NedGraphics Software

• Maintain all employee data in BambooHR with accuracy, including new hires, terminations, status changes, compensation updates, and reporting structure changes • Conduct regular data audits to identify and correct inconsistencies, duplicates, and gaps; consolidate employee information from scattered sources into BambooHR as the single source of truth • Ensure accurate data flows between BambooHR, Pinpoint (ATS), and Lattice (performance); maintain employee files in compliance with applicable regulations • Handle all employee data in accordance with applicable privacy legislation across jurisdictions • Execute payroll coordination across all jurisdictions by following established processes • Reconcile against BambooHR records and flag discrepancies • Serve as the first point of contact for routine employee payroll and benefits questions • Execute end-to-end onboarding for all new hires • Process employee terminations • Maintain and track onboarding plans with hiring managers • Administer Pinpoint ATS, including job postings, candidate pipeline management, interview scheduling • Maintain compensation data in auditable spreadsheets and systems • Use AI-powered tools and agents to streamline repetitive HR tasks • Document all repeatable HR processes • Build and maintain reporting dashboards in Excel, BambooHR, and other tools • Travel to offices in other international locations to provide HR support as necessary or to attend events

• Build, enhance and maintain the NedGraphics and Optitex Cloud products • Design, build, and maintain serverless backends on AWS (Lambda, API Gateway, DynamoDB/RDS, S3, SQS/SNS). • Implement secure, well-versioned REST APIs and event-driven workflows (EventBridge/Step Functions). • Develop automated testing frameworks (unit/integration). • Optimize performance (cold-start reduction, concurrency optimization, caching, CDN via CloudFront). • Enforce security best practices (IAM policies, Secrets Manager/Parameter Store, KMS). • Build reliable integrations with third-party APIs and internal services. • Produce technical documentation and developer-friendly API specifications.

• Develop and execute the people strategy and its implementation, acting as a trusted advisor and coach to the Portfolio Manager, BU CEOs, and the Dorado senior leadership team to support and improve their approach to people management and development • Partner with BU CEOs and management teams to establish the people function as a shared resource that adds value without introducing centralized bureaucracy • Be the leader who is sought after for advice and counsel on people, cultural, and organizational issues across the portfolio • Define and lead the AI transformation roadmap for the People function, identifying opportunities to deploy AI tools, agents, and automation across HR operations, talent management, and employee experience • Champion the adoption of AI-powered tools and platforms across the portfolio, partnering with BU leadership to embed AI into workforce planning, performance analytics, and decision-making • Lead the integration of AI into career development frameworks, ensuring career paths, competency models, and succession plans reflect the evolving capabilities required in an AI-augmented workplace • Establish governance and ethical guidelines for the use of AI in people processes, including hiring, performance evaluation, and employee communications • Lead organizational design for growth, including sales territories, segments, incentive structures, and go-to-market team restructuring • Drive AI readiness and future-of-work initiatives across the portfolio, ensuring teams are equipped with the tools and skills to work alongside AI • Develop and execute change management strategies that position Dorado as a destination for top talent • Collaborate with M&A leaders to address key people-related issues during acquisitions, including due diligence, job mapping, cultural integration, and change communications • Collaborate with cross-functional leadership teams such as Operations, IT, Finance, and Legal to execute seamless integration across global entities • Build repeatable M&A people playbooks that scale with Constellation’s acquisition pace • Own the compensation philosophy and architecture for the portfolio • Design and deliver a multi-year plan to harmonize compensation (base and bonus) against standard benchmarks, linked to the role banding framework • Consistently benchmark compensation and benefits offerings, ensuring that the BUs remain competitive and in a strong position to both attract and retain top talent • Proactively research creative ways to reward and recognize staff including non-monetary compensation • Drive talent management processes across the portfolio, and coach managers and staff on the process and its value • Ensure that strong succession plans are in place across Dorado and partner with people managers to ensure successor readiness • Integrate AI literacy and digital fluency into talent development programs and leadership competency models, ensuring career paths reflect the skills required in an AI-enabled organization • Promote learning and development, ensuring training needs are being proactively addressed by both staff and management • Lead, coach, and develop the Director of People Operations and oversee the broader People team • Set clear standards for execution quality, communication, and accountability • Build the team’s capability to scale with the portfolio’s growth and M&A activity • Design and deliver strategic employee engagement initiatives and projects which effectively address people issues and support an excellent employee experience, and coach management and staff to drive towards this at all times • Foster a culture of belonging, high performance, and brand ambassadorship across all BUs • Provide useful HR insights and key people operational metrics on a regular and ad hoc basis to portfolio and BU leadership • Develop and direct talent acquisition strategies, guiding BU leadership and external recruiters to fill critical roles, leading the recruitment, assessment, and management of key hires • Build a strong employer brand and employee value proposition which positions our BUs as employers of choice • Continuously improve policies and procedures to ensure that they are robust, easy to understand and aligned with market offerings • Ensure compliance to HR policies and procedures via coaching and training and addressing non-compliance promptly • Proactively partner with managers to ensure employee relations issues are addressed • Coach line managers on risk of actions, communications, and build confidence in participation in difficult conversations and potential disputes • Engage local counsel as needed to ensure employee relation matters are handled in compliance with jurisdiction-specific employment law • Oversee relationships with third-party legal entities and employer of record (EOR) providers in regions where the portfolio does not have a legal entity, ensuring compliance, employee experience, and cost-effectiveness • Leverage AI-powered dashboards and analytics to deliver real-time people insights to portfolio and BU leadership • Use predictive analytics and AI models to identify trends in attrition, engagement, and workforce planning • Travel to offices and offsites in other international locations to provide HR support as necessary or attend events

