• Partner with HR leadership to understand business needs across Europe and support day-to-day HR operations • Manage the full employee lifecycle: hiring, onboarding, offboarding, contract changes, compensation and benefits, absence management, employee data, compliance, and employee relations • Ensure data integrity across HR systems and tools • Act as liaison between Shared Services (HR, Finance, Legal) and internal stakeholders • Support the design and implementation of competitive compensation and benefits programs • Administer HR programs including performance and talent management, recognition, morale, development, leaves, disciplinary matters, and investigations • Develop and implement HR policies and procedures in compliance with local laws • Stay current on HR trends, regulatory changes, and emerging technologies • Guide stakeholders through sensitive conversations and transitions • Act as an ambassador for company culture and support internal communication

• Serve as a point of contact for employees regarding HR‑related questions and issues. • Foster a positive employee experience by resolving issues promptly and effectively. • Support the development and delivery of employee engagement initiatives. • Co‑lead weekly new‑hire orientation sessions with the People Operations team. • Conduct exit interviews with departing employees and document feedback. • Assist with socialization and engagement programs owned by the HR department. • Support management training programs and coordinate logistics for company‑wide events. • Serve as the primary contact for various HR systems, including the HRIS, rewards and recognition platform, learning management system, and company travel system. • Manage relationships with employee engagement vendors and assist with due diligence and vendor selection processes. • Generate basic HRIS reports and help maintain accurate data across systems. • Assist in implementing and delivering training across multiple HR and professional topics. • Act as a point of contact for the learning management system (Juno Journey). • Support the monitoring and evaluation of training program effectiveness. • Communicate and help administer HR policies and procedures. • Maintain accurate and up‑to‑date employee records. • Conduct audits of HR processes, systems, and documentation to ensure compliance with federal, state, and internal requirements.

• Serve as a right hand to the VP of People Ops, Programs & Total Rewards, helping lead and evolve the People Ops function • Manage, mentor, and grow a team of People Operations Analysts and Specialists • Establish a calm, execution-focused operating rhythm across People Ops • Develop success metrics and performance indicators to measure system efficacy and customer satisfaction • Act as Product Owner for all People-related Workday modules, championing requirements, sequencing, and prioritization • Personally configure workflows, roles, permissions, and business processes within Workday and connected systems • Partner closely with the IT Workday Systems Administrator to balance technical constraints with People Ops needs • Oversee and integrate peripheral systems (Lattice, JIRA, integrations, internal tools) • Evaluate opportunities for infrastructure improvements, including buy vs. build decisions • Run RFPs, manage vendor relationships, and negotiate contracts • Continuously assess system performance and scalability • Drive thoughtful process optimization without over-engineering • Ensure all systems uphold data privacy regulations and global compliance requirements • Design and manage system security, roles, and permissions • Maintain high standards for employee data integrity and confidentiality • Partner closely on scalable People data architecture and analytics design • Oversee knowledge management solutions and promote a strong culture of documentation and knowledge sharing • Oversee People systems ticketing queues, ensuring high-quality service and issue resolution for employees and managers • Collaborate closely with IT, Finance, Legal, and People team partners • Navigate changing priorities and ambiguous requirements with pragmatism and calm execution • Design and document end-to-end People Ops processes, including onboarding, offboarding, job changes, performance cycles, compensation events, and employee data changes • Build foundational artifacts such as process maps, SOPs, runbooks, and decision trees • Stand up 0→1 human processes for emerging programs and systems • Create clarity where ambiguity exists and convert it into usable operating models

• Own and evolve Risepoint Organizational & People development strategy • Lead a high-performing team; define roles and expectations • Scale and refine Leader and Manager development programs • Lead enterprise organizational development initiatives to strengthen leader effectiveness • Build a modern learning ecosystem that enables Risepoint employees to learn and grow