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

• Partner with People Practices Leader and People Practices Business Partner to provide best-in-class employee and candidate experiences.
• Serve as the first point of contact with employees and guide employees and managers to available tools and resources.
• Interpret and apply consistently People Practices processes, policies, and procedures.
• Partner with the Early Career Events Team where applicable for a Business Unit or a Large Project site to meet its outcomes for college recruitment, summer internship and builder development program rotations.
• Collaborate with Centers of Excellence and People Operations to deploy PP services and execute daily tasks that are required to be completed at a local level, including but not limited to: training program logistics, new hire orientation, technology support, and local people practices events planning and coordination.
• Apply basic knowledge of employee relations to support a positive and inclusive workplace culture. Refer employees and coaches to Workplace Services Team or the appropriate service channel for more complex matters (ej. Leave of absence, benefit changes, employee relations matters).
• Responsible for the successful implementation of the company-wide onboarding process, plus local adaptations given project needs.
• Organize People Practices events and meaningful connection points for employees, inclusive of but not limited to: Employee Lunches, Celebrations, Safety Trainings, Mental Health Awareness, Employee Boot Program, and Construction Inclusion Week.
• Administer employee engagement, diversity & inclusion and retention programs.
• Partner with the Business Partner to ensure a most admired employee experience(s) with a focus on equity and inclusion within the employee lifecycle spanning onboarding, employee development, within the coach/manager relationship and across the team environment.
• Facilitate a 30/60/90-day check-in process with new employees and their coach(es).
• Responsible for the tactical aspects of employee off-boarding, such as retrieving DPR technology assets, cell phone, purchasing card, and ensuring current contact information in Workday on last day of employment.
• Business Unit or Large Project PP Advisor is expected to be full-time in the office or present at a job site. This role is 100% On-Site Candidate can be based in any location that DPR Construction has an office. Weekly travel to project location in Monroe, LA. is required.

People Practices Advisor – Meta Project

• Be a trusted advisor and work closely with the senior leaders to translate near and long-term business objectives to a scalable people strategy
• Provide counsel on a range of topics including strategy, the roll out and execution of the full talent management lifecycle, organization design and compensation to a population of 300+ employees
• Coach and develop employees to strengthen leadership capabilities
• Stay well connected to the business, developing a deep understanding of their business & strategy and how it impacts other cross-functional teams
• Support the alignment of functions’ talent plans with required capabilities for the future to achieve Deckers strategic growth plans
• Develop effective change management plans with leaders to support through organizational growth and evolution
• Identify signals in the organization through formal and informal means, i.e. listening/regular connection, analysis of employee surveys & people data
• Identify needs before issues arise and/or gaps widen
• Utilize data to identify talent and culture opportunities and translate insights into action plans supporting the people strategy
• Assess organizational needs and partner with COEs to drive solutions through talent acquisition, L&D, change management, retention, DEI and career and leadership development, etc.
• Collaborate closely and share knowledge with PXBPs (HQ & regional) and COEs to ensure a clear and common understanding of broader business needs and interdependencies across client groups
• Identify areas of synergy and opportunities for scale, as well as areas of overlap or conflict
• Be a champion & advocate of global talent priorities and support the successful rollout of Deckers people practices & programs within client groups, including performance management, headcount prioritization/management, goal setting, compensation processes, workforce planning, etc.
• Partner with colleagues to deliver seamless PX experiences across the global business
• Share knowledge of high potential talent within client groups and make connections across teams
• Partner with PX colleagues to identify opportunities for talent movement and development across the business
• As an important member of the broader PX team, contribute to cross-functional initiatives beyond assigned client groups for broader impact and understanding

Senior Manager, People & Experience Business Partner – Enterprise Functions

• Serve as the senior People partner for an assigned business portfolio, translating strategy into practical people plans that support growth, performance, retention, and organizational health.
• Lead workforce planning and organizational design work, including headcount planning, critical-role identification, succession planning, team structures, spans and layers, role clarity, and operating rhythms.
• Coach executives, directors, managers, and frontline leaders on leadership effectiveness, performance accountability, feedback, team dynamics, conflict resolution, and change leadership.
• Drive talent routines such as performance calibration, promotion readiness, talent assessment, career development, engagement action planning, and manager enablement.
• Use people analytics from engagement, attrition, performance, hiring, exits, retention, attendance, and team health signals to identify trends, diagnose root causes, and recommend action.
• Partner with Total Rewards, Finance, Talent Acquisition, and business leaders on compensation, leveling, incentive or bonus considerations, offer strategy, retention risks, and pay equity considerations.
• Navigate employee relations, performance, conduct, policy, and organizational risk matters with sound judgment, strong documentation, legal partnership, and a bias toward durable resolution.
• Champion Evolve’s culture and values while helping leaders create high-performing teams where teammates understand priorities, receive meaningful feedback, grow their careers, and can do their best work.

