People Operations

• Serve as the data and analytics expert for ES4ES — owning people data requests, using Tableau dashboards, triangulating data across systems (including Employee360), and proactively surfacing trends and insights to support ES leaders and ESBPs.
• Provide operational and analytical support to the ES Strategic Initiatives team on high-priority, cross-functional people programs including org design, talent strategy, change management, and leadership development initiatives.
• Monitor and interpret trends and metrics around employee satisfaction, attrition, turnover, and organizational health.
• Use HR analytic tools to make data-driven recommendations and translate complex data into executive-ready narratives and presentations.
• Support digital transformation efforts through use of AI/Agents and continuous improvement of processes — actively exploring and piloting AI tools to improve the efficiency and scale of data analytics and program execution.
• Partner with the ES Strategic Initiatives team, ESBPs, HR Centers of Excellence (COEs), and global partners to help deliver seamless HR processes, programs, and insights across the organization.
• Create tools, templates, and resources for consistent service delivery at scale across both ES4ES and Strategic Initiatives.
• Act as a trusted resource for ESBPs and leaders — navigating processes, answering questions, and creating supporting documents across both teams.

Employee Success Consultant Manager

• Manage the day-to-day People Operations function, ensuring processes run smoothly and efficiently.
• Own employee lifecycle processes including onboarding, offboarding, employee changes, and documentation.
• Maintain and improve HR systems, policies, and processes as the company scales.
• Ensure compliance with federal, state, and local employment regulations.
• Lead compensation programs including salary reviews, benchmarking, job leveling, and compensation planning.
• Manage employee benefits programs and serve as the primary point of contact for benefits administration.
• Oversee 401(k) administration, including employee communications, compliance requirements, and vendor relationships.
• Act as a trusted advisor to managers on employee relations, performance concerns, team development, and organizational effectiveness.
• Identify opportunities to strengthen employee engagement and retention.

Director of People Operations

• Assist the development and execution of all benefit programs.
• Ensure compliance with all applicable laws and regulations.
• Manage relationships with vendors and brokers.
• Develop and improve HR processes (including onboarding and orientation)
• Maintain accurate records and documentation.
• Provide guidance and support to employees on company related matters.
• Develop and deliver presentations on various learning content.
• Oversee the Workday learning ecosystem.
• Work effectively with internal and external clients and candidates.
• Source effectively for industry leading candidates.
• Partner with individual managers to ensure the delivery of all recruiting aspects.
• Manage all stages of the hiring process for various roles.
• Own and schedule for multiple positions.

People Generalist

• 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

• Acts as a brand representative reflective of the company values
• Advocates for technology usage and trains the team
• Cultivates an environment of genuine customer connection
• Continuously talent plan to build a strong internal bench
• Participates as the manager-on-duty by driving engagement
• Oversees and contributes to upholding daily operating procedures
• Collaborates with key partners to lead timely and effective execution
• Utilizes company tools to analyze business opportunities
• Leads with an inclusive and people-first philosophy
• Fosters a culture of communication and teamwork
• Embraces a culture of development

Store 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 the embedded People Partner for Revenue and Customer leaders, acting as a trusted advisor who improves team effectiveness, drives business outcomes, and helps leaders navigate ambiguity, scale, and organizational change.
• Coach leaders through performance, conduct, development, and retention decisions while strengthening leadership capability across the organization. Drive performance management, calibration, succession planning, and talent development initiatives, including identifying emerging leaders and building intentional paths toward management readiness.
• Use engagement data, attrition signals, and pattern recognition to get underneath team health issues and performance gaps — then bring leaders a point of view, not just a summary.
• Coach leaders to address people's issues early and decisively — before they become formal matters. When situations do escalate, navigate them with sound judgment, high integrity, and a clear escalation path.
• Work closely with TA, L&D, and Total Rewards on hiring strategy, onboarding, workforce planning, and cross-functional initiatives.

People Partner

• Acts as a brand ambassador and reflects the company values
• Creates selling initiatives that enhance the customer experience
• Delivers a seamless, omni-channel shopping experience
• Acts as an elevated team member
• Participates in managing the store environment and customer experience
• Takes initiative in teaching and sharing product knowledge
• Supports the store management team by participating in daily office procedures
• Collaborates with key partners for effective execution of operations
• Engages employees to encourage open dialogue

Key Holder

• 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.

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

Stylist

• 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

• Provide coaching and consult to Leadership team to help drive key people and strategic priorities, aligning HR strategy and business needs.
• Facilitate change management processes as needed.
• Provide leadership on performance management, talent management, and succession planning.
• Work closely with management and employees to assess leadership and managerial needs and recommending training and development programs.
• Work with leaders to identify and support employee development to include mentoring and coaching as needed.
• Utilize HR metrics and analytics to include trending and tracking of business unit specific HR objectives.
• Provides leadership development and best practices coaching to strengthen the skills of business leaders within all levels of the organization.
• Consults with the respective business teams on employee engagement, retention, org design, workforce planning, and leader coaching initiatives.
• Champions a performance-driven process where expectations and key measurements improve organizational talent to achieve business objectives including goal setting, quarterly evaluation, and annual performance review activities.
• Ensures compliance with all relevant laws, regulations, policies, and procedures.

