• Define org design frameworks and reporting clarity • Maintain role ownership discipline across functions • Ensure hiring plans align with strategic capacity needs • Oversee performance review frameworks • Maintain high bar hiring and retention standards • Identify capability gaps early • Align pay structures with measurable output • Build variable compensation logic tied to outcomes • Strengthen accountability culture • Protect speed and clarity in decision-making

• Own the employee lifecycle • Design onboarding systems that accelerate productivity • Build structured development frameworks • Maintain engagement rhythms and feedback loops • Design review cadences (quarterly, annual) • Align compensation with measurable output • Formalize promotion and advancement criteria • Build AI-first workflows across teams • Reduce manual inefficiency • Codify repeatable processes • Strengthen cross-functional handoffs

• Design and evolve Limble’s talent attraction strategy aligned to growth goals • Partner with recruiting to strengthen hiring quality and manager capability • Improve candidate experience and employer brand positioning • Support workforce planning conversations with business leaders • Raise the bar on talent density and hiring discipline • Enhance and continuously improve Limble’s onboarding experience • Ensure onboarding accelerates time-to-productivity • Clarify expectations, success metrics, and cultural integration • Partner with functional leaders to embed onboarding into business rhythms • Measure onboarding effectiveness and early performance indicators • Lead the design and rollout of performance management processes • Define and reinforce standards for high performance • Equip managers to give candid feedback and coaching • Improve consistency in performance reviews and calibration • Guide underperformance management with clarity and fairness • Design and roll out leadership and employee development programs • Establish practical career path guidance and growth conversations • Lead succession planning processes across key roles • Identify capability gaps and partner with leaders to address them • Strengthen internal mobility and promotion readiness • Partner with senior leaders on org design and team effectiveness • Support workforce planning and capability assessments • Coach leaders on feedback, accountability, and team performance • Embed talent and performance systems into day-to-day operations • Provide executive-level guidance on employee relations matters • Ensure fair, consistent, and legally sound handling of issues • Coach managers through complex performance and conduct situations • Strengthen early intervention practices to reduce risk and disruption • Partner with People Operations to ensure policy clarity and compliance

• Build and mentor a high-performing team of People Analysts, fostering their growth while driving operational excellence • Create a culture of continuous improvement, innovation, and customer-centric service delivery • Serve as the primary platform owner for Oracle Fusion HCM, ensuring optimal system health, performance, enablement, and security • Manage system maintenance, upgrades, and enhancements while minimizing disruption to business operations • Configure roles, permissions, and access controls to maintain data integrity and compliance • Drive platform optimization to unlock new capabilities and improve user experience • Oversee the broader People Technology ecosystem, including People tools, applications, and third-party integrations • Lead full lifecycle People Technology implementations, from requirements gathering through deployment and adoption • Partner with IT and vendors to design scalable solutions that meet current and future needs • Stay ahead of emerging People Technology trends and recommend innovations to leadership • Design and generate sophisticated reports, dashboards, and analytics that drive business decisions • Transform people data into actionable insights for stakeholders across the organization • Ensure data accuracy, consistency, and accessibility across all HR systems • Act as the escalation point for complex system issues, providing timely resolution and expert guidance • Develop and maintain comprehensive system documentation and training materials • Lead change management efforts for system enhancements and process improvements • Build strong partnerships with business leaders to anticipate needs and proactively deliver solutions • Maintain rigorous security controls and audit trails across all People Technology platforms • Ensure systems support enterprise-wide compliance with employment laws, regulations, and company policies • Uphold all confidentiality and HIPAA requirements in handling sensitive employee data.