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CORE RESPONSIBILITIES

People Strategy & Executive Leadership

• Develop and own the enterprise HR strategy, ensuringpeoplepriorities are integrated with EAI’s businessobjectivesand growth plans across all subsidiaries.
• Serve as the senior HR advisor to the President and subsidiary leadership on organizational design, workforce strategy, people risk, and enterprise-wide HR priorities; engage directly on complex or high-stakes matters.
• Translate business strategy into enterprise HR investment decisions, functional roadmaps, and capability priorities; ensure the HR function is organized and resourced to deliver against both near-term needs and long-term growth plans.
• Set the enterprise framework for HR standards, policies, and operating practices across all EAI subsidiaries and locations; approve the policy and documentation framework and hold final accountability for enterprise HR compliance across all operating states,jurisdictions, and global entities.
• Define enterprise HR KPIs; synthesize results across the function for executive leadership and drive corrective action where targets are not met.
• Champion a culture of performance, accountability, and inclusion across EAI’s diverse business entities; model these expectations through how the HR functionoperates.
• Serve as the senior decision-maker and escalation point on complex or high-stakes matters across any HR domain — including employee relations, compensation, compliance, and international HR; partner with General Counsel as needed on legal matters and investigations.

HR Function & Leadership

• Lead and develop four functional HR leaders; define clear scope,accountabilities, and support for execution.
• Set performance standards and development expectations; hold leaders accountable for outcomes while providing coaching and direction.
• Establish governance and escalation frameworks that enable autonomy whilemaintainingenterprise consistency; act as final decision-maker on cross-functional matters.
• Approve functional strategies across HR disciplines; ensure alignment with enterprise priorities and consistency across subsidiaries.
• Represent HR at the executive level; communicate workforce data, program performance, and people risk to the President and leadership team.
• Own enterprise total rewards strategy (base pay, incentives, benefits, 401k); Total Rewards team manages execution.
• Own enterprise learning and development strategy (onboarding, training, leadership development, LMS); L&D team manages execution.
• Define the enterprise HR operating framework across all subsidiaries, with flexibility for local execution.

• Own enterprise organizational health; functional teams drive execution, with oversight on trends, risks, and strategic response.
• Champion a culture of performance, accountability, and inclusion across all entities.
• Serve asescalationpoint for complex employee relations matters; partner with Legal on resolution.
• Own HR technology strategy (HRIS, ATS, LMS); functional teams manage administration and data.
• Approve HR policies and documentation; ensure scalability and compliance across all entities.

QUALIFICATIONS

Experience:

1. 12+ years of progressive HR experience, with at least 4 years leading a multi-functional HR team in a multi-site or multi-entity environment.

1. Proventrack recordof operating as a strategic business partner to executive leadership withdemonstratedimpact on business outcomes and organizational strategy.

1. Experience building or scaling an HR function; comfortable operating in environments where infrastructure is still being developed.

1. Broad working knowledge of HR disciplines including compensation, benefits, employee relations, and talent management.

1. Working knowledge of multi-state employment law; international HR exposure.

1. Strong ability to lead through functional managers rather than owning day-to-day execution directly.

1. SHRM-SCP, SPHR, or equivalent certification preferred.