This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The HR Coordinator is responsible for executing and monitoring operational human resources routines, ensuring compliance with Brazilian labor legislation (CLT), social security obligations, and internal policies. The role requires technical knowledge of HR processes, payroll routines, and labor compliance, with limited decision-making authority and reporting to senior leadership. - The position is non-executive and subject to working hour control. - The employee will not have autonomous powers to bind the organization legally. - The role does not qualify for the “cargo de confiança” exception under Art. 62 CLT. - Overtime, if applicable, will be compensated according to law or collective bargaining agreement. Qualifications - Technical knowledge of HR processes. - Understanding of payroll routines. - Knowledge of labor compliance. Requirements - Reports to: BYU PW Director Brazil. - Location: Remote - São Paulo, Brazil. - Work Schedule: Monday - Friday (6x2). Company Description

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description Performs a variety of day-to-day administrative and operational Human Resource functions, to include but not limited to: - Leave of absence - Worker's Compensation - Team member wellness program Ensures data integrity and the processing and reporting of HR data. Specialist work independently under limited direction. Handles problems and non-routine situations by determining the approach or action to take and interprets guidelines, procedures, policies, and practices. Responsible for the more complex work and assignments typically required of a HR Specialist. Qualifications - High school diploma or equivalent. - Two years of general office administration experience including one year of Human Resources experience. - Strong attention to detail and auditing skills. - Ability to prioritize multiple tasks. - Strong written and verbal communication skills. - Proficiency using word processing and spreadsheet software programs. Requirements - Responsible for HRIS data entry through a number of tools (i.e., team member and manager self-service) including terminations, job changes, salary changes, address changes, tax election changes, and leaves of absence data rows. - Audits, validates and corrects data within HRIS systems to maintain data integrity and ensure that system controls and processes meet all internal and external audit requirements. - Ensures time records are submitted, reviewed and approved as appropriate and loaded into eTime for payroll processing including terminations, new hires, exempt to non-exempt team members, and leaves of absence. - Responds to inquiries from the HR team, Legal, managers, team members and third-party providers regarding payroll and business process matters. Provides requested documentation and/or data and researches cases as needed in order to resolve issues; escalates to management as needed. - Coordinates and processes payments and deductions, as needed such as sales draws, bonus payments, incentives, and change in benefit elections. - Conducts records management activities including maintenance, retrieval, and adhering to record retention requirements. - Demonstrates the ability to handle pressure and when meeting deadlines and performance goals. - Processes benefit banking online transactions including creating benefit memos, making payments to benefit vendors, creating and maintaining VEBA balancing spreadsheets, tracking VEBA activities. - Coordinates and administers leave of absence pay using applicable tools in accordance with established policies and programs in partnership with applicable HR teams and third parties. - Supports the administration of Worker’s Compensation using applicable tools according to company policies and programs in partnership with internal HR teams and third-party administrators. - Supports the administration of the team member wellness program using applicable tools according to company policies and programs in partnership with internal HR teams and third-party administrators. - Each team member is expected to be aware of risk within their functional area, observing all policies, procedures, laws, regulations and risk limits specific to their role, and raising and reporting known or suspected violations to the appropriate Company authority in a timely fashion. - Performs other related duties as required. Benefits

• Lead and evolve IronArch’s employee experience strategy across the full employee lifecycle. • Serve as a strategic advisor to executive leadership on culture, workforce planning, organizational effectiveness, and talent development. • Lead the Employee Experience & Culture and Talent Acquisition functions, setting strategic direction while supporting successful execution of key initiatives. • Develop and implement scalable people programs including career pathing, performance management, and leadership development. • Partner with leaders across the organization to support employee relations, onboarding, performance management, and talent development. • Strengthen and measure employee engagement and organizational culture across the company. • Oversee employee engagement initiatives, recognition programs, and culture-building efforts. • Develop and lead the company’s talent acquisition strategy, ensuring scalable recruiting processes and strong candidate experiences. • Partner with hiring managers and leadership to support current and future hiring needs aligned with business growth. • Guide the use and optimization of HR systems and recruiting tools, including Paylocity. • Ensure HR operations, policies, and compliance practices support a growing services organization. • Define and track key people metrics such as engagement, retention, recruiting effectiveness, and leadership development.

• Build strong partnerships and develop a visible HR presence that fosters proactive engagement, trust, and alignment with programs, policies, and procedures. • Champion an inclusive culture throughout the organization; Implement strategies to create an inclusive workplace that values and leverages the unique perspectives of all employees. • Ensure HR initiatives are aligned with organizational priorities and ALDF’s mission, vision and values; Implement programs that enhance employee morale, satisfaction, and work-life balance. • Support methods for measuring and improving the employee experience; Participate in the design and implementation of employee engagement assessment tools, analyze data and feedback results. • Prepare and distribute HR communications, update internal HR portals to ensure staff have access to HR forms, policies and resources. • Coordinate employee recognition activities including service award program, birthday and anniversary announcements. • Coordinate monthly virtual staff meetings including agenda preparation, meetings invites and new staff introductions. • Manage ALDF recruiting processes; Post job openings, screen resumes, schedule interviews, conduct phone screens, prepare offer letters, facilitate background checks, and support managers and panels during the hiring process. • Develop and implement programs to improve hiring and onboarding processes and bolster the ALDF talent pipeline and brand; Support sourcing strategies for attracting a talented, diverse candidate pool. • Manage Onboarding process of new team members; Conduct HR Onboarding sessions to welcome new employees and provide access to the information needed for a successful transition to ALDF; Process I-9's and other new hire paperwork. • Support the Summer Clerk and Extern programs by preparing offer letters and conducting HR Onboarding sessions; Assist Summer Clerks and managers with timekeeping issues; Coordinate end of summer offboarding activities. • Administer performance review process, track completion and provide guidance to staff and managers. • Provide support for various training initiatives; Coordinate external training and facilitate training sessions as needed. • Provide guidance to staff on Professional Development Policy and support staff in career development strategies. • Serve as a first point of contact for HR-related or policy questions, acting as a trusted advisor to employees and management on HR-related matters. • Respectfully handle sensitive or confidential employee relations issues, including complaints and disciplinary actions. • Promote open communication and conflict resolution to cultivate a respectful work environment; Provide guidance and recommendations for issue resolution. • Provide support for Collective Bargaining Agreement negotiation, administration, compliance and other deliverables related to labor relations. • Collaborate with Finance team on HR changes that impact payroll processing. • Provide support to benefits administration including open enrollment, wellness initiatives and time off programs. • Ensure compliance with federal, state, and local employment laws, regulations, and best practices. • Maintain knowledge of trends, best practices, regulatory changes, and new technology across HR topics to inform recommendations and strategy. • Performs other duties as required.