• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and employees. • Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members. • Provide comprehensive guidance on Remote's Employee Relations resources, helping clients navigate complex workplace scenarios. • Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward. • Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases. • Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations. • Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders. • Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle's internal stakeholders. • Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes. • Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

• Responsible for HR strategy and solutions for business portfolios and programs • Partner with clients, HR functional Centers of Excellence, and other team members to develop and implement HR strategies, approaches and daily actions • Utilize data analytics to understand, measure and continuously improve organizational effectiveness • Leverage HR SMEs from Centers of Expertise and HR Shared Services organization to deliver high-quality, efficient services and solutions to the client

• Maintain accurate and up-to-date HR data within our HR system, ensuring data integrity, consistency, and confidentiality. • Ensure data categories are understood by the users and updated regularly. • Control and grant presets in our HRIS (Workday). • Oversee various HR administration tasks, including drafting, completing, and organizing employees' and contractors’ agreements and addendums for different locations, and other essential HR paperwork. • Be responsible for reviewing, managing, and maintaining military records. • Keep up to date with the library of template documents, policies, and the most recent agreements with our vendors. • Implement measures to automate daily processes. • Preparing monthly inputs for payroll calculations by local in-house and/or external outsourced payroll providers, including changes to the base pay, variables, and absence management with respect to the deadlines. • Participate in adhoc audits and reconciliations. • Administer benefits - both in kind and as a monetary reimbursement. • Maintain an updated database for internal and external usage. • Collaborate closely with the responsible team. • Be the point of contact and provide first-line support and partnership to Welltechers and advisory to other stakeholders, on matters related to contracts, onboarding/offboarding, absence policies, local HR administration procedures, documentation, and any matter that can arise during the collaboration through our ticketing system (Jira), emails, and/or direct messages. • Develop, update, and maintain Global policies and procedures in the field of HR Operations, with local specifics when necessary by law, for diverse audiences: Talent Acquisition, HRBP-s, Finance, IT admins, managers, as well as for the specialists themselves. • Being able to identify process gaps and propose solutions/alternatives. • Administer and update our Confluence space, ensuring that HR operations policies and procedures are up-to-date and easily accessible to relevant audiences.

• Spearhead the end-to-end recruitment process for meeting hiring goals by filling open positions with talented and qualified candidates • Develop and execute innovative sourcing strategies to attract large volumes of qualified candidates • Conduct initial assessments and interviews to evaluate candidates' skills, cultural fit etc. • Build and maintain a robust talent pipeline to meet both immediate and future hiring needs • Utilize data analytics to evaluate the effectiveness of recruitment efforts and make data-driven decisions • Act as a brand ambassador, ensuring candidates have a positive experience throughout the recruitment journey