• Maintain all employee data in BambooHR with accuracy, including new hires, terminations, status changes, compensation updates, and reporting structure changes. • Conduct regular data audits to identify and correct inconsistencies, duplicates, and gaps; consolidate employee information from scattered sources into BambooHR as the single source of truth. • Ensure accurate data flows between BambooHR, Pinpoint (ATS), and Lattice (performance); maintain employee files in compliance with applicable regulations. • Handle all employee data in accordance with UK GDPR and applicable data protection legislation across jurisdictions; ensure personal data is collected, stored, and processed lawfully and with appropriate access controls. • Execute payroll coordination across all jurisdictions by following established processes - preparing and submitting people data to Finance, third-party payroll providers, and employer of record (EOR) partners across North America, South America, EMEA, the Middle East, India, and APAC (new hires, terminations, compensation changes, bonuses, and stipends). • Reconcile against BambooHR records and flag discrepancies to the Director for resolution. • Serve as the first point of contact for routine employee payroll and benefits questions, escalating anything outside standard parameters. • Execute end-to-end onboarding for all new hires, including system setup, background checks, benefits enrollment, orientation scheduling, and equipment coordination with IT. • Process employee terminations, including system updates, final pay calculations, statutory notice requirements and legally required separation documentation across applicable jurisdictions, and exit logistics. • Maintain and track onboarding plans with hiring managers; continuously improve onboarding and offboarding checklists based on feedback. • Administer Pinpoint ATS, including job postings, candidate pipeline management, interview scheduling, and coordination with hiring managers and external recruiters. • Send offer letters and process pre-hire documentation; maintain recruitment dashboards and report on pipeline metrics including time-to-fill, source effectiveness, and candidate volume. • Maintain compensation data in auditable spreadsheets and systems; support the Director and VP during annual compensation and performance review cycles with data, reporting, and administrative execution. • Use AI-powered tools and agents to streamline repetitive HR tasks such as data validation, document drafting, employee query triage, and report generation. • Identify process inefficiencies and propose improvements, leveraging AI automation, system features, formulas, and workflow tools to reduce manual effort. • Document all repeatable HR processes as clear, step-by-step SOPs; maintain the internal HR knowledge base so that processes are not dependent on any single person. • Build and maintain reporting dashboards in Excel, BambooHR, and other tools covering headcount, turnover, time-to-fill, and compensation distribution; prepare ad hoc reports for leadership as requested. • Use AI-assisted analytics and visualization tools to improve the speed and quality of people reporting. • Travel to offices in other international locations to provide HR support as necessary or to attend events.

