People Operations

• Partner with the VP of People & Culture and leadership team to shape and strengthen people practices across AllCare Health
• Support development and implementation of strategic People & Culture plans and policies
• Oversee People & Culture operations and ensure compliance with labor laws
• Analyze People & Culture effectiveness and provide specialized reports to the VP of People & Culture
• Serve as a member of the Senior Leadership Team
• Manage labor and employee relations, employee safety, Workers' Compensation, and People & Culture policies and procedures
• Develop and deliver plans, policies, and initiatives covering recruitment, training, and compensation
• Collaborate on payroll, benefits, incentives, employee engagement, employee retention, talent acquisition, and related functions
• Assist with workforce planning, organizational effectiveness, and change management initiatives
• Monitor employee progress toward career paths or job designations
• Promote equal opportunity and diversity
• Monitor policies and department functions for compliance with government regulations and public policy
• Coordinate between staff and management and resolve workplace conflicts
• Collaborate with health and safety to manage Workers' Compensation, OH&S policies, workplace health and safety plans, and risk assessment
• Assist with recruitment efforts and develop talent acquisition strategies
• Maintain regular attendance and work collaboratively in a team environment
• Perform other duties as assigned

Director, People & Culture

• Architect and execute the People operations strategy while advising the executive team
• Lead a People team including an HR Manager, HR Generalist, Culture Ambassador/Office Manager, and offshore Recruiter
• Own end-to-end recruiting and hiring strategy, workforce planning, organizational design, succession planning, recruiting, onboarding, and EOR management
• Serve on the executive leadership team and align People initiatives with technology, revenue growth, and M&A activity
• Advise leadership on domestic and international labor law and PE-backed performance metrics
• Lead the People side of M&A integration, including cultural assimilation, change management, and talent retention
• Own personnel expenses through workforce planning and cost-per-employee metrics
• Design and iterate on global compensation and benefits philosophy using market benchmarking such as Radford
• Lead HR operations, HRIS management, and global compliance infrastructure using Workday, 15Five, and GSuite
• Embed equitable and inclusive practices
• Balance talent needs with budgets, profitability, and cost-per-employee KPIs

VP, People

• Lead all People Operations for the US and EMEA and contribute to global People strategy across all RZR offices
• Consolidate the global People function and define the operating model and reporting structure with India, China HRBP, and other regional leads
• Partner with the CEO and COO to build a scalable, high-performance People function
• Serve as the senior People voice on the US executive team and coach managers and leaders
• Implement performance management cycles and ensure global consistency in expectations, leveling, calibration, and feedback standards
• Continue the L1–L13 leveling framework and functional job competencies
• Drive manager enablement, leadership development, and structured feedback processes
• Build career-growth and internal-mobility frameworks aligned with workforce needs and the RZR 2030 plan
• Develop retention strategies and employee-engagement programs
• Advise managers and leaders on communication, conflict resolution, and organizational health
• Manage sensitive employee-relations matters with sound judgment, fairness, and documentation
• Own US and EMEA onboarding and continue the RZR Academy revamp
• Strengthen cultural alignment, new-hire integration, communication rhythms, and cross-team collaboration
• Ensure compliance with US employment law, EU and UK regulations including GDPR, and applicable works-council requirements
• Maintain documentation standards and enforce global headcount processes and approval workflows
• Measure and report People metrics, including hiring velocity, quality of hire, performance distribution, and attrition
• Manage the US People team and build, mentor, and scale the global People team
• Build cross-office collaboration with India, China, and future regional People leaders

Senior Director, People

• Serve as Textile Exchange's senior People leader and strategic advisor to the CEO, Chief Operating Officer, Senior Leadership Team, and other senior leaders
• Develop and execute a global People & Culture strategy aligned with organizational priorities and long-term objectives
• Provide executive and leadership coaching to strengthen management capability, leadership effectiveness, team performance, and organizational culture
• Prepare workforce, talent, engagement, succession, and culture analyses, metrics, and reporting for executive and Board-level discussions
• Lead strategic workforce planning, organizational design, operating-model improvements, and organization-wide people-related change management
• Develop and oversee global talent acquisition, employer branding, employee value proposition, diversity, inclusion, and belonging efforts
• Lead performance management, leadership development, succession planning, career development, and internal mobility
• Lead employee engagement, wellbeing, inclusion, employee relations, engagement surveys, action planning, and employee communications
• Lead compensation philosophy and total rewards strategy; partner with Finance on budgeting and compensation forecasting
• Evolve People systems, HR technology, workforce analytics, and reporting capabilities; oversee People operations, policies, and practices
• Establish global People & Culture governance, compliance, risk management, policies, and procedures
• Lead and develop the People & Culture team, including departmental goals, performance expectations, budgets, and investments

