Role Description We are seeking a motivated and detail-oriented Human Resources Intern to join. This internship is an excellent opportunity to gain real-world HR experience and develop essential skills in a supportive, fast-paced environment. This is an unpaid internship intended for educational and professional development purposes. Academic credit may be arranged where applicable. Undergrad students are encouraged to apply! Key Responsibilities - Assist with the recruitment process, including posting job openings, reviewing resumes, and scheduling interviews. - Support new hire onboarding and orientation activities. - Maintain and update HR databases, personnel records, and files. - Help organize company events, employee engagement initiatives, and training sessions. - Conduct research on HR best practices and assist in drafting policies or process improvements. - Provide administrative support to the HR team as needed. Qualifications - Currently pursuing or recently completed a degree in Human Resources, Business Administration, Psychology, or a related field. - Strong organizational and communication skills. - Ability to maintain confidentiality and handle sensitive information. - Proficiency with Microsoft Office Suite and/or Google Workspace. - Enthusiasm to learn and take initiative in a team-oriented environment. Benefits - Hands-on experience in multiple aspects of HR. - Exposure to the inner workings of a growing company. - Mentorship from experienced HR professionals. - Opportunity to network with professionals across different teams. You're a Great Fit if You're - A go-getter with a growth mindset. You're intellectually curious, have strong business acumen, and actively seek opportunities to build relevant skills and knowledge. - A detail-oriented problem-solver. You can independently gather information, solve problems efficiently, and deliver results with a "get-it-done" attitude. - Thrive in a fast-paced environment. You're energized by an entrepreneurial spirit, capable of working quickly, and excited to contribute to a growing company. - A collaborative team player. You focus on business success and are motivated by team accomplishment vs personal agenda. - Highly organized and results-driven. Strong prioritization skills and a dedicated work ethic are essential for you. Equal Opportunity Statement At Armada, we are committed to fostering a work environment where everyone is given equal opportunities to thrive. As an equal opportunity employer, we strictly prohibit discrimination or harassment based on race, color, gender, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other characteristic protected by law. This policy applies to all employment decisions, including hiring, promotions, and compensation. Our hiring is guided by qualifications, merit, and the business needs at the time. Unsolicited Resumes and Candidates Armada does not accept unsolicited resumes or candidate submissions from external agencies or recruiters. All candidates must apply directly through our careers page. Any resumes submitted by agencies without a prior signed agreement will be considered unsolicited and Armada will not be obligated to pay any fees.

Role Description The HR Manager - Integration drives successful HR transitions for newly acquired companies, ensuring seamless workforce integration, regulatory compliance, and cultural alignment. This role delivers efficient onboarding by managing HR due diligence, streamlining policy alignment, and optimizing payroll and benefits transitions, while also designing and implementing onboarding and training programs that accelerate employee assimilation and support long-term talent development. By collaborating with HR, Finance, IT, and Operations, the HR Manager - Integration minimizes disruption, equips leaders and employees with the tools and knowledge needed to succeed, and drives business continuity and engagement post-acquisition. Key Responsibilities - Lead due diligence and post-acquisition HR strategies that align acquired employees with company policies, culture, and operational goals. - Develop and manage HR integration project plans with clear timelines and deliverables, collaborating with key stakeholders across HR, Finance, IT, and Operations. - Identify and address employment risks, ensuring adherence to labor laws, payroll regulations, and corporate policies throughout the integration process. - Assess and integrate HR policies, handbooks, and procedures from acquired companies, maintaining regulatory compliance and operational consistency. - Develop communication strategies that reinforce company values and help acquired employees assimilate into the organization. - Track key HR integration milestones, assess employee engagement, and provide leadership with data-driven insights on acquisition outcomes. - Provide coaching and support to acquired leaders to facilitate a smooth transition. - Partner with Payroll and Finance teams to ensure accurate and timely transition of acquired employees into existing payroll systems. - Oversee benefits alignment, ensuring newly acquired employees receive accurate information and have a seamless transition to company-sponsored benefit programs. - Design and coordinate first-day and first-week engagement experiences for newly acquired employees, ensuring clarity on policies, culture, and company expectations. - Ensure proper documentation and data migration for employee records in alignment with company HRIS requirements. - Act as a key resource for acquired employees, addressing HR-related inquiries and fostering a sense of inclusion and belonging. - Design and implement onboarding and training programs for newly acquired employees and leaders, including development of scalable training materials that support policy adoption, system navigation, and cultural integration. Qualifications - Bachelor's degree in Human Resources, Business Administration, or a related field. - 5+ years of HR experience, with at least 2 years in M&A integration or HR project management. - Experience in managing payroll, benefits, and HR operations during acquisitions. - Strong project management skills with the ability to manage multiple priorities and deadlines. - Excellent interpersonal and communication skills to work effectively with stakeholders at all levels. - Ability to drive change and facilitate cultural integration. - Knowledge of employment laws and regulations related to mergers and acquisitions. - Proficiency in HRIS systems and data migration processes. - HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred. - Experience in a fast-paced, high-growth environment. - Previous exposure to private equity-backed acquisitions is a plus. EEOC Statement Zeus provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

• Supports the VP of Labor Relations by developing and implementing labor strategies • Manages labor relations processes, ensuring compliance with labor laws • Effectively manages union relationships • Collaborates with senior leadership to develop programs that address workplace disputes and promote a supportive work environment • Develops and applies policies, supporting the implementation of best practices for various labor relations issues • Administers the company’s labor strategy and ensures compliance • Provides guidance on dispute resolution, including negotiations, grievances, and arbitration • Develops and executes bargaining strategies aligning with business objectives • Builds and maintains relationships with national and local union organizations • Coordinates with Finance for CBA-related budgeting and economic considerations • Partners with Training & Development to create effective management strategies • Maintains awareness of current employment trends and regulations

• Establishes and nurtures a visible and positive HR presence in any market that requires additional HR assistance; in airports with a vacancy in the HR department, serves as the temporary PCBP for the day-to-day operations on property • Travels to new airport retail and restaurants transitioning into the company portfolio to onboard new team members, conduct training, and roll out company policies on property; creates an atmosphere of being the employer of choice while at the airport by ensuring new team members are welcomed and supported during transition • Provides recommendations and overview of any issues on property when assisting branches to Senior Director of People and Culture Operations • Maintains in-depth knowledge of HR best practices, federal/state/local regulations, and company HR policies and procedures; ensures they are fully considered before decisions are made to minimize risk and exposure to the organization • Supports hiring managers with recruiting; assists with identifying candidates for open roles while adhering to the company’s hiring processes • Manages and resolves employee relations; conducts confidential HR investigations • Advises leadership on compliance, engagement, retention, training, and disciplinary issues as they arise; communicates trends, strengths, weaknesses, and improvement opportunities for locations they support • Support & coordinate all people and culture initiatives and business practices. • Collaborates with the corporate People & Culture department to develop enhancement of practices to improve transitions and training.