• you’ll be the go-to “on the ground” expert in charge of understanding and implementing local compliance processes, communicating these processes across the International organization, and executing processes directly with customers and employees where needed. • You care deeply about both the employee and customer experience. • You can simplify and articulate legalese and complex concepts into clear, easy-to-understand terms. • You genuinely enjoy figuring out how and why things work and are excited by opportunities to drive improvements. • You love learning about new products and subject matter (such as employment law updates), and helping others learn as well. • You will develop proactive initiatives to maintain our overall compliance in the market, coordinating with other stakeholders across the International Customer Success, Sales, Legal, and Product teams. • You have a natural curiosity to develop deep subject matter expertise in your region, combined with a people-first and practical mindset. • You are a problem solver who genuinely enjoys figuring out how and why things work, and you have an ability to both design the right compliance processes and implement them first-hand.

• Leads strategic employee initiatives to ensure alignment with business goals and objectives within talent management, performance, compensation, training, and culture initiatives. • Builds strong business relationships with internal stakeholders (VP+ level), acting as the main point of contact for all people-related matters in the business unit such as supporting performance management, employee relations issues, conducting HR investigations, increasing engagement, reducing turnover, talent planning, and conducting terminations and exit interviews. • Applies depth of HR knowledge and may guide new or other HRBP team members regarding policies or practices. • Operates independently and identifies opportunities to apply solutions that will solve complex business problems. • Leads and executes change management projects and manages HR-related internal and external communications within the business unit. • Coaches managers on all aspects of people management such as employee development, disciplinary action, terminations, and employee engagement utilizing data and trends. • Assists in implementing HR policies, procedures, and programs across the company, helping to maximize usage, recommending impactful changes, and creating sustained solutions to employee challenges. • Participates and leads special projects around global HR processes and utilizes successful project management skills and tracking. • Enables high-performing teams using people data and metrics provided to business units on a regular basis. • Works closely with the internal Talent Acquisition team ensuring alignment between business requirements, culture, and candidates for onboarding and internal mobility needs. • Works in conjunction with the Learning & Development team, assisting in creating learning materials and conducting training programs as required. • Maintains in-depth knowledge of legal requirements globally related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. • Partners with the legal department as needed/required. • Participates in company compliance with all existing governmental and labor legal reporting requirements, including any related to EEO, AAP, ADA, FMLA, DOL, Worker compensation, etc. • Provides strong customer service to all stakeholders ensuring HR continually drives value throughout the business. • Demonstrates the highest levels of integrity in handling confidential information.

• Provide timely and effective responses to inquiries from associates, managers, and HR teams regarding HR policies and procedures • Establish and maintain effective, positive relationships with Towne Park associates and leadership by providing prompt and accurate results to inquiries surrounding information requests, consultation, and guidance surrounding policy, practice, and procedures • Track, resolve, and escalate issues on topics including benefits, payroll, time management, systems access, and general Human Resources inquiries • Intake, strategically prioritize, and apply policy/process expertise to resolve HR policy/process inquiries, transactions, and escalations • Support managers in problem solving, provide guidance and direction through links, job aides, and support • Interpret HR policies and address associate and manager questions, and escalate to Senior HR Manager, Field or HR Leadership, or appropriate SME depending on the level of complexity or level of associate • Uphold and promote adherence to company policies, procedures, and ethical standards in all HR interactions • Review, process, create, and ensure integrity of all workforce-related employment actions • Identify when employment action should be taken and ensure the accurate and timely entry of the appropriate action in accordance with regulatory, procedural, and policy requirements • Maintain and update HR records and databases, ensuring data integrity and confidentiality • Enter and approve transactions in the HRIS, maintaining accurate HRIS data entry and reporting, ensuring compliance with onboarding documentation, associate job changes, and pay • Generate and analyze HR reports, as needed, to track trends, performance metrics, and compliance • Submit or verify information relating to unemployment claims and provide requested supporting documentation, review unemployment decisions, and coordinate attendance for requested hearings • Assist in training HR team, associates, and managers on HR related systems, tools, and procedures to ensure understanding and compliance

• Develop a comprehensive End-to-End Employee Experience (EX) Strategy in collaboration with the EX Leadership Team • Define and articulate a compelling vision, clear priorities, and a long-term roadmap aligned with overarching business goals, strategic objectives and regional needs • Lead the adoption of digital employee experience, ensuring alignment with the overarching solution architecture (e.g., Workday, ServiceNow, MS Teams) • Build and manage listening systems and feedback loops to capture employee insights and identify areas for improvement • Map and continuously advance employee journeys with cutting-edge analytics, AI-driven personalization, and self-service experiences • Set performance standards for end-to-end experience and knowledge management • Benchmark industry best practices on EX trends, tools and innovations, and evaluate relevance for Mondelez • Act as a Project Sponsor to drive the success of experience initiatives