Our Mission:

To fulfill our PROMISE to our employees, members and guests in order to create a reimagined Country Club life. P assionate

• We love what we do and have fun doing it! R efined
• We strive for excellence in our communication. O wnership
• We are proactive and accountable in any task, challenge or opportunity presented to us. M indful
• We are present, patient, and aware so that we can best anticipate the needs of those around us. I nnovative
• We are eager and open to seek ways to improve Country Club life. S afe
• We take responsibility for creating a safe environment. E mpathy
• Every concern, suggestion, or feedback is a welcomed opportunity to understand the feelings and needs of others.

OVERVIEW

The People Operations Coordinator provides administrative and operational support to the Human Resources department with a primary focus on Workers' Compensation, Safety, I-9 and E-Verify administration, and onboarding paperwork. The role ensures accurate recordkeeping, timely compliance reporting, and efficient coordination of HR processes for local, international (H2B/J1), and hospitality intern programs. The People Operations Coordinator supports employee recognition logistics and HR events, and partners closely with the People and Culture Representative, Talent Acquisition Manager, and People Operations Manager to deliver a seamless employee experience.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Workers' Compensation and Safety Committee:

Serve as day-to-day owner; coordinate meetings, incident reporting, claim documentation, return-to-work tracking, and follow-ups; maintain compliance files and logs I

• 9 and E

•

Verify Administration:

Maintain the expiring I-9 list; complete E-Verify; run bi-weekly termination report and pull terminated I-9s; assist with international I-9/E-Verify at start of season and archive terminated international I-9s at end of season

Records Management:

Run UKG termination report bi-weekly and pull terminated employee files; keep personnel files audit-ready in coordination with

People Operations Manager Payroll Report Monitoring :

Monitor employee hours and seasonality to ensure employees are working within the appropriate hours and designated employment timeframe based on their employment status

Employee Recognition and Employee Experience Logistics :

Prepare anniversary cards; coordinate birthday celebration event; send anniversary and birthday lists to the Communications contact as scheduled

Employee Review Tracking :

Monitor and maintain employee performance review tracking; follow up with managers as needed to ensure reviews are completed and submitted within established deadlines; maintain accurate records of completion

HR Compliance and Notice Boards :

Manage club-wide employee notice boards to ensure required postings, notices and employee communications are current and compliant with applicable requirements

Benefits Administration Support:

Assist with day-to-day benefits administration; review benefits enrollments, deductions and invoices for accuracy; assist with benefits reconciliation and resolution of discrepancies H2B and J1

Program Support:

Assist Assistant Director of People Operations with orientation logistics, transportation coordination, visa-process reports, filing, and termination documents (issue separation letters within two business days of termination) Onboarding Support (Local): Responsible for onboarding paperwork and I-9/E-Verify for new hires; coordinate with Recruiting on orientation readiness and materials

Intern Onboarding Support:

Assist Learning and Development Manager with intern onboarding paperwork and I-9/E-Verify; coordinate scheduling and materials with

Recruiting Manager HR Events and Culture Support:

Provide on-site logistics support for HR and employee culture events in partnership with Talent & Culture Front Desk Support (as needed): Provide backup support to People and Culture Representative for filing and front desk coverage when requested (primary ownership remains with People and Culture Representative) Projects and Reporting (as assigned by People Operations Manager and Assistant Director of People Operations): Prepare routine compliance reports and support audits; complete assigned projects to improve HR processes and documentation

SUPERVISORY RESPONSIBILITIES

This position does not have direct supervisory responsibility

COMPETENCIES

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

The requirements listed below are representative of the knowledge, skills, and/or abilities required: Responds to requests for service and assistance Contributes to building a positive team spirit Treats people with respect Works with integrity and ethically Follows policies and procedures Supports organization's goals and values Adapts to changes in the work environment Is consistently at work and on time Follows instructions, responds to management direction Asks for and offers help when needed Includes appropriate people in decision-making process Treats others with respect and consideration regardless of their status or position Demonstrates accuracy and thoroughness Completes work in a timely manner Observes safety and security procedures Reports potentially unsafe conditions Uses equipment and materials properly

Confidentiality and Professionalism:

Maintains discretion with sensitive employee matters EDUCATION, EXPERIENCE, and

TRAINING

Associate or Bachelor's degree preferred 2 plus years of HR administrative experience in a fast-paced environment, or equivalent combination of education and experience Prior experience with I-9/E-Verify, safety/Workers' Comp, and HRIS required

CERTIFICATES, LICENSES, REGISTRATIONS

HR certification a plus (aPHR/PHR/SHRM-CP) OSHA or safety training preferred

COMPUTER SKILLS

Microsoft Suite;

UKG/HRIS

; E-Verify; and general database/reporting tools.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit, stand, walk, and use hands to handle or feel objects, tools, or controls. The employee must occasionally lift and/or move up to 20 pounds.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate, typical of an office environment.