• Maintain all employee data in BambooHR with accuracy, including new hires, terminations, status changes, compensation updates, and reporting structure changes • Conduct regular data audits to identify and correct inconsistencies, duplicates, and gaps; consolidate employee information from scattered sources into BambooHR as the single source of truth • Ensure accurate data flows between BambooHR, Pinpoint (ATS), and Lattice (performance); maintain employee files in compliance with applicable regulations • Handle all employee data in accordance with applicable privacy legislation across jurisdictions, including applicable Canadian and US state privacy laws, and international equivalents; ensure personal data is collected, stored, and processed lawfully and with appropriate access controls • Execute payroll coordination across all jurisdictions by following established processes - preparing and submitting people data to Finance, third-party payroll providers, and employer of record (EOR) partners across North America, South America, EMEA, the Middle East, India, and APAC (new hires, terminations, compensation changes, bonuses, and stipends) • Reconcile against BambooHR records and flag discrepancies to the Director for resolution • Serve as the first point of contact for routine employee payroll and benefits questions, escalating anything outside standard parameters • Execute end-to-end onboarding for all new hires, including system setup, background checks, benefits enrollment, orientation scheduling, and equipment coordination with IT • Process employee terminations, including system updates, final pay calculations, applicable federal and provincial/state separation requirements, and exit logistics • Maintain and track onboarding plans with hiring managers; continuously improve onboarding and offboarding checklists based on feedback • Administer Pinpoint ATS, including job postings, candidate pipeline management, interview scheduling, and coordination with hiring managers and external recruiters • Send offer letters and process pre-hire documentation; maintain recruitment dashboards and report on pipeline metrics including time-to-fill, source effectiveness, and candidate volume • Maintain compensation data in auditable spreadsheets and systems; support the Director and VP during annual compensation and performance review cycles with data, reporting, and administrative execution • Use AI-powered tools and agents to streamline repetitive HR tasks such as data validation, document drafting, employee query triage, and report generation • Identify process inefficiencies and propose improvements, leveraging AI automation, system features, formulas, and workflow tools to reduce manual effort • Support the Director in evaluating and rolling out new AI tools within the People technology stack • Document all repeatable HR processes as clear, step-by-step SOPs; maintain the internal HR knowledge base so that processes are not dependent on any single person • Build and maintain reporting dashboards in Excel, BambooHR, and other tools covering headcount, turnover, time-to-fill, and compensation distribution; prepare ad hoc reports for leadership as requested • Use AI-assisted analytics and visualization tools to improve the speed and quality of people reporting • Travel to offices in other international locations to provide HR support as necessary or to attend events

• Compensation Banding and Benchmarking - Map all roles across the business units to standardized bands and titles, globally, across every entity - Link bands to market benchmarks using compensation data sources (currently Mercer as part of Lattice) - Prepare the data foundation for a multi-year compensation harmonization plan designed by the VP of HR - Conduct ongoing compensation analysis for promotions, market adjustments, new hire offers, and internal equity - Build and maintain compensation data in a clean, auditable format **• Systems Integration, AI Tools, and Data Management** - Integrate BambooHR, Pinpoint (ATS), Lattice (performance), and multiple country-specific spreadsheets into a connected, reliable data ecosystem - Eliminate duplicate data entry and manual workarounds by building workflows that ensure one update propagates everywhere - Own BambooHR configuration and data integrity globally - Complete the Pinpoint ATS implementation - Evaluate and deploy AI-powered tools and agents to automate repetitive HR operations such as data validation, employee query responses, and workflow routing - Build and maintain AI-enhanced dashboards and reporting for the VP of HR and portfolio leadership, using automation to surface trends and anomalies in people data - Maintain dashboards and reporting for the VP of HR and portfolio leadership - Ensure all employee data handling complies with applicable privacy legislation across jurisdictions, including applicable Canadian and US state privacy laws and international equivalents **• Employee Handbook, Policies and Compliance** - Draft, publish, and roll out a comprehensive employee handbook covering all entities; ensure handbook content is structured and accessible through AI agents so employees can get answers to policy and procedure questions on demand - Document and standardize HR policies aligned with local practices across North America, South America, EMEA, the Middle East, India, and APAC - Provide training to managers on policies and ensure compliance through coaching and follow-up - Ensure all HR practices comply with applicable employment law in each jurisdiction **• Recruitment and Talent Acquisition** - Build the end-to-end recruitment process from hiring requisition through offer acceptance - Create standardized job description templates and interview frameworks - Get Pinpoint fully operational for job postings, candidate pipeline management, interview scheduling, and offer workflows - Partner with hiring managers and external recruiters to fill critical roles - Develop and strengthen the employer brand and employee value proposition - Introduce AI-assisted screening and candidate assessment tools to improve efficiency and reduce time-to-fill **• Onboarding and Offboarding** - Finalize and document end-to-end onboarding and offboarding processes for all entities and geographies - Ensure every new hire has a structured, consistent experience regardless of location - Track and maintain onboarding plans with hiring managers **• HR Operating Calendar & Cyclical Processes** - Create and maintain a calendar of key recurring HR events across the portfolio - including annual employee performance reviews, regular check-ins, annual compensation assessments (base and bonus), engagement surveys, and any other cyclical milestones - Document and publish how these milestones connect to each other - e.g., how performance review outputs feed into compensation decisions, how check-in data informs succession planning - Define all related procedures, inputs, outputs, and roles and responsibilities for each milestone - Train all stakeholders (BU leadership, line managers, Finance, the People team) on their specific contributions to each cycle - Ensure the calendar is realistic, well-communicated, and adhered to - this becomes the operating rhythm of the People function **• Employee Relations** - Act as the primary HR point of contact for line managers and employees located around the world - Proactively partner with managers to address employee relations issues before they escalate - Coach managers on risk, communications, and difficult conversations - Escalate potential disputes to the VP of HR and coordinate follow-up with relevant stakeholders - Navigate North American employment law with confidence; engage local counsel where needed to ensure compliance in other jurisdictions - Manage day-to-day relationships with third party legal entities and employer of record (EOR) providers in regions where the portfolio does not have a legal entity, ensuring smooth employee operations and compliance **• Payroll and Benefits Coordination** - Design and own the payroll coordination framework across all countries, including provider relationships, data submission standards, escalation protocols, and compliance requirements - Serve as the senior point of contact for Finance and third-party payroll providers, and make judgment calls on complex or cross-jurisdictional payroll matters - Ensure the Senior Analyst has the processes, templates, and guidance needed to execute payroll coordination accurately and on time **• AI and Process Automation** - Identify and implement AI-driven automation across core HR processes, including document generation, data reconciliation, and employee self-service - Develop and maintain automated workflows that reduce manual effort in onboarding, offboarding, payroll coordination, and compliance tracking - Partner with the VP of HR to evaluate emerging AI tools and integrate them into the People technology stack **• Team Management** - Manage the Senior People Operations Analyst, setting priorities, reviewing work quality, and ensuring accountability - Establish asynchronous communication norms including documented briefs, shared project trackers, and structured handoffs across time zones - Use the daily overlap windows effectively for live syncs and collaboration **• Travel** - Travel to other Dorado offices and offsites internationally for team meetups, onboarding support, or portfolio events

