• Actively litigate California wage and hour class actions and Private Attorneys General Act (PAGA) claims • Manage outside counsel and legal spend for all labor & employment matters, including counseling and litigation • Provide day-to-day strategic advice and counsel to all business units on a broad range of labor and employment topics globally including recruiting, hiring, employee relations, discipline and termination, internal investigations, reductions-in-force, leaves of absence, disability accommodations, wage and hour compliance, employee benefits, compensation, union issues, and restrictive covenants • Lead all employment litigation and pre-litigation disputes, including case strategy, discovery support, motion practice, settlement negotiations, and risk reporting • Coordinate and manage outside counsel on employment-related matters to ensure high-quality, cost-effective representation, consistent positions, and timely communication • Advise and support HR on workforce reductions, reorganizations, and related communications, including risk assessment and compliance with applicable notice and severance requirements • Review, revise, and provide guidance on HR policies, procedures, templates, and forms to align with evolving legal requirements and business needs • Develop, maintain, and enhance the employee conduct and employment compliance program, including policies and procedures designed to prevent illegal, unethical, or improper employee conduct • Design and deliver training for a diverse global workforce on employment compliance, workplace conduct, and related topics • Respond to hotline reports and alleged policy violations; drive consistent triage, investigation, documentation, and remediation in partnership with key stakeholders • Identify potential employment compliance vulnerabilities and risks; recommend and implement improvements, including audits and process enhancements

Role Description - En appui au SDAG : - Contribuer avec le sous-directeur AG à la coordination et au pilotage du service dans toutes les composantes du soutien - Mettre en œuvre les politiques de soutien définies par les entités centrales de la DGA - Contribuer à garantir des prestations de soutien de qualité au profit des personnels du SPQI - Contribuer à la capacité du service à exercer pleinement ses responsabilités et missions en termes de gestion de ses personnels (notamment avec le CPP/RH Sud, la DRH/DGA, la DGA/DIE/SDPAS) - Contribuer à la coordination et au suivi de l’ensemble des activités du soutien général : - En matière de fonctionnement général, d’achats / finances : - Dans le pilotage des actions de management de la sous-direction et la conduite d’actions de progrès - Au développement et au déploiement d’un outil de contrôle de gestion interne du Service - À la préparation et au suivi des actes d’achats de soutien pour les 26 sites, ainsi que la gestion et le reporting des AE / CP sur le P 146 et le P178 - À la gestion du déploiement des cartes achats de niveau 1 et 3 (CHA N1 / N3) - En matière RH : - La préparation des travaux de comitologie RH du Service - Au suivi de tous les travaux RH (mobilités, travaux structurants) - La contribution au développement de la réserve (réserve civile, réserve DGA) Qualifications - Budget et finances publiques - Connaissance du milieu professionnel - Autonomie initiative - Organisation du travail - Organisation, méthode - Management - Animation d’équipe - Statut des personnels Elements de candidature - Documents à transmettre : l'envoi du CV et d'une lettre de motivation est obligatoire Personnes à contacter - dga-cppsud.mobilite.fct@intradef.gouv.fr - herve.horiot@intradef.gouv.fr

