• Consults on a variety of complex employee relations issues, including (but not limited it) performance management, workplace conflicts, and other policy violations • Working with business leaders, makes recommendations to People Managers for employee performance concerns, including editing and administering Corrective Action Plans • Partnering with the ER Manager and Legal, conducts internal investigations related to a variety of employee relations allegations, such as discrimination, harassment, retaliation, and policy violations • Utilizes the employee relations case management system to ensure appropriate documentation is captured; reviews and tracks case progress for investigation and performance cases • Helps with identifying gaps within the ER team and provides suggestions on how to address and close opportunities; tracks relevant employee data, metrics, and trends to help identify process improvements and approaches. • Drives cultural adoption of the employee relations team through communication and training for People Managers and employees; assists with the development of training and facilitates training for People Managers on ER-related topics (such as performance management and leadership best practices) • Stays updated on related employment law changes

• Freelancer lifecycle management (end-to-end) • Source and pre-select freelancers in line with the agreed operating model • Coordinate contracting and documentation (framework agreements, NDA, required consents and records) • Manage formal onboarding and ensure smooth start of cooperation • Coordinate the administrative side of ongoing cooperation in collaboration with Finance/HR • Collect post-project feedback, track quality, and update freelancer status accordingly • Freelancer database ownership (accuracy & data quality) • Own and maintain the freelancer database as a single source of truth (skills, seniority, rates, availability, statuses) • Ensure database accuracy and freshness by regularly validating availability and updating key profile details • Maintain cooperation history (projects, scope, quality ratings, TL/PM recommendations) • Ensure completeness of documentation and required records (contracts, NDA, consents) • Run periodic database reviews and initiate sourcing activities when capability gaps are identified • Stakeholder support & process governance (TL/PM collaboration) • Receive and manage freelancer requests (brief, budget, timeline, required competencies) • Deliver shortlists and recommendations based on availability and skill fit • Ensure clear ownership split: HR owns the process and relationship model, business owns delivery outcomes • Maintain process standards, reduce operational risk, and ensure alignment with internal rules • Process improvement, templates & tools • Create and maintain process documentation and templates (brief, SOW/order, feedback form, checklists) • Monitor process efficiency (SLA, database coverage, quality signals, pool availability) • Support tool improvements related to workflow, tracking, and reporting (database, ticketing, status management)

• Implement, and continue to iterate on HR strategies, policies and programs • Stay current on latest HR related trends and evaluate how Granicus can continue to evolve our ways of working and support our employees • Hands-on resolution and engagement on HRBP topics • Operational support of corporate plans for a variety of HR matters such as employee relations, compensation, benefits, health and safety etc. • Monitor adherence to internal policies and legal standards • Deal with grievances and violations invoking disciplinary action when required and anticipate and resolve litigation risks • Provide team-level insights to senior management by analyzing data and using HR metrics • Contribute as a business partner in the accomplishment of departmental business strategies and plans through initiatives that attract and retain talent, develop employees and leaders and align organizational goals and objectives. • Work closely with the internal HR team ensuring alignment between business requirements • Provide strong customer service to all stakeholders ensuring HR continually drives value throughout the business • Build strong partnerships with leaders across the company, acting as a trusted advisor, expert and resource for all core HR technical competencies such as time and labor laws, leaves of absence, etc.

• Serve as the primary administrator for Group Benefits and Pension accounts, ensuring accurate enrollment and billing. • Conduct information sessions to ensure staff understand their benefits, and pension packages. • Act as the first point of contact, and subject matter expert, for employee questions regarding these programs. • Manage and audit Paid Time Off (PTO) tracking within the Leave Management System to ensure accuracy and policy compliance. • Oversee the full lifecycle of disability and personal leaves, including the development of Return-to-Work (RTW) protocols. • Manage all WSIB claims, reporting, and coordination to ensure organizational compliance and support for injured workers. • Lead the workplace Health & Safety program, ensuring all standards meet provincial and federal requirements.