Role Description This is a great opportunity for someone who loves bringing order, insight, and momentum to HR. You’ll be at the center of how we run our people operations: - Owning HR data and systems - Keeping policies and compliance tight as we grow - Supporting benefits and payroll workflows - Partnering closely with finance, data, and the wider team You’re comfortable owning your work end-to-end, tech-savvy and curious about automation and AI, and happy to roll up your sleeves. You work well independently but value collaboration, communicate clearly in English, and bring strong judgment around compliance (US experience is a plus, but not required). Experience with BambooHR & Power BI (or other dashboarding tools) is a bonus. Qualifications - Naturally detail-oriented and genuinely care about getting things right - Organized and dependable, following things through to the finish - Comfortable with tech and curious about better ways of working, especially around data, automation, and AI - Proactive in identifying and solving problems - Experience in fast-moving or growing environments - Open to jumping into different HR topics as new needs and projects arise - Ability to work well independently in a remote setup while collaborating thoughtfully - Experience with BambooHR, Power BI, or dashboards is great, but not required - Any compliance or regulatory experience is valuable; US experience is a bonus, not a must - Strong English communication skills, both written and verbal - Brings good judgment, positive energy, and a collaborative spirit Requirements - Relevant experience in People Operations / HR Operations with ownership of core processes - Strong HR systems and data management experience (HRIS required; reporting/dashboarding creation is a plus) - Solid understanding of HR compliance and operational risk (US exposure is a plus) - Experience working cross-functionally with Finance, Payroll, or similar stakeholders - Proven ability to improve processes and operate effectively in fast-paced, evolving environments - Strong English communication skills (written and verbal) Company Description Sterlington PLLC is a full-service law firm focusing on complex corporate, litigation, executive compensation, and private wealth matters. As a firm, we focus on the economic as well as the legal aspects of our matters. - Ultimate law firm for founders, senior executives, and UHNWIs as well as their related businesses Learn more at: www.sterlingtonlaw.com

• Act as a trusted advisor and collaborative partner to the CEO, founders, and executive leadership team on People-related and organisational topics. • Work effectively within a fast-evolving scale-up environment where structures, priorities, and leadership practices continue to develop. • Build open, transparent relationships with senior leaders and provide ongoing coaching, mentoring, and feedback to support leadership growth. • Support leaders in developing within their roles, focusing on continuity and long-term capability rather than frequent organisational change. • Shape and evolve company culture while balancing pace, clarity of roles and responsibilities, and shared accountability during periods of growth. • Enable constructive dialogue, alignment, and effective approaches to addressing differences across leadership teams and the wider organisation. • Support the design and evolution of organisational structures, change approaches, and operating models as the company grows internationally. • Help the organisation navigate complex transitions such as acquisitions, integrations, restructurings, or liquidity events in a considered and structured way. • Develop practical frameworks and processes that enable scale while remaining proportionate and flexible. • Improve leadership ways of working, decision-making effectiveness, and shared accountability across the organisation. • Partner with the CEO and Board on long-term executive succession planning, leadership assessment, and targeted executive hiring. • Design leadership development approaches that focus on meaningful behavioural change, coaching, and capability development. • Establish performance and feedback practices that encourage learning, shared responsibility, and consistent delivery. • Develop internal talent pathways and succession pipelines to support sustainable leadership growth over time. • Develop scalable employee experience practices informed by data, transparency, and continuous improvement. • Support engagement, alignment, and organisational stability during periods of ongoing change. • Balance clear performance expectations with sustainable, inclusive people practices.

• Partner closely with People & Culture leadership to support North America leaders across Sales, Delivery, and corporate teams. • Support performance management and compensation cycles through preparation, coordination, data validation, and execution, partnering closely with Finance and senior P&C leaders. • Support employee relations matters, escalating complex or high-risk issues appropriately and ensuring consistency with policy and employment fundamentals. • Maintain and own career frameworks and progression guidance, ensuring materials are accurate, documented, clear, and practical for leaders and employees. • Support the integration of career frameworks into performance and development conversations. • Drive consistency and clarity in people processes, documentation, and ways of working; reduce reliance on tribal knowledge. • Partner with People Operations to reduce manual work, improve efficiency, and ensure processes are followed. • Collaborate cross-functionally, balancing responsiveness with clear prioritization and boundary-setting.

• Define People Strategy for Scale • Serve as a Strategic Partner to Executive Leadership • Build a High-Performance Culture & Leadership Environment • Strengthen Manager & Leadership Capability • Modernize the Employee Experience Operating Model • Oversee Total Rewards, Benefits & Payroll (US + Canada) • Operationalize Performance & Talent Systems • Enable and Scale the PX Function • Oversee Talent Acquisition to Drive Hiring Scalability