• Lead talent enablement for the Go-To-Market organization, translating org-wide people and talent strategies into clear, actionable programs that support revenue growth, productivity, and scale • Act as a strategic partner to GTM leaders, serving as a trusted advisor and extension of People leadership within supported functions • Design, build, and execute people and talent programs from the ground up, owning the full lifecycle from concept through implementation, iteration, and measurement • Lead functional talent management across GTM teams, including org design, performance management, succession planning, employee relations, and capability development aligned to business plans • Develop, retain, and increase engagement across a distributed workforce, with a primary focus on GTM teams while supporting other areas of the business as needed • Partner closely with the People & Talent Strategy team to develop, pilot, and scale people initiatives that drive measurable business impact • Lead and support change management efforts related to organizational growth, GTM evolution, and restructuring, ensuring leader readiness and adoption • Coach and advise leaders on organizational design, talent strategy, performance management, leadership effectiveness, and overall team health • Influence decision-making through data, insights, and external benchmarks; leverage people analytics and stay current on industry trends to inform recommendations and program design • Effectively balance and prioritize multiple initiatives in a fast-paced, high-growth environment, making informed trade-offs based on business outcomes and team needs • Contribute broadly to People team priorities in a small, high-growth environment, flexing across functions and initiatives as needed while maintaining ownership of core talent strategy responsibilities • Maintain a habit of using AI tools to think, build, and ship faster—it’s your default, not an afterthought.

• Support and partner closely with four People Group executives (Total Rewards, Talent Acquisition, People Strategy and Engagement, and Diversity, Inclusion and Belonging) while flexing to shifting priorities across their teams. • Own and proactively manage complex, high-volume calendars across multiple time zones, ensuring time is aligned to strategic priorities and key deliverables. • Coordinate extensive domestic and non-US travel end to end, including transportation, lodging, visas, and documentation, and accompany executives when needed. • Plan and execute events such as team off-sites, large meetings, team building activities, and company kick-offs in partnership with cross-functional stakeholders. • Support the full recruiting lifecycle for the People Group by scheduling interviews, coordinating with candidates and hiring teams, and helping organize onboarding activities. • Compile and submit timely, accurate expense reports and support related processes such as purchase orders using tools like Google Workspace, Navan, Zoom, and Slack. • Provide coverage and backup for other Executive Business Administrators, sharing best practices and helping drive consistency across the EBA community. • Run and lead special projects and ad hoc initiatives for People Group executives, taking ownership from scoping through follow-up while communicating clearly with partners.

• Partner with HR leadership to understand business needs across Europe and support day-to-day HR operations • Manage the full employee lifecycle: hiring, onboarding, offboarding, contract changes, compensation and benefits, absence management, employee data, compliance, and employee relations • Ensure data integrity across HR systems and tools • Act as liaison between Shared Services (HR, Finance, Legal) and internal stakeholders • Support the design and implementation of competitive compensation and benefits programs • Administer HR programs including performance and talent management, recognition, morale, development, leaves, disciplinary matters, and investigations • Develop and implement HR policies and procedures in compliance with local laws • Stay current on HR trends, regulatory changes, and emerging technologies • Guide stakeholders through sensitive conversations and transitions • Act as an ambassador for company culture and support internal communication

• Serve as a point of contact for employees regarding HR‑related questions and issues. • Foster a positive employee experience by resolving issues promptly and effectively. • Support the development and delivery of employee engagement initiatives. • Co‑lead weekly new‑hire orientation sessions with the People Operations team. • Conduct exit interviews with departing employees and document feedback. • Assist with socialization and engagement programs owned by the HR department. • Support management training programs and coordinate logistics for company‑wide events. • Serve as the primary contact for various HR systems, including the HRIS, rewards and recognition platform, learning management system, and company travel system. • Manage relationships with employee engagement vendors and assist with due diligence and vendor selection processes. • Generate basic HRIS reports and help maintain accurate data across systems. • Assist in implementing and delivering training across multiple HR and professional topics. • Act as a point of contact for the learning management system (Juno Journey). • Support the monitoring and evaluation of training program effectiveness. • Communicate and help administer HR policies and procedures. • Maintain accurate and up‑to‑date employee records. • Conduct audits of HR processes, systems, and documentation to ensure compliance with federal, state, and internal requirements.