• Entwicklung einer ganzheitlichen People-Strategie für Bundesstruktur und perspektivische Einheiten • Aufbau eines verbindlichen Recruiting- und Auswahlprozesses für Ehrenamtliche und Führungskräfte • Einführung eines professionellen Onboarding-Systems mit klaren Rollenprofilen, Erwartungshorizonten und Zieldefinitionen • Strukturierung der Betreuungsphase durch regelmäßige Evaluationsgespräche, Leistungsfeedback und Kompetenzentwicklung • Implementierung eines sauberen, wertschätzenden Offboarding-Prozesses mit Dokumentation und Wissenstransfer • Aufbau eines transparenten Verantwortungsmodells für Bereichs- und Abteilungsleiter • Entwicklung eines Leadership-Frameworks für Führung im Ehrenamt (sowie Code of Conduct) • Sicherstellung klarer Kommunikationswege und Eskalationsmechanismen

• Support People & Culture hiring processes to ensure a seamless and efficient hiring workflow. • Help create job descriptions and update other hiring materials. • Act as a primary point of contact for applicants, ensuring they are supported and informed throughout the hiring journey. • Support People + Culture with a variety of tasks including: Note taking and meeting facilitation support, Drafting staff-facing materials, Document retention and organization, Double checking work to maintain accuracy and efficiency, Providing coverage for other staff or filling gaps in department workflows. • Survey staff to inform People and Culture’s priorities. • Flag staff questions and concerns to the Senior Talent Manager/Director.

• Own day-to-day administration of benefits programs including medical, dental, vision, life insurance, disability insurance, retirement (401k), and leave programs. • Manage employee benefit enrolments, eligibility updates, and terminations in the HRIS and with the vendors. • Ensure accurate payroll deductions, employer contributions and vendor billing reconciliation. • Partner closely with external benefits brokers, vendors and administrators to ensure smooth plan operations. • Assist with US open enrolment including employee communications and benefit materials. • Monitor benefits-related compliance activities by coordinating data and documentation with brokers and external providers (e.g., ACA reporting support, ERISA documentation, Form 5500 inputs). • Serve as a point of contact for employees regarding benefits questions and issue resolution. • Support core HR processes for US employees, including onboarding, offboarding, and job changes. • Maintain accurate and up-to-date employee records, documentation, and data within the HRIS. • Partner with Payroll and Finance to ensure consistency and accuracy across systems. • Support HR audits and reporting requests, internal and external. • Assist with drafting and maintaining HR process documentation, guides, and employee-facing materials. • Ensure the accuracy, completeness, and integrity of HR and benefit data. • Use Excel and HR systems confidently to manage data, validate inputs, reconcile discrepancies and prepare routine reports. • Identify opportunities to improve HR processes, reduce manual work, and increase efficiency through better data practices and system usage. • Support basic recurring People Operations reporting needs. • Support employee experience initiatives related to benefits, onboarding, and key employee lifecycle moments. • Assist with internal communications related to People initiatives and benefits programs. • Partner with Talent Acquisition and People Operations colleagues to ensure a smooth and positive onboarding experience for employees. • Help evaluate engagement programs and gather employee feedback to improve participation and impact.

• Strategic Advisory & Consultancy: Act as the primary advisor to leadership within your assigned departments; provide expert consultancy on organizational health, complex leadership transitions, and performance strategy to align functional goals with Remote’s commercial objectives. • End-to-End Program Ownership: Lead the design and iteration of global people programs while providing strategic review for broader people team projects to ensure they are scalable and high-impact. • Complex Problem Solving: Independently own and resolve high-complexity employee relations issues, while ensuring a positive, values-aligned experience. • Optimize via AI & Automation: Lead the adoption of AI and automation tools across the People Partnering function to increase collective efficiency and remove friction • Data-Driven Strategy: Analyze people data and trends to contribute to decisions on strategy and programs, translating data into long-term strategy and making recommendations to leadership • Culture Carrier: Influence and iterate on our high-performance culture by translating feedback into actionable strategies, modeling a growth mindset during periods of ambiguity. • Handbook Leadership: Act as an ambassador and contributor to Remote's Handbook, ensuring our processes remain transparent, automated, and a strategic asset • 70-80% of time is dedicated to functional business units, while 20-30% of time is assigned to priority projects.