Senior Director, People & Culture

• Partner directly with senior go-to-market leaders to build and execute people strategies that accelerate business performance
• Lead complex organizational transformations associated with growth, restructuring, and new operating models
• Own implementation plans and ensure agreed actions are followed through
• Advise on organizational design, workforce planning, leadership effectiveness, succession planning, and talent strategy
• Build the annual talent plan using data, market insights, and business context
• Forecast workforce risks, opportunities, and required people changes to influence executive decision making
• Drive strategies strengthening leadership capability, team effectiveness, employee engagement, and culture
• Facilitate leader-led action planning on engagement, organization health, and workforce metrics
• Partner across Integrated Talent Solutions, Total Rewards, Workforce Insights, and People Experience
• Champion a strong service delivery model across the broader People Team
• Coach executives and leadership teams through change, ambiguity, and organizational growth
• Anticipate future talent and capability needs, including AI-enabled ways of working
• Influence outcomes through credibility, business acumen, and relationships rather than formal authority
• Role model Equinix values and drive inclusion, trust, growth mindset, and culture transformation through leadership

People Business Partner Director

• Partner with leaders, managers, and employees in Customer Advisory Services, Finance, and Legal to align people strategy with business strategy
• Act as a resource and advisor to employees, fostering trust through clear HR processes
• Develop leadership capability and provide coaching and support throughout the employee lifecycle
• Partner with the broader People team and internal stakeholders on performance and talent reviews
• Support compensation planning, performance management, career development, and leadership coaching
• Contribute to organizational design, headcount planning, and employee relations
• Drive high-performing teams and an inclusive, engaging culture
• Balance strategic work with hands-on execution across multiple projects and priorities

Senior People Business Partner

• Own Workday configuration and improvements across Absence, Time Tracking, and Benefits
• Design and maintain absence plans, accruals, eligibility rules, leave processes, time entry rules, calculations, validations, and approvals for a growing global workforce
• Partner with the Payroll systems owner to ensure data flows accurately into payroll
• Investigate source data issues and test downstream impacts of changes
• Independently own US and international benefits configuration, including benefit plans, eligibility rules, enrollment events, life events, coverage levels, and rates
• Lead open enrollment systems readiness, including configuration, testing, launch, and support
• Partner with technical teams and benefits vendors to maintain and troubleshoot integrations
• Lead systems work for new countries and entities, policy changes, and evolving employee needs
• Translate local requirements into Workday configuration
• Own projects from discovery and prioritization through configuration, testing, release, documentation, and adoption
• Stay accountable for solution performance after launch
• Partner with engineers to improve integrations and build automation or AI-assisted workflows
• Maintain system security, data quality, reporting, and change controls
• Resolve production issues and address underlying causes
• Create documentation and training for employees, managers, and People teams

People Technology Analyst, Workday PATT & Benefits

• Support People Managers and client leadership teams across phData’s US business
• Coach and advise leaders on employee relations, performance, talent, organizational change, manager effectiveness, and AI-enabled ways of working
• Build trusted relationships with client leadership teams, practice and delivery leaders, and People Managers
• Prepare managers for clear, timely, and constructive conversations
• Manage US employee-relations matters, including multi-state situations, with appropriate documentation and confidentiality
• Gather facts, assess situations objectively, recommend practical next steps, and help managers follow through
• Partner with client leadership teams, People Operations, Legal, and the VP of Talent Development
• Embed performance management, feedback, talent assessment, compensation, engagement, and development practices
• Use manager insight and people data to surface themes for talent reviews, calibration, and workforce planning
• Support organizational design, transformation, talent priorities, role clarity, team structure, leadership transitions, processes, and ways of working
• Coordinate workstreams, communications, follow-through, and adoption with cross-functional stakeholders
• Contribute to manager tools, playbooks, operating rhythms, and process improvements
• Use approved AI tools to synthesize information, develop options, prepare leaders, and create practical materials while protecting confidential information and applying human judgment

People Business Partner

• Act as a strategic partner and coach to people managers on performance conversations, team dynamics, and leadership challenges
• Own performance management end-to-end, including review strategy, performance expectations, KPIs, and responses to unmet expectations
• Own and evolve compensation strategy through market-data analysis, merit and bonus cycles, and commission-plan partnership with Finance
• Partner with leadership to identify and resolve workplace issues affecting engagement, productivity, or morale
• Translate people data into recommendations supporting business objectives
• Deliver and evolve People Manager training and development programs
• Improve People Operations policies, processes, and self-service resources
• Serve as primary contact for employee relations issues and workplace investigations
• Report to the VP of People and collaborate with the People Operations Coordinator and Manager of People Operations

• Own and scale the company’s People strategy across hiring, onboarding, performance management, and employee experience during a high-growth phase
• Partner with executive leadership and department heads to translate business goals into headcount plans, org design, and people priorities
• Lead end-to-end recruiting strategy, including hiring frameworks, workforce planning, and bar-setting across GTM, Product, and Operations
• Build and standardize hiring processes, role definitions, scorecards, and interview practices to ensure consistency, fairness, and high talent density
• Develop and maintain metrics and dashboards for hiring, retention, performance, and engagement; report insights to leadership
• Design and implement scalable onboarding, performance, and manager enablement programs
• Coach and support hiring managers and people leaders on interviewing, feedback, performance conversations, and team development
• Own foundational people infrastructure, including job leveling, documentation, policies, and tooling
• Serve as a steward of company culture and values in hiring, development, and retention