• Manage, design, develop, coordinate, conduct, and execute effectively for defined program, process, or other area of responsibility • Execute and continuously improve in People department assignment area, soliciting and leveraging customer/client feedback • Track results and KPIs in assignment area and continually take actions for improvement • Lead project or process improvement efforts that involve multi-disciplinary team members • Oversee ongoing organizational initiatives that enable and improve company culture and team member experience • Standardize the People team’s practices/processes contributing to WelbeHealth’s scale and replicability mission expansion aspirations in alignment with our values • Ensure HR services are delivered with high quality service excellence principles and with a commitment to compliance.

• Lead our HRIS migration— a live, immediate priority that requires someone who can find a way through ambiguity • Own and evolve our HRIS and people tech stack • Design and deploy self-service AI agents and automation that reduce friction and give employees faster, clearer answers • Ensure data integrity, compliance, and a coherent architecture across all people systems — earning the trust of Finance, Legal, and the People team through rigor and effective communication • Audit existing processes with fresh eyes and genuine curiosity: ask why, challenge what is legacy, and redesign what matters • Architect scalable, user-centric processes across the full employee lifecycle from onboarding to offboarding— always with the end user in mind • Own LOA administration, immigration compliance, background check processes, contractor management, and offboarding processes • Drive people system configuration and management in partnership with Talent, People Partners, L&D, and Total Rewards and cross-functional partners in Finance, Payroll IT and Legal to ensure collaboration, coordination and cohesion across the full employee experience • Partner with People Partners to design and execute our performance and engagement cycles– from systems configuration to communication calendar – ensuring the experience is intuitive for employees and actionable for managers. • Manage global compliance and risk related to people operations in close partnership with Legal • Support our global workforce across multiple countries — ensuring employment compliance, payroll coordination, and people processes hold up across jurisdictions as we grow. • Own the People analytics strategy: surface actionable insights into headcount, attrition, engagement, and workforce planning; translate data into executive-ready insights that inform business decisions. • Ensure high data integrity and accessible, reliable reporting on relevant topics. • Partner with Finance, TA and executive leadership to translate workforce data into strategic insight and forward-looking workforce planning

• Lead a high-performing and engaged HRBP team: Hire, develop, and retain a talented team of HRBPs, and enable the team to focus in the highest-value areas for the business • Design and scale high-impact programs and initiatives, e.g., talent engagement, growth and development, talent planning and performance cadences • Partner with our leadership team: Shape talent strategies and practices that support business objectives and drive organizational success • Leverage AI to increase efficiency and impact: Use AI to reduce manual work and scale People team support to our employees and the business • Make data-driven decisions, applying people metrics (e.g., engagement data, attrition trends, other key talent metrics) to inform priorities and decision-making • Scale internationally: Adapt our model to support a growing team in the US and internationally • Accelerate strategic initiatives: Lead and/or support other strategic initiatives (e.g., change management, remote culture & engagement, total rewards strategy)

• Lead high-impact performance cycles (mid-year + year-end), including thoughtful calibration • Empower managers to deliver clear feedback, navigate tough conversations, and grow their teams • Shape and evolve career frameworks (IC + Manager) and support smart, equitable compensation strategies globally • Serve as a trusted advisor to managers — balancing business needs with people-first thinking • Navigate employee relations with sound judgment, discretion, and fairness • Own the end-to-end employee lifecycle • Partner with external counsel to manage immigration and global work authorization processes • Keep compliant across the US, India, and EU as we scale