• Liaise with the RI HR team in Afghanistan re applications to be referred to RI head office • Check the applications that are received from the Afghan office and verify them against identity documents etc; and ensure none of the required elements are missing • Once checked and verified, forward the applications to the RI CEO for signature • Once signed, upload the application/referral documents into the US P2 program portal • Maintain a spreadsheet of all applications uploaded • Deal with any follow up queries, liaising with the RI HR team in Afghanistan

• Support the design, modeling, and administration of executive compensation programs, including base pay, bonus plans, LTI/equity awards, retention programs, and performance-based incentives. • Assist in preparing materials for Compensation Committee meetings, including dashboards, program summaries, proposals, and financial modeling. • Partner with Legal, Finance, and HR leadership to ensure programs align with business objectives and regulatory requirements. • Conduct benchmarking analyses and job evaluations for executive roles using market survey data and peer comparisons. • Participate in the development of the executive pay philosophy and pay positioning recommendations. • Provide modeling and scenario analysis to support executive compensation planning and decision‑making. • Support equity award processes, including grant modeling, award agreements, tracking, vesting schedules, and participant communications. • Collaborate with Legal, Finance, and external partners (e.g., stock plan administrators) to ensure accurate and compliant equity administration. • Develop and maintain compensation reports, models, and dashboards for senior leaders and Board committees. • Conduct internal pay equity and risk reviews related to executive pay. • Provide ad hoc analyses supporting talent decisions, forecasting, and annual planning cycles. • Serve as a resource to HR Business Partners and senior leaders regarding executive pay strategy, guidelines, and individual recommendations. • Coordinate with external consultants and survey providers for benchmarking and program design support.

• Act as a primary point of contact for clients, delivering client focused legal, human resources, and advisory support • Partner closely with Operations teams to ensure seamless collaboration and high quality outcomes for clients • Lead and manage a team of Employee Lifecycle Specialists, providing hands on coaching, mentorship, and performance guidance • Oversee voluntary and non voluntary terminations across multiple countries, including complex and sensitive cases • Guide and support the team in delivering first level employee relations support to clients • Personally manage and advise on complex employee lifecycle and employee relations cases to ensure best in class service • Champion a client centric approach and consistently raise the bar on quality, consistency, and professionalism

• Partner with Managers to get a clear view on their strategic and financial objectives and hiring needs • Maintains office services by organizing office operations and procedures, preparing payroll, controlling correspondence, designing filing systems, reviewing and approving supply requisitions, and assigning and monitoring clerical functions • Designs and implements office policies by establishing standards and procedures, measuring results against standards, and making necessary adjustments. • Map role criteria, define position description and document specifications • Track and identify prospective candidates using a variety of channels • Maintains office staff by recruiting, selecting, orienting, and training employees • Handling Proper Documentation • Assess candidates to ensure qualification match, cultural fit and compatibility • Conduct confidential interviews, follow-up references and check credits • Present shortlisted candidates and provide detailed profile summaries • Offer guidance and facilitate the negotiation process through to its completion • Follow up with managers and assist with the candidate’s transition and onboarding process