People Services Business Partner

• Own and coordinate onboarding processes from offer acceptance through the first 90 days of employment
• Serve as a primary point of contact for new hires throughout onboarding and orientation processes and help support a welcoming and organized onboarding experience
• Coordinate onboarding schedules, orientation sessions, onboarding documentation, and first-day logistics across departments
• Partner with Learning & Development, IT, Operations, Payroll, and leadership teams to ensure timely onboarding readiness, including system access, equipment coordination, and onboarding support
• Coordinate and manage offboarding processes from notice through final separation, including offboarding documentation, system access removal, and equipment return coordination
• Conduct and track exit interviews and stay interviews, identify trends, and support continuous improvement efforts related to onboarding and offboarding processes
• Develop, maintain, and improve onboarding and offboarding SOPs, workflows, process documentation, tracking tools, and related resources to support consistency and scalability
• Maintain organized onboarding and offboarding records, dashboards, tracking tools, and reporting visibility
• Identify process gaps and recommend practical process improvements to support efficiency, consistency, and operational effectiveness
• Assist with coordination and documentation related to internal employee transitions, organizational changes, and People & Culture initiatives
• Assist in the development, coordination, and maintenance of onboarding related training materials, resources, and process documentation
• Partner with People & Culture Leadership and cross-functional teams to support onboarding, offboarding, and employee transition processes effectively and consistently
• Exercise sound judgment in managing routine onboarding and offboarding matters while partnering with People & Culture Leadership on matters involving policy interpretation, compliance concerns, or elevated employee relations risk
• Maintain professionalism, discretion, and confidentiality when handling sensitive employee information and documentation
• Perform other duties, responsibilities, and related assignments as directed by People & Culture Leadership to support departmental and organizational needs

People and Culture Specialist – Onboarding/Offboarding

• Lead the strategy, modernization, and transformation of our ERP and Talent management portfolio.
• Reimagine how K-12 institutions manage people, resources, and operations.
• Define and execute a compelling product vision for ERP and Talent systems.
• Identify and embed high-impact AI/ML use cases across the product suite.
• Own product line family performance, including revenue growth, margin expansion, and cost efficiency.
• Partner closely with Engineering, UX, Sales, Customer Success, and Marketing to deliver cohesive outcomes.
• Inspire a culture of innovation, ownership, and continuous improvement.

Vice President, Product Suite Operational Excellence – People and Resource Management

• Serve as a primary contact at local level for employee relations issues.
• Foster a positive work environment by resolving conflicts, addressing grievances, and ensuring fair treatment.
• Manage the employee journey and providing a harmonized employee experience aimed at increasing employee engagement.
• Act - in conjunction with Global BPs - as P&C consultant to management at local level on all things related to P&C.
• Run critical P&C operational activities - employee services, employee consultation, re-organizations and changes, promotions, disciplinary actions, P&C systems maintenance, etc.
• Partner with the group Centers of Excellence to deploy global P&C initiatives and to analyze people and organizational metrics.
• Champion and execute inclusion and belonging initiatives at local level to cultivate an inclusive culture.
• Execute the implementation of People & Culture strategies and initiatives that align with the business strategy.
• Develop, maintain and role model a culture that is open to change and innovation, and supports collaboration, respect and accountability.
• Assist the senior leadership team to build an empowering workplace through effective performance management and feedback, coaching and support.
• Manage employee performance and salary review process.
• Be an active participant in industry related conferences and educational opportunities and grow industry networks on a professional level.
• Ensure studio is compliant on all levels of OH&S, IR and ER policies.
• Create, update, maintain and improve on studio’s HR related policies.
• Act as the main contact for People & HR related matters.
• Partner with senior leadership team to implement strategies for employee engagement and retention.

People Partner, Principal Specialist

• Own and continuously improve the systems, workflows, and operating rhythms that power the employee lifecycle—from performance and compensation cycles to core people operations. Identify opportunities to simplify, automate and utilize AI to scale processes that support Tekmetric’s continued growth across multi-state and international teams.
• Lead the evolution of Tekmetric’s compensation and benefits programs to ensure they remain competitive, scalable, and aligned to business goals. Oversee salary benchmarking, leveling, calibration, and rewards strategy in close partnership with Finance.
• Own compliance across federal, state, local, and international employment requirements—revising the policies, practices, and Legal partnerships as needed to protect the business while enabling speed and smart decision-making.
• Leverage people data, HRIS reporting, and AI tools to surface actionable workforce insights that inform business decisions. Translate trends in retention, engagement, compensation equity, and organizational health into clear recommendations and measurable action.
• Report to and partner closely with the VP of People & Culture while collaborating across the broader People team to continuously evolve Tekmetric’s people programs, operating model, and team effectiveness as the company scales.

Senior Director – People Operations

• Mentor, trainer, and coach to Interns and Consultants
• Facilitate successful completion of project work plans
• Identify areas of risk and opportunities to increase efficiency across Workday HCM implementations
• Strengthen relationships and deepen abilities to communicate, gain trust, and network with clients
• Accept responsibility for decision-making including establishing project scope and work plans, project staffing, preparation of deliverables, and application of methodologies

Senior Consultant, Workday HCM, People & Change

• 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

• Design and support the implementation of learning and development programs that enhance employee capability, leadership effectiveness, and organizational performance
• Create and deliver engaging learning experiences, including onboarding, workshops, leadership development, and continuous learning initiatives
• Own the coordination and execution of onboarding and core learning programs, ensuring consistency and quality of delivery
• Build and maintain foundational tools and processes that support scalable learning and professional growth across the organization
• Develop and execute internal communication strategies that drive employee engagement, reinforce culture, and promote key initiatives
• Partner with leaders and cross-functional teams to identify development needs and implement practical, people-focused solutions
• Support and execute employee engagement initiatives that strengthen connection, collaboration, accountability, and retention
• Develop high-quality presentations, training materials, and communication assets that are clear, engaging, and aligned with organizational standards
• Manage multiple projects and initiatives simultaneously, ensuring timely delivery, strong organization, and effective follow-through
• Monitor program effectiveness using feedback, participation data, and insights to inform continuous improvement
• Identify trends and recommend enhancements to learning, engagement, and communication strategies
• Contribute to the development and enhancement of initiatives that strengthen employee experience and organizational culture.

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