Our Mission:

To fulfill our PROMISE to our employees, members and guests in order to create a reimagined Country Club life. P assionate

• We love what we do and have fun doing it! R efined
• We strive for excellence in our communication. O wnership
• We are proactive and accountable in any task, challenge or opportunity presented to us. M indful
• We are present, patient, and aware so that we can best anticipate the needs of those around us. I nnovative
• We are eager and open to seek ways to improve Country Club life. S afe
• We take responsibility for creating a safe environment. E mpathy
• Every concern, suggestion, or feedback is a welcomed opportunity to understand the feelings and needs of others.

OVERVIEW

The People Operations Coordinator provides administrative and operational support to the Human Resources department with a primary focus on Workers' Compensation, Safety, I-9 and E-Verify administration, and onboarding paperwork. The role ensures accurate recordkeeping, timely compliance reporting, and efficient coordination of HR processes for local, international (H2B/J1), and hospitality intern programs. The People Operations Coordinator supports employee recognition logistics and HR events, and partners closely with the People and Culture Representative, Talent Acquisition Manager, and People Operations Manager to deliver a seamless employee experience.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Workers' Compensation and Safety Committee:

Serve as day-to-day owner; coordinate meetings, incident reporting, claim documentation, return-to-work tracking, and follow-ups; maintain compliance files and logs I

• 9 and E

•

Verify Administration:

Maintain the expiring I-9 list; complete E-Verify; run bi-weekly termination report and pull terminated I-9s; assist with international I-9/E-Verify at start of season and archive terminated international I-9s at end of season

Records Management:

Run UKG termination report bi-weekly and pull terminated employee files; keep personnel files audit-ready in coordination with People Operations Manager Onboarding Support (Local): Responsible for onboarding paperwork and I-9/E-Verify for new hires; coordinate with Recruiting on orientation readiness and materials H2B and J1

Program Support:

Assist Assistant Director of People Operations with orientation logistics, transportation coordination, visa-process reports, filing, and termination documents (issue separation letters within two business days of termination)

Intern Onboarding Support:

Assist Learning and Development Manager with intern onboarding paperwork and I-9/E-Verify; coordinate scheduling and materials with

Recruiting Manager Employee Recognition and Employee Experience Logistics:

Prepare anniversary cards; coordinate birthday celebration event; send anniversary and birthday lists to the Communications contact as scheduled

HR Events and Culture Support:

Provide on-site logistics support for HR and employee culture events in partnership with Talent & Culture Front Desk Support (as needed): Provide backup support to People and Culture Representative for filing and front desk coverage when requested (primary ownership remains with People and Culture Representative) Projects and Reporting (as assigned by People Operations Manager and Assistant Director of People Operations): Prepare routine compliance reports and support audits; complete assigned projects to improve HR processes and documentation

SUPERVISORY RESPONSIBILITIES

This position does not have direct supervisory responsibility

COMPETENCIES

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

The requirements listed below are representative of the knowledge, skills, and/or abilities required: Responds to requests for service and assistance Contributes to building a positive team spirit Treats people with respect Works with integrity and ethically Follows policies and procedures Supports organization's goals and values Adapts to changes in the work environment Is consistently at work and on time Follows instructions, responds to management direction Asks for and offers help when needed Includes appropriate people in decision-making process Treats others with respect and consideration regardless of their status or position Demonstrates accuracy and thoroughness Completes work in a timely manner Observes safety and security procedures Reports potentially unsafe conditions Uses equipment and materials properly

Confidentiality and Professionalism:

Maintains discretion with sensitive employee matters EDUCATION, EXPERIENCE, and

TRAINING

Associate or Bachelor's degree preferred 2 plus years of HR administrative experience in a fast-paced environment, or equivalent combination of education and experience Prior experience with I-9/E-Verify, safety/Workers' Comp, and HRIS required

CERTIFICATES, LICENSES, REGISTRATIONS

HR certification a plus (aPHR/PHR/SHRM-CP) OSHA or safety training preferred

COMPUTER SKILLS

Microsoft Suite;

UKG/HRIS

; E-Verify; and general database/reporting tools.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit, stand, walk, and use hands to handle or feel objects, tools, or controls. The employee must occasionally lift and/or move up to 20 pounds.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate, typical of an office environment.