We are seeking a strategic and data-driven Regional People Business Partner role to partner closely with leaders across corporate functions and site-based operational teams in support of a high performing, highly distributed healthcare services organization. This role will act as a trusted advisor, aligning people strategies with business priorities to support growth, scalability, and performance across the organization. Operating in a high-growth, M&A driven environment, this role requires a strong balance of strategic thinking and hands-on execution. The Regional People Business Partner will play a key role driving organizational effectiveness, enabling leadership and supporting change initiatives while fostering a high-performing, mission-driven culture. This individual must be comfortable pivoting between both a strategic and hands-on level of engagement, with a strong focus on change and performance management, talent/leadership development, organizational design, employee relations and integration. Key Responsibilities Strategic Business Partnership ● Serve as a trusted advisor, coach and thought partner to department, team and operational leaders, providing guidance on organizational strategy, workforce planning, employee relations issues and talent implications of business decisions ● Translate business priorities into actionable HR strategies that drive growth, scalability, and operational excellence to enable a high performing and engaged workforce. ● Develop a deep understanding of IH business units, financial drivers, and market industry dynamics to proactively shape people initiatives that help transform the business as we grow and scale our infrastructure. ● Serve as a strategic liaison and advisor between the business and People Team Center of Excellence’s (COE) to align HR service delivery with business priorities ● Identify opportunities to implement data-informed people strategies that strengthen organizational health, culture and maturity while directly impacting leadership effectiveness and team performance ● Lead workforce planning with business partners, anticipating skills and capabilities needed to scale the organization beyond current state – develop plans in conjunction with TA to identify talent profiles and succession bench ready for promotion to increased level of scope and responsibility

Talent and Performance Management ● Drive talent and performance management processes that reinforce accountability, ownership and high standards of behaviors / values alignment to support our high-performance culture ● Partner with leaders on succession planning, leadership development, compensation strategies and retention initiatives across the enterprise ● Use data and insights to inform talent decisions and effectively balance business needs with employee advocacy ● Coach and develop leaders to engage, motivate and lead high performing teams, identifying least effective performance and partnering with team leaders to address performance issues early on. Change Management and Culture ● Lead change management efforts across our growing and evolving teams/structures to support effective communication, accountability and alignment to our strategic priorities ● Champion a culture of innovation, collaboration, and continuous improvement aligned with Iterative Health’s mission ● Support leaders in navigating ambiguity and leading through transformational change as an organization, providing insights and serving as a “thought partner” on operational and people challenges that dynamic growth brings.

Employee Relations and Coaching ● Provide expert coaching on employee relations, leadership effectiveness, and team dynamics to enable a highly engaged, productive workforce while maintaining consistency and alignment to IH policies and procedures. ● Support positive culture building initiatives and drive employee engagement initiatives with team leaders to build highly engaged, motivated team members. ● Ensure compliance with employment laws and company policies – identify opportunities to improve, create and implement policies and procedures that balance business needs with operational realities M&A HR Integration ● Partner with internal stakeholders including People COE’s on due diligence, integration planning, and execution as part of pre and post-acquisition integration process ● Support organizational design, talent assessment, and cultural integration efforts to ensure seamless onboarding of acquired entities and team members to IH ● Anticipate, identify and mitigate people-related risks associated with rapid growth and change, including supporting HR initiatives focused on harmonization of system, processes and policies across the growing enterprise.

HR Program Execution ● Partner with COE to deliver best-in-class HR transformational initiatives to support a growing and scaling workforce ● Own HR projects in support of strategic HR agenda focused on employee engagement, leadership development, performance management, and operationalizing best in class people initiatives and infrastructure that will attract, develop and retain talent. Qualifications ● 7–10+ years of progressive HR experience, including working in a fast-scaling, high-growth, complex and ambiguous start-up environment ● Experience in healthcare, clinical research, medtech, life sciences, or related industries strongly preferred ● Experience supporting a highly distributed, growing multi-site location network both domestically and globally is strongly preferred ● Demonstrated experience across a wide range of HR functional domains ● Strong business acumen with the ability to link HR strategy to financial and operational outcomes ● Proven ability to communicate and influence senior leaders as well as operate as a strategic partner, understanding the operational and strategic priorities of the business and how people strategies can make an impact ● Experience in organizational design, change management, and talent strategy ● Data-driven, analytical mindset with comfort leveraging data and analytics to inform decisions ● Excellent communication, coaching, and stakeholder management skills ● Comfort navigating through ambiguity and managing multiple competing priorities ● A builder and inventor mindset – orientation towards thinking outside the box to pilot and test programs and initiatives to iterate before applying a one-size fits all approach.