People Operations

• Serve as the primary guide for new hires from offer acceptance through their first 90 days
• Assist with all pre-boarding activities, including background checks, licensing and credential verification, collection of employment documents, and preparation of system access requests
• Ensure onboarding activities follow company-defined processes and comply with applicable requirements as communicated by leadership
• Respond to team member HR-related questions in line with established policies and procedures; escalate complex or unusual matters to the Level II Navigator or Department Manager
• Assist with onboarding activities including orientation scheduling, benefits enrollment support, and training plans
• Act as the first point of contact and escalation point for all team member HR-related questions, including benefits, payroll, policies, and general HR procedures
• Address inquiries in real time where possible, following established procedures; escalate unresolved or complex issues
• Manage timely resolution of team member and leadership needs via ticketing system
• Serve as the primary point of contact for Business Office Coordinators (BOCs), Business Office Managers (BOMs), Area Clinical Operations (ACOs), Executive Directors (EDs), and hiring managers to provide guidance, answer questions, and fulfill documentation requests
• Partner with leaders and BOCs/BOMs in fulfilling surveyor requests to review background checks and other personnel file documents; support survey readiness activities as appropriate
• Accurately document inquiries and resolutions to support reporting and continuous improvement efforts
• Maintain a network of internal contacts to quickly address and resolve multi-step or cross-departmental issues
• Collaborate with People team members to align communication and process improvements
• Apply service excellence principles to every team member and leadership interaction by listening actively, responding empathetically, and providing clear, accurate information
• Uphold confidentiality and handle sensitive matters with discretion
• Maintain accurate team member records in People systems and ensure timely updates
• Compile routine reports as directed to support onboarding, employee engagement, and service delivery tracking

People Service Center Navigator

• Serve as a primary point of contact for teammate questions and requests.
• Manage the Zendesk service desk queue.
• Support employee lifecycle processes including onboarding, offboarding, employee changes, documentation, and general People Operations administration.
• Partner closely with People Strategy Partners to provide operational support.
• Maintain accurate employee records, process documentation, and People Operations resources.
• Identify opportunities to improve processes and enhance the teammate experience.
• Own and continuously improve the onboarding experience for new hires.
• Facilitate engaging onboarding sessions.
• Develop and maintain onboarding resources, playbooks, and checklists.
• Partner with IT, Finance, and Hiring Managers for onboarding experience.
• Coordinate onboarding logistics and required documentation.
• Track onboarding metrics and new hire feedback.
• Serve as the primary People Team contact for workplace operations across Gainsight's global office locations.
• Partner with local office contacts and vendors to support workplace needs.
• Coordinate office-related projects and manage workplace vendors.

People Specialist II

• In collaboration with the store team, supports the selling, service, and operations with an emphasis on merchandising and display
• Acts as a brand ambassador
• Trains the team on store processes, merchandise placement, and standards
• Participates as the manager-on-duty
• Manages the visual direction from planning through execution to meet company expectations

Assistant Visual Manager

• 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

• Execute seamless onboarding and offboarding processes end-to-end
• Maintain compliant, audit-ready employee records, files, and documentation (exs., I-9, payroll, benefits, etc.)
• Ensure accuracy across HR systems, payroll inputs, and benefits administration
• Serve as the first point of contact for employee HR questions
• Provide clear, timely answers or route issues appropriately
• Help employees navigate benefits, policies, and internal processes
• Support and maintain HRIS and people tools
• Track key HR data (headcount, turnover, onboarding status) via our HR platform Rippling.
• Partners with leadership on audits, compliance initiatives, reporting, and scaling people systems
• Working with our ATS (Ashby), internal teams, any external recruiters to facilitate both building a company database of potential hires and keeping the recruiting process running seamlessly.
• Coordinate interview scheduling and candidate communications
• Drafting offer letters and new hire paperwork
• Ensure new hires are set up and productive on day one
• Assist with performance review cycles and feedback collection
• Help operationalize culture initiatives and internal communications
• Identify process gaps and propose improvements

