• Aligning business objectives with employees and management in designated business units • Providing HR guidance when appropriate • Managing and resolving complex employee relations issues • Conducting effective, thorough, and objective investigations • Partnering with legal department as needed/required • Enhancing work relationships, building morale, and increasing productivity and retention • Providing HR policy guidance and interpretation • Assisting international employees with expatriate assignments • Identifying training needs for business units and individual executive coaching needs

CyberSheath Services International LLC is a rapidly growing Managed Services Provider primarily focused on providing Cybersecurity services to the Defense Industrial Base (DIB). We are excited to be expanding our staff due to our growth and are looking to add to our team!  CyberSheath integrates compliance and threat mitigation efforts and eliminates redundant security practices that don’t improve and, in fact, may weaken an organization’s security posture. Our professionals tell clients where to stop spending, where to invest, and how to take what they are already doing and integrate it in a way that delivers improved security.   Successful candidates for CyberSheath are self-motivated, think out of the box, work, and solve issues independently. Additionally, our most successful people are self-starters and willing to put on many hats in order to succeed. CyberSheath is fast-growing and seeks candidates who want to be part of our upward trajectory.  JOB OVERVIEW As a technology-driven organization, we are looking for an HR Operations Specialist who thrives in fast-paced, evolving environments. With at least 5 years of experience, you will play a critical role in scaling our culture, streamlining operations, and supporting our most valuable asset: our people. This role is a blend of strategic partnership and hands-on execution, ideal for someone who enjoys the "build" phase of a company. In this role, you aren’t just processing paperwork; you are helping to build the infrastructure of a growing company. You will have the ability to implement new ideas and the opportunity to influence the long-term talent strategy. KEY RESPONSIBILITIES Employee Lifecycle Management: Lead the end-to-end experience for employees, from seamless onboarding to impactful offboarding, ensuring a high-touch experience at every stage. HRIS & Data Integrity: Manage and optimize our HRIS (Human Resources Information System) to ensure data accuracy, generate insightful analytics, and automate manual workflows, including: - Maintaining employee files - Ensuring HRIS data entry accuracy - Managing audits - Supporting reporting cycles (e.g., EEO, ACA, etc.) Employee Relations: Act as a trusted advisor to employees and managers, providing coaching on performance management, conflict resolution, and career development, including: - Running performance review cycles and tracking completion - Managing documentation and HRIS workflow Total Rewards & Benefits: Administer competitive benefits programs and assist with compensation benchmarking to ensure we remain an employer of choice in the tech talent market. Support payroll operations, including - Submitting payroll changes - Reviewing payroll accuracy - Managing employee payroll inquiries Compliance & Policy: Maintain and update the Employee Handbook and internal policies to ensure compliance with local and federal labor laws, including but not limited to: - EEO-1 reporting - State new hire reporting - I‑9 management - Worker’s Compensation coordination - Culture & Engagement: Partner with leadership to design and execute initiatives that foster inclusion, boost morale, and maintain a high-performance culture in a remote setting. QUALIFICATIONS - 5+ years of progressive HR experience, preferably within the technology, SaaS, or high-growth startup sectors. - Bachelor’s degree in HR, Business Administration, or a related field. - SHRM-SCP, or PHR designation is highly preferred. - Advanced proficiency with HRIS platforms (e.g., BambooHR, UKG, Workday) and modern collaboration tools (Teams, SharePoint). - Exceptional verbal and written communication skills, with the ability to navigate sensitive conversations with empathy and professionalism. - A proactive approach to identifying "friction points" in the employee experience and proposing scalable solutions. WORK ENVIRONMENT - A virtual work environment  CyberSheath is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, national origin, age, protected veteran status, among other things, or status as a qualified individual with a disability.  Budgeted Pay Range $85,000—$110,000 USD

• 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