• Own HRIS (Rippling) configuration, workflows, and data integrity • Lead benefits administration, enrollments, changes, and troubleshooting • Partner with brokers and vendors to ensure strong service delivery • Execute payroll inputs, audits, and compliance with Finance • Ensure multi-state and global employment compliance • Maintain SOPs for People operations, benefits, and payroll • Manage audits and regulatory filings (ACA, EEO-1, workers’ comp) • Own leave administration and benefits compliance processes • Partner with IT on access provisioning and offboarding • Maintain accurate employee records and documentation • Identify operational risks and proactively resolve system gaps • Partner with the Director on People analytics and reporting • Support benefits communication and execution • Serve as escalation point for operational People issues • Additional duties as assigned

• Configure and maintain PeopleSoft Time & Labor, including rules setup, workgroup determination, schedule definition and group security, time reporter enrollment, validation criteria specification • Design and develop custom solutions based on business requirements • Develop and maintain interfaces between Time & Labor, HR, and Payroll modules • Create, maintain, and execute test scripts to validate setup, data flow, and processes • Develop new or modify delivered reports to meet user needs • Provide ongoing support and troubleshooting for Time & Labor functionality

• Build and manage a global recruitment pipeline across Full-Stack, AI/ML, DevOps, and Product teams • Conduct initial rigorous technical screenings • Develop understanding of company architecture and roadmap • Design and refine structured interview processes • Implement and optimize recruiting systems and workflows • Design and implement core People infrastructure • Establish performance management systems • Partner with leadership on organizational design and compensation strategy • Serve as primary contact for employee relations and internal People operations • Build a culture of accountability and transparency

• Design a high-accountability performance framework and an L&D roadmap that empowers managers to grow their teams. • Codify our values into the employee lifecycle, from a "Gold Standard" onboarding experience to exit insights. • Lead our global engagement surveys, using data to identify organizational "blind spots" and partnering with PBPs on solutions. • Continuously improve the end-to-end employee journey-from a "Gold Standard" onboarding to seamless offboarding, promotion cycles, and development workflows-ensuring every touchpoint is frictionless, scalable, and globally consistent. • Act as the internal "Consultant" to our PBPs, providing them with the tools and frameworks they need to support their business units. • Work closely with the People Operations team to ensure all programs are automated, scalable, and legally compliant across all global entities.