People Operations Specialist

• 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

• Act as local delivery experts of JLL’s global HR strategy
• Proactively anticipate opportunities or issues and develop innovative solutions
• Enable an exceptional employee experience during moments that matter throughout the employee lifecycle
• Contribute towards a culture of inclusion
• Lead or participate in just-in-time projects impacting business results
• Manage various degrees of employee relations situations and performance management
• Provide consultation to business stakeholders through coaching, training, and advisory support
• Support assigned employee group in transition, expansion, and stabilization of new business
• Cultivate strong meaningful relationships with local employees and People Partners
• Execute on HR tasks by driving efficiencies in the employee life cycle

People Experience Partner

• Own and execute complex HR operational processes across the global employee lifecycle including onboarding, job changes, compensation updates, leaves, and offboarding.
• Serve as a senior escalation point for complex employee cases requiring cross-functional coordination or country-specific expertise.
• Ensure consistent, policy-aligned service delivery while adapting processes to local regulatory and payroll requirements.
• Act as a primary HR operations partner to Payroll, supporting payroll execution across the U.S., Canada, and other supported countries.
• Document payroll-related processes and controls to support compliance, continuity, and knowledge transfer.
• Support and coordinate global mobility activities, including cross-border transfers, relocations, country changes, and work authorization tracking.
• Identify process gaps and improvement opportunities related to mobility workflows and employee experience.
• Lead data validation efforts tied to payroll, benefits, and reporting cycles.
• Support internal and external audits by preparing documentation, reconciling data, and responding to findings.

Principal People Operations Advisor

• 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 escalation for complex medical, pharmacy, dental, vision, COBRA, and similar benefit claims.
• Own complex, high-risk benefits cases from intake through full resolution, including proactive follow-up to ensure outcomes such as claims reprocessing, authorizations, and billing corrections.
• Proactively review Team Member benefit enrollments and ensure they understand all available benefit options.
• Provide concierge advocacy by coordinating directly with carriers—leveraging warm transfers, three-way calls, and direct outreach—to resolve issues.
• Deliver personalized, empathetic guidance for sensitive or ongoing medical situations and remain the single point of contact until full resolution.
• Monitor high-risk or high-cost cases and proactively engage affected Team Members.

People Services, Benefits Specialist II

• 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

• 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

• Responsible for leading teams to implement strategy, roadmaps, change/adoption management plans, success metrics, and implementation plans for multiple large multi-disciplinary cross-functional initiatives for the Global Enterprise that enhance how Unum supports our employees/managers, clients, and evolving business models
• Leads more than one large program to deliver these initiatives with responsibility for coaching and directing the work of those assigned from P&C
• Drives large process and operational improvements, thinking creatively to deliver innovations to improve the Unum employee and manager experiences, influences implementation in functional areas within P&C
• Partners with Strategy and Planning Team colleagues, HRBPs, P&C SLT to drive the end-to-end change adoption plan for key initiatives that impact the Global Unum workforce
• Effectively presents data and analysis for key performance indicators, recommendations, and trends; responsible for regular program reporting
• Builds strong partnership across P&C to ensure consistency and operating effectiveness
• May oversee a small team of program managers
• May perform other duties as assigned

Senior Program Manager, People Engagement

• 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

• Own full-cycle recruiting across all open roles — from intake through offer and close
• Lead disciplined, proactive, passive outreach as the primary sourcing strategy — identifying and engaging talent before they're looking, not waiting on applications
• Build and manage relationships with candidates to deliver an exceptional experience from first contact to Day 1
• Partner with hiring managers to define role requirements, calibrate on candidate profiles, and move decisively
• Develop and maintain a proactive talent pipeline for high-frequency or strategic roles
• Negotiate compensation and benefits packages with candidates — balancing candidate expectations with internal equity and budget, and doing so with confidence and skill
• Track and report on recruiting KPIs, including time-to-fill, offer acceptance rate, and source effectiveness
• Own and continuously improve the onboarding experience to accelerate new hire productivity and integration
• Oversee benefits and compensation policy — keeping RedRover competitive and ensuring pack members understand and use what they have
• Administer and act on eNPS survey results, identifying trends and driving meaningful follow-through
• Lead employee development programs and support managers in growing their teams
• Maintain HR documentation, process guides, and policy frameworks — clear, current, and accessible
• Partner with leadership on retention strategy, using data to stay ahead of flight risks
• Lead and develop the Business Operations Specialist

Talent & Culture Manager

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

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People Experience Partner

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Seasonal Stylist

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Seasonal Stylist

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Stylist

Talent & Culture Manager

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