap for Oracle Fusion HCM and the broader people systems ecosystem, aligned to enterprise growth and talent strategy.
• Serve as the HR product owner for all people systems, translating business priorities into system design, configuration, and enhancements
• Lead end-to-end solution design, ensuring HR processes are effectively enabled through scalable, intuitive systems.
• Establish and lead an enterprise HRIS governance model, including intake, prioritization, service levels, and roadmap transparency.
• Partner with Technology team to ensure alignment on architecture, integrations, cybersecurity, and data governance while maintaining HR ownership of functional priorities.
• Partner with Finance to align systems with workforce planning, headcount forecasting, and financial reporting requirements.
• Partner with the Business Transformation, Innovation and AI teams to drive continuous improvement while leveraging AI-enabled functionality.
• Ensure compliance with internal controls, audit standards, and data governance requirements.
• Own the configuration strategy and standards within Oracle HCM Cloud across all modules, ensuring consistency, scalability, and quality.
• Drive continuous improvement through:
• - Workflow automation and digitization
• - Reduction of manual processes and complexity
• - Expansion of reporting and analytics capabilities
• Build structured feedback loops with HR and business leaders to continuously enhance system effectiveness.
• Advance enterprise workforce data and reporting capabilities to support real-time, data-driven decision-making.
• Build, lead, and develop a high-performing team with expertise across HR systems, configuration, product management, and analytics.

Vice President, HRIS & People Systems

• Executes and facilitates human resource business partner processes, to maximize the strategic use of human resources within the organization.
• Supports functions such as talent acquisition, talent management, workforce planning, performance management, employee development, compliance, communications and operations.
• Provides administrative support as needed.
• Provide a wide-ranging HR Business Partnering service to management, ensuring that all managers have the necessary tools and capability to professionally manage themselves and their people.
• Provide strategic and day-to-day leadership to address the people challenges for the business area.
• Use key people analytics to inform decisions and make recommendations to senior stakeholders.
• Management of HR projects and change within the business.
• Build management capability through coaching and challenging on people management and decisions.
• Create solutions to people issues that enable stakeholders to better meet their commercial objectives.
• Use data and metrics to identify potential issues and support decision-making that really increases employee engagement.
• Build and maintain visible and meaningful working relationships with key internal and external stakeholders and partners.
• Advise on HR legal and employee relations matters to ensure consistency, legal compliance, and risk mitigation.
• Plan and implement HR initiatives and projects aligned to HR's strategic planning process and business-driven initiatives.
• All other duties as assigned.

Manager, People Partner

• Lead and drive sales by taking an Omni channel approach to the retail experience
• Deliver an environment that is engaging and inspiring to the customer
• Shape a strong store culture
• Act as a brand representative reflective of the company values
• Partner with leadership team on creating an engaging visual experience
• Advocate for technology usage and train team members
• Cultivate customer connection through personalized service

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