About Coefficient Giving Coefficient Giving (formerly Open Philanthropy) is a philanthropic funder and advisor. Since 2014, we’ve directed over $4 billion in grants as part of our mission to help others as much as we can with the resources available to us. We work with a range of donors who share our commitment to cost-effective, high-impact giving. Our current funds include Science and Global Health R&D, Navigating Transformative Artificial Intelligence, Abundance & Growth, Farm Animal Welfare, Biosecurity & Pandemic Preparedness, and more. In 2025, we recommended more than $1 billion to high-impact causes. We’re proud of our track record: - Our grants to evidence-backed global health programs have saved over 100,000 lives, and our farm animal welfare grants have improved the lives of over 3 billion animals. - We supported late-stage clinical trials for the R21 malaria vaccine, now being scaled to protect millions of kids globally. - We were the earliest major funder of the YIMBY movement to build more housing. Our grantees have led the charge on major wins like City of Yes in New York, and SB 79 in California, which will enable hundreds of thousands of new housing units. - We jump-started the field of AI safety and security and have played a vital role in addressing other existential threats, such as mirror bacteria. About the role We aim to bring on roughly 70 new staff this year, and we're restructuring our People team to help us build for scale. This role is central to that vision. We're seeking a Global Employment Lead to build and oversee a unified operations function that ensures seamless employee experiences across our U.S. and international workforce. This role will lead the integration of HR operations with our international employment functions (currently split between People Ops and Business Immigration), creating one cohesive team focused on operational excellence and high-quality employee service. This is a strategic operational leadership role for someone who thrives on building scalable systems, solving complex compliance challenges, and leading teams through growth. You'll report to Stephanie Hill, Head of People, and manage a team of 5+. What you'll do - Own compensation and benefits strategy - Lead the development and implementation of Coefficient Giving's compensation philosophy, ensuring principles-based approaches that are competitive, equitable, and scalable across jurisdictions - Oversee the annual compensation review process - Own the design and management of our benefits programs for U.S. and international employees, ensuring competitiveness and compliance across jurisdictions - Build compensation decision-making tools and guidelines that enable our team to make consistent, principled decisions - Manage vendor relationships for benefits administration and compensation benchmarking - Scale U.S. & international employment operations - Own end-to-end employee lifecycle operations for 120+ U.S. employees and 40+ international team members - Lead our U.S. (and eventual U.K.) immigration strategy - Own and optimize our EOR (Employer of Record) vendor relationship, ensuring a strong employee experience for team members employed through the EOR - Lead the likely transition from EOR to direct employment through a new U.K. legal entity, establishing payroll, benefits, and compliance infrastructure - Ensure seamless operations across U.S., U.K., and EOR countries, with appropriate handoffs between functions - Design and implement policies that work across jurisdictions while maintaining our principles-based approach - Drive compliance & risk management - Ensure legal compliance across all employment jurisdictions (U.S. states, U.K., international EOR countries) - Own state registrations, employment tax filings, and other compliance requirements - Manage visa sponsorship processes and coordination with immigration counsel - Lead employee relations matters and investigations as needed - Optimize systems & processes - Continuously improve our HR technology stack - Document processes and build knowledge management systems to reduce key person risk - Implement HR ticketing systems and service delivery models that scale - Partner with Finance on payroll processes and reporting - Evaluate and manage external vendor relationships - Strategic partnership - Serve as key thought partner to Head of People on key policies and their implementation - Partner with Legal on entity setup, compliance, and employment matters - Collaborate with Finance on headcount planning, budget management, and reporting - Work with Recruiting on smooth candidate-to-employee transitions Who might be a good fit You might be a good fit for this work if you have: - Substantial HR/People Operations experience: - You have 5+ years of progressive HR/People Operations experience, including at least 2–3 years managing teams. - You have expertise in U.S. employment law and compliance, including multi-state operations, and proven experience managing international employment. - Other potentially helpful experience: - Background in high-growth organizations in the 100–300 person range - Experience establishing and running U.K. or other international legal entities - Familiarity with compensation benchmarking, total rewards strategy, or HRIS implementation and optimization - Strong systems and operational orientation: - You have strong project management skills and prior experience building scalable operations infrastructure— you can execute complex, multi-month initiatives (like entity setup or HRIS implementation).. - You can toggle between strategic leadership and tactical execution, zooming out to identify problems and zooming in to implement solutions. - You don't need perfect clarity to move forward; you're comfortable with ambiguity and acting under uncertainty. - Good judgment: You are able to: - Determine when to escalate, when to consult experts, and when to move forward independently - Lead with principles while remaining pragmatic about implementation - Think from first principles — questioning assumptions rather than defaulting to convention - Strong interpersonal and communication skills: - You build trust quickly with both team members seeking HR support and executives making decisions. - You can communicate complex compliance matters clearly to non-experts. - You are a skilled coach and talent cultivator. - Values and approach that fit our culture: - You value transparency, candor, intellectual honesty, and documentation. - You are comfortable giving and receiving direct feedback. - You are naturally collaborative, with a high degree of emotional intelligence and cultural sensitivity. The ideal candidate for this position will possess many of the skills and experiences described above. However, there is no such thing as a "perfect" candidate. If you are on the fence about applying because you are unsure whether you are qualified, we strongly encourage you to apply. Role details & benefits - Compensation: - The baseline compensation for this role is $186,300, which would be distributed as a base salary of $162,000 and an unconditional 401(k) grant of $24,300 for U.S. hires. All compensation will be distributed in the form of take-home salary for internationally-based hires. - We may be open to higher compensation for exceptional candidates. - These compensation figures assume a remote location; there would be adjustments upwards for candidates regularly working in person with colleagues in San Francisco, Washington, D.C., or New York City. - Time zones and location: We offer remote work in many countries. While we are not able to sponsor visas for this role, we are open to hires outside the U.S. willing to consistently overlap with U.S. business hours. - Benefits: Our benefits package includes: - Excellent health insurance (we cover 100% of premiums within the U.S. for you and any eligible dependents) and an employer-funded Health Reimbursement Arrangement for certain other personal health expenses. - Dental, vision, and life insurance for you and your family. - Four weeks of PTO recommended per year. - Four months of fully paid family leave. - A generous and flexible expense policy — we encourage staff to expense the ergonomic equipment, software, and other services that they need to stay healthy and productive. This policy also includes a productivity benefit, which provides a set amount for staff to expense items that enhance their productivity. - A continual learning policy that encourages staff to spend time on professional development with related expenses covered. - Support for remote work — we'll cover a remote workspace outside your home if you need one, or connect you with a Coefficient Giving coworking hub in your city. We currently have offices in San Francisco and Washington D.C., and multiple staff working from several other cities in the U.S. and elsewhere. - We can't always provide every benefit we offer U.S. staff to international hires, but we're working on it (and will usually provide cash equivalents of any benefits we can't offer in your country). - Start date: We'd like a candidate to start as soon as possible after receiving an offer. We aim to employ people with many different experiences, perspectives, and backgrounds who share our passion for accomplishing as much good as we can. We are committed to creating an environment where all employees have the opportunity to succeed, and we do not discriminate based on race, religion, color, national origin, gender, sexual orientation, or any other legally protected status. If you need assistance or an accommodation due to a disability, or have any other questions about applying, please contact jobs@coefficientgiving.org. Please apply by 11:59 p.m. Pacific Time on April 12, 2026 to be considered. U.S.-based Operations staff are typically employed by Coefficient Giving LLC, which is not a 501(c)(3) tax-exempt organization. As such, this role is unlikely to be eligible for public service loan forgiveness programs. We may use AI to assist in the initial screening of applications, including to detect whether candidates have used AI models in drafting their applications. Decisions are always made by a human on our team. If you have any questions about our use of AI tools, you can email jobs@coefficientgiving.org.

• Conduct closing meetings with leads qualified by the presales team • Apply a structured sales methodology (SPIN Selling, sales cadences and defined stages) • Manage leads in the CRM (Pipedrive) • Maintain pipeline organization, follow-ups and KPIs • Hold meetings via Google Meet with a professional demeanor and strategic communication • Work with a focus on conversion, meeting weekly and monthly targets