Senior People Business Partner

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

People Systems & Operations Analyst

• 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

• 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

• Collaborate with staff globally to uphold our commitment to Splash’s foundational core value: People First, People Second, People Third.
• Partner with regional and country HR colleagues in refining and executing all global People and Culture initiatives, including compensation benchmarking, benefits reviews, HR policies and procedures, talent management, staff professional development, succession planning, and employee relations.
• Manage end-to-end recruitment coordination, including job postings, candidate short-listing, and hiring manager support, to ensure a consistent, efficient, and effective hiring process across all offices.
• Provide insights on an extensive array of compensation matters, such as global compensation practices, talent market trends, diversity and inclusion principles, technology, and benefits programs/tools, data analytics, career pathing, etc.
• Manage, optimize, and utilize organization-wide HR systems to ensure efficiency in recruitment, onboarding, and annual performance review processes.
• Build organizational capacity to effectively use Splash's HR and benefits systems, including training staff and managers across offices on platforms, processes, and self-service tools.
• Monitor and maintain the organization's global compliance with federal, state, and local employment laws and regulations, including reviewing and updating policies and practices as requirements change. Coordinate with HR legal advisors on complex compliance matters and recommend best practices. Manage relationships with benefits providers and stay current on available offerings to ensure Splash's benefits remain competitive and aligned with staff needs.
• Work alongside the leadership team to anticipate and forecast hiring needs.
• Ensure the accuracy and completeness of global HR records, including regulatory reporting.
• Manage HR administrative functions, including personnel files, meeting coordination, calendars, and templates, and provide occasional cross-functional administrative support as needed.

Manager, Global People & Culture

• Shape and evolve a centralized, scalable People Operations model that delivers efficient, consistent, and high-quality HR services across the organization.
• Oversee high-volume HR operations through a shared services approach, improving the employee experience across the full employee lifecycle while enhancing service delivery, automation, and operational efficiency.
• Provide strategic leadership for payroll operations by establishing governance, performance standards, and process improvement initiatives that strengthen accuracy, compliance, and scalability.
• Guide absence and leave management programs with a focus on creating a consistent, employee-centered experience while serving as an escalation point for complex situations.
• Establish and maintain governance frameworks, controls, and compliance practices that support multi-state HR operations and align with organizational and regulatory requirements.
• Maximize the use of HR systems and technology solutions, including platforms such as Workday, to streamline processes and improve service delivery.
• Partner with People team colleagues and enterprise stakeholders to ensure smooth, integrated delivery of employee lifecycle programs and services.
• Provide ongoing coaching, mentoring, and training to support employee growth.

Director, People Operations

• Collaborate with business unit leaders to develop and implement People strategies aligned with organizational goals.
• Lead organizational change initiatives, ensuring alignment and addressing People-related impacts across functions.
• Design and execute talent management strategies, including workforce planning, succession planning, and talent acquisition.
• Oversee performance management processes to identify strengths and development needs, driving business unit performance.
• Direct implementation of People practices, systems, and policies, monitoring effectiveness and resolving issues.
• Build and maintain partnerships with stakeholders to support business objectives and associate engagement.
• Support mentorship and workforce development to cultivate a skilled and engaged workforce.

