• Manage incoming email inquiries from customers, vendors, candidates, and employees • Own the company virtual mailbox • Own the main company phone line • Process state-specific requirements and requests, supporting employer and business accounts as needed • Assist with employment verification requests, unemployment insurance (UI) claims, and other employee-related requests from external sources • Project-manage the hiring process, serving as the main point of contact for candidates and the hiring team, including logistics, job postings, and communications • Maintain and improve hiring workflows and documentation to ensure a consistent and positive candidate experience • Track hiring progress and metrics (e.g., time to hire, pipeline status) and flag risks or delays • Ensure compliance with internal hiring standards and state-specific requirements • Project-manage new-hire onboarding tasks, ensuring appropriate owners are assigned and held accountable • Own the new-hire onboarding experience, including sending offer letters, managing systems access and data entry, and scheduling and/or leading training sessions • Project-manage team member offboarding processes to ensure a smooth transition and proper close-out • Develop, refine, and support enforcement of company-wide policies in partnership with leadership • Serve as the day-to-day owner and primary stakeholder for vendors across HR, IT, and Finance • Track and manage company tech stack details • Project-manage large-scale, company-wide initiatives, such as internship programs or the annual in-person company retreat, in partnership with the Chief of Staff • Serve as the operational owner for People and Operations workflows, ensuring accuracy, timeliness, and consistency across processes • Maintain process documentation and standard operating procedures for core People and Operations workflows • Serve as the primary operational point of contact for employee benefits questions and escalations • Support benefits renewals and open enrollment processes by coordinating vendors, timelines, and communications • Serve as a trusted operational partner to leadership, balancing independent execution with timely escalation

• Lead the optimization and delivery of People processes and policies across the entire employee lifecycle. • Introduce AI-enabled efficiencies that help managers and employees get faster, clearer, and more accurate support. • Ensure consistent, compliant people practices across all regions where we operate. • Develop and maintain clear, accessible documentation, guides, and resources for employees and managers. • Partner with People Business Partners, Talent Acquisition, and Finance to ensure smooth coordination and alignment across people processes. • Support the rollout of local programs such as onboarding, performance cycles, policy updates, and employee communications. • Manage employee benefits programs, ensuring competitiveness, accuracy, and a smooth experience for employees during enrollment, changes, and inquiries. • Oversee U.S.-specific People Operations tasks, including compliance requirements, employment documentation, and coordination of state-by-state regulations. • Elevate the employee experience by identifying friction points and implementing scalable, people-first solutions. • Build and implement an AI roadmap that transforms the overall people experience.

• Design and maintain e-learning content for people enablement programs, incorporating best practices in adult learning and instructional design. • Manage end-to-end program logistics, including scheduling, communications, enrollment, and learner follow-up. • Partner with People Team and business stakeholders to develop content that is engaging, aligned to business needs, and scalable. • Assist in creating guidance, resources, and learning materials that help employees and managers effectively adopt AI-enabled tools. • Facilitate and produce onboarding, manager development, and people enablement sessions for employees across the organization. • Track program participation and feedback to support continuous improvement and measure learning impact.

• The mission of this role is to mature & scale our people philosophy and execution, in partnership with our Founder/CEO and executive leadership team, to set up Loyal for success as we move towards commercial launch of our first longevity drug. • Building systems to scale and reinforce high performance and culture standards. • Hiring, leveling, performance management, compensation, equity, and feedback. Be the steward of Loyal’s culture in moments that matter most: rapid growth, conflict, failure, and change. • Be a thought partner to leadership. • Act as a people business partner to support team leaders in people management. • Create feedback loops that surface problems quickly and enable course correction at both individual and organizational levels. • Care deeply about the individual, without losing the organization: design policies and structures that both maximize Loyal’s probability of success and support our team individually. • Own the full Loyal team member lifecycle: from recruiting and onboarding to development, performance, and exits. • Operations: employment law, compliance, and risk handled well without over-bureaucracy.