• Own and manage end-to-end sales pipeline for assigned regions and customer accounts. • Identify, prospect, and convert new business opportunities within fashion/apparel and textile manufacturing. • Conduct product presentations, demos, and consultative discovery sessions with prospective customers. • Drive revenue growth through license/subscription sales and strategi upsell opportunities • Develop account plans, forecast sales performance, and report progress to Sales Leadership. • Collaborate with pre-sales, technical teams, and customer success to deliver successful POCs and onboarding. • Lead commercial proposal creation, pricing discussions, and contract negotiations. • Represent the brand at trade fairs, customer visits, webinars, and industry events. • Maintain accurate CRM data, metrics, and sales documentation for pipeline transparency • Monitor market and competitive trends to inform sales strategy and • product positioning • Build lasting customer relationships to ensure retention, satisfaction, and account expansion

• Build, enhance and maintain the NedGraphics and Optitex Cloud products • Design, build, and maintain serverless backends on AWS (Lambda, API Gateway, DynamoDB/RDS, S3, SQS/SNS). • Implement secure, well-versioned REST APIs and event-driven workflows (EventBridge/Step Functions). • Develop automated testing frameworks (unit/integration). • Optimize performance (cold-start reduction, concurrency optimization, caching, CDN via CloudFront). • Enforce security best practices (IAM policies, Secrets Manager/Parameter Store, KMS). • Build reliable integrations with third-party APIs and internal services. • Produce technical documentation and developer-friendly API specifications.

• Build, enhance and maintain the NedGraphics and Optitex Cloud products • Design, build, and maintain serverless backends on AWS (Lambda, API Gateway, DynamoDB/RDS, S3, SQS/SNS). • Implement secure, well-versioned REST APIs and event-driven workflows (EventBridge/Step Functions). • Develop automated testing frameworks (unit/integration). • Optimize performance (cold-start reduction, concurrency optimization, caching, CDN via CloudFront). • Enforce security best practices (IAM policies, Secrets Manager/Parameter Store, KMS). • Build reliable integrations with third-party APIs and internal services. • Produce technical documentation and developer-friendly API specifications.