Group Director, People

• Act as a trusted advisor to ESBP Partners and business leaders, ensuring HR strategies support business needs.
• Provide operational and analytical support to the ESBPs with quantitative and qualitative data in support of strategic ES programs and initiatives.
• Monitor and interpret trends and metrics around employee satisfaction, attrition and turnover, etc.
• Use HR analytic tools to make data-driven business decisions.
• Proactively understand what analysis needs to be done to provide a narrative to leaders on their overall org health and propose relevant ES activities.
• Support digital transformation efforts through use of AI, Agents, UAT and continuous improvement of our processes.
• Partner with ESBPs, Centers of Excellence (COEs) and global partners to help deliver seamless human resources processes, programs and insights across the organization.
• Partner with the ESBPs and the business units they directly support to deliver on the organization's talent strategy. Initiatives include employee retention, talent assessment, succession planning, compensation (equity, bonus, merit), mobility, change management, and other talent related initiatives.
• Serve as a project lead for ES programs, responsible for tracking project objectives, timelines, and communication plans by prioritizing responsibilities, and tracking and measuring to successful completion, sometimes organizing other members of the ESPC team to achieve objectives.
• Partner with leadership to drive organizational effectiveness and a high-performance culture.
• Partner to support the business through transformation and change. Executes on continued reshaping, growth, acquisition, reorganization, etc.
• Work directly with people leaders and employees to coach and enable on a variety of ES topics and programs, resolve issues, etc.
• Creates tools, templates and resources for consistent service delivery at scale.
• Partner with ES Operations team on knowledge transfer and resolving root cause service delivery issues that impact the employee and manager experience.
• Lead initiatives in partnership with COEs and PS&O peers to identify bodies of work that can be better done at scale through automation or revised processes and/or make recommendations when it is appropriate to align with different teams.

Lead Employee Success Consultant

• 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

• Acts as a brand ambassador and reflects the company values
• Partners with the leadership team on the creation of an engaging visual experience
• Trains the team on store processes, merchandise placement, and standards
• Drives engagement in each zone through communication, adaptability, and fostering a collaborative selling environment
• Participates in recruiting, hiring, and retaining top talent
• Takes an active role in daily operating processes through payroll management
• Manages the visual direction from planning through execution
• Adheres to store’s safety standards, inventory accuracy, and upholds all company policies to support profitability

Assistant Visual Manager

• Partner with the HRBP team supporting our R&D function to support program roll-outs and on-going process execution
• Analyse HR data and trends across the organisation they support (e.g. headcount, attrition, performance) to generate insights, trends and prepare clear and customised reports, metrics and presentation materials for HRBPs and senior leadership to support decision-making
• Own and manage performance management cases end-to-end, partnering with managers to ensure fair, consistent, and timely outcomes in line with company policy
• Coach and guide managers through the performance management process, providing advice, documentation support, and best practice to build manager capability and ensure a positive employee experience
• Support HR Leader on ad hoc projects
• Help to execute and where required lead business led initiatives (re-orgs, job role and level assessments, etc)
• Partner cross functionally with key stakeholders: Talent Management, IT, ER, HR operations, Compliance, Recruiting, Compensation, etc. to ensure communications, program, and process alignment
• Program Management- maintaining the annual program calendar of events
• Maintain confidentiality of core HR data and projects

People Generalist – R&D

• Partner with Employment Counsel, People Partners, and the business to address, navigate, and productively manage people issues surrounding conduct, performance, and culture.
• Run workplace investigations end to end and partner with Employment Counsel, People Partners and Business Leaders on owning outcomes and closing out cases.
• Provide pragmatic HR advice and assist the broader People Team with other employment issues and cross functional efforts that shape our culture, values, and offerings.

People Relations Specialist

• Acts as a brand ambassador and reflects the company values
• Creates selling initiatives that enhance the customer experience
• Delivers a seamless, omni-channel shopping and event experience
• Guides the team to prioritize the customer service and styling recommendations
• Participates as the manager-on-duty by driving engagement
• Supports the Store Manager in recruiting, hiring, and retaining top talent
• Sustains daily operating standards by taking an active role in assessing sales forecasting
• Utilizes company tools to analyze business opportunities
• Collaborates with key partners to effectively execute shipment processing
• Engages employees at all levels to encourage open dialogue
• Stays current and responds to interoffice communication
• Provides global insight related to the customer experience

Assistant Store Manager

• Build and own a centralized People knowledge ecosystem, including taxonomy, governance, and lifecycle management
• Establish AI-ready knowledge structures that enable automation, support accurate and compliant AI-assisted experiences, and define the future-state integration between knowledge, case management, and AI support systems
• Design how knowledge, intake and support workflows work together to improve self-service and reduce manual case volume
• Partner on service model evolution, including triage, escalation, and knowledge-driven support design
• Evaluate and implement tools for knowledge management, search, and AI-enabled delivery to automate People inquiries and improve overall service delivery
• Establish clear governance, guardrails, and risk mitigation frameworks for the use of AI within a regulated HR environment to manage both operational and regulatory risk
• Establish measurement frameworks and use insights to continuously improve knowledge quality and support outcomes
• Lead cross-functional programs from planning through execution, driving alignment, delivery, and scalable implementation of systems and workflows
• Ensure readiness for new programs, policies, and regulatory changes through scalable enablement

People Knowledge Experience Manager

• 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.

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