• Provide expert coaching and advice on employee relations matters, policy interpretation, and people initiatives that influence employee engagement and performance • Proactively manage ER cases from initiation to resolution, ensuring alignment with policies, legal requirements, and best practices, while mitigating organizational risk • Partner closely with HR Business Partners, functional leaders, and the broader People & Purpose team to drive thoughtful and compliant people decisions • Support and coach managers on a wide range of employee matters including performance management, conflict resolution, policy application, and values alignment • Deliver tailored training and capability-building for managers to strengthen ER knowledge and foster a positive workplace culture • Ensure compliance with country-specific employment regulations, and provide guidance on change initiatives such as TUPE, redundancy, and redeployment • Collaborate with HR Operations teams in Dublin and Pune to respond to employee and manager inquiries and manage transactional support • Maintain accurate case documentation and analyze trends to inform proactive interventions and improvements • Contribute to the evolution of policies, tools, and training materials to reflect best practices and emerging legal and workplace trends • Support and/or lead cross-functional HR projects and programs as needed, driving continuous improvement in employee relations and broader HR practices.

• Serve as a trusted advisor to the Chief Medical Officer (CMO) and clinic leadership, providing counsel on workforce planning, organizational design, and talent strategy. • Translate business priorities into people strategies that drive clinic performance, patient experience, and organizational growth. • Lead workforce planning for over 50% of Prenuvo’s global workforce, ensuring alignment of staffing models with clinical demand and growth projections. • Partner with FP&A and Operations to forecast headcount, optimize resource allocation, and support long‑term scalability. • Oversee complex employee relations matters across multiple jurisdictions (USA, Canada, Australia, UK), ensuring consistent, legally compliant, and culturally sensitive resolutions. • Proactively identify risk areas and implement mitigation strategies to safeguard organizational integrity. • Support leaders/managers in sound and compliant performance management practices, in alignment with the organization’s performance management framework, that link clinical outcomes and organizational goals to individual accountability. • Partner with leaders to identify high‑potential talent, create succession plans, and drive career development pathways across diverse employee groups. • Partner with the CMO, Chief of Staff, and other relevant stakeholders to ensure that senior clinical leaders have a clearly articulated and well-balanced portfolio of initiatives that is well aligned with their role and Clinics strategy, and that they are supported in developing the leadership skills necessary to be successful in their roles and execute on their initiatives. • Partners with managers and senior leaders to ensure that all Clinics employees understand the work for which they are accountable and how this relates to group goals, individual goals, and the annual performance management review process. • Collaborate with P&C and Finance teams to ensure equitable, competitive, and transparent pay practices across clinics. • Provide managers with tools and context to make informed, consistent compensation decisions tied to performance and market benchmarks. • Drive manager capability through training, coaching, and ongoing support, recognizing that managers are critical to engagement and productivity. • Champion leadership development programs that strengthen clinic leaders’ ability to lead diverse, multidisciplinary teams. • Lead P&C initiatives that reinforce Prenuvo’s preventive health mission, embedding cultural values into clinic operations. • Support organizational transitions (e.g., contractor to full‑time workforce shifts) with clear communication, stakeholder alignment, and employee engagement strategies. • Partner closely with HR Ops, Talent Acquisition, and other P&C Business Partners to deliver seamless, end‑to‑end people solutions. • Act as the connective tissue between clinics and corporate functions, ensuring alignment, transparency, and execution excellence.

• Own the employee journey from hire to exit - managing offers, contracts, amendments, promotions, transfers, and exits • Prepare employment-related letters and documentation that are compliant with Egyptian labor law • Keep employee records accurate and up-to-date in HR systems • Ensure smooth onboarding and offboarding, including timely system updates and documentation • Maintain organizational structure and reporting lines in the HR system for clear visibility • Act as a go-to point of contact for employees and managers on HR documentation and administrative queries • Maintain accurate employee data in HR systems and ensure integrity through regular audits • Prepare and verify payroll inputs, including allowances, variable payments, and deductions • Assist employees and managers with system-related questions or corrections • Reconcile discrepancies and ensure timely, accurate payroll processing • Ensure all HR actions comply with Egyptian labor laws, internal policies, and employment regulations • Keep up-to-date with labor law changes and advise on necessary updates to practices or documentation • Support internal and external audits by providing accurate documentation and demonstrating compliance • Handle sensitive employee information with discretion and integrity • Coordinate company events, team activities, and engagement initiatives • Support HR leadership in initiatives that enhance employee satisfaction and workplace culture • Assist with internal communications and people-related operational projects to keep employees informed and engaged

• Serve as the dedicated people analytics consultant for your business function, building strong relationships with leaders and HR partners • Identify opportunities where data can solve business challenges, from hiring strategies to team effectiveness • Cross-functional partnership with business teams, HR Business Partners and other HR COEs to deliver insights that drive org strategic initiatives • Translate complex analyses into clear stories and actionable recommendations for business leaders • Design and execute analyses that answer critical business questions about workforce trends and effectiveness • Build and maintain analytical products that give leaders visibility into key people metrics • Conduct deep-dive analyses on specific challenges like attrition drivers or hiring effectiveness • Use statistical methods to evaluate the impact of HR programs and initiatives • Drive adoption of people analytics tools and insights across your function • Ensure high data quality and consistency in people analytics for your business area • Partner with our data warehouse team to improve data collection and accessibility • Define standard metrics and calculations for consistent reporting • Build scalable solutions that can be replicated across other business functions