• Develop and execute a People Operations strategy aligned with company goals, growth plans, and values. • Own optimizations of the end-to-end employee experience, including; recruiting partnership, onboarding, development, performance, compensation, and offboarding, including the evaluation of the tools used across the lifecycle. • Collaborate with the leadership team and HR to identify improvement areas in the employee lifecycle and design change management plans that will support growth while minimizing risk and friction. • Develop comprehensive project plans, roadmaps, and milestones for key initiatives, including risk management, the development of internal communications, coordination with Owl leaders, and establishing metrics to measure and report on the impact of implemented changes. • Partner with Finance, HR and leadership on compensation philosophy, leveling, and annual cycles (merit, bonus, equity). • Own workforce data end-to-end, from candidate and hiring data through employee lifecycle data, proactively identifying gaps and risks. • Leverage data from HRIS and people systems to strategically inform and drive and measure necessary changes in people programs and enhance the employee experience. • Develop, document, and maintain clear standard operating procedures (SOPs) to ensure consistency, scalability, and knowledge continuity. • Collaborate closely with HR and leadership to ensure consistent, aligned, and holistic people practices. • Ensure employees are equipped to lead effectively through strong frameworks, training, and coaching. • Champion company culture and values, embedding them into policies, programs, and day-to-day practices.

WHO WE ARE Zeta Global (NYSE: ZETA) is the AI-Powered Marketing Cloud that leverages advanced artificial intelligence (AI) and trillions of consumer signals to make it easier for marketers to acquire, grow, and retain customers more efficiently. Through the Zeta Marketing Platform (ZMP), our vision is to make sophisticated marketing simple by unifying identity, intelligence, and omnichannel activation into a single platform – powered by one of the industry’s largest proprietary databases and AI. Our enterprise customers across multiple verticals are empowered to personalize experiences with consumers at an individual level across every channel, delivering better results for marketing programs. Zeta was founded in 2007 by David A. Steinberg and John Sculley and is headquartered in New York City with offices around the world. To learn more, go to www.zetaglobal.com. THE ROLE The People Partner - Latin America supports the execution of the regional people agenda in close partnership with the Latin America Regional Director and the Global HR team. Acting as a trusted advisor to leaders, this role helps align talent priorities, employee experience, and HR practices with business objectives across the region. The role also coordinates facilities and employee engagement initiatives for the Costa Rica Hub, ensuring a productive and engaging workplace environment. RESPONSIBILITIES Regional Partnership & Advisory - Partner closely with the LATAM Regional Director and leadership team to support workforce planning, organizational effectiveness, and talent priorities. - Provide coaching and guidance to managers to enhance engagement, performance, and team development. - Leverage workforce data and insights to inform regional decision-making. Employee Relations & Compliance - Advise leaders on employee relations matters, ensuring fair, consistent, and compliant practices aligned with local labor laws. - Support policy interpretation and collaborate with Legal and Global HR when needed. - Coordinate immigration-related processes as applicable. Talent & Performance Enablement - Support implementation of global performance management, engagement, and development initiatives within LATAM. - Partner with the LATAM Regional Director and Talent Acquisition to support hiring of local roles, including role definition, interview alignment, and market insights. - Collaborate with Total Rewards to ensure competitive and equitable practices aligned with regional market conditions. - Contribute to inclusion and culture initiatives reflective of regional dynamics. Global HR Collaboration - Serve as the LATAM liaison for global HR programs and projects. - Help drive consistent HR standards and processes across countries. - Contribute to cross-regional initiatives and continuous improvement efforts. Costa Rica Hub - Workplace & Experience - Coordinate facilities operations, vendors, and office logistics for the Hub. - Lead planning and execution of employee engagement events and leadership visits. - Support a workplace experience that reinforces company culture and collaboration. REQUIREMENTS - 4-7+ years of progressive HR experience, ideally in HR Business Partner or Generalist roles. - Strong English proficiency (written and verbal), with the ability to communicate effectively in a global environment. - Experience supporting Costa Rica & Uruguay preferred. - Strong understanding of regional labor legislation and employment practices. - Proven ability to build trusted partnerships with senior stakeholders. - Analytical and solution-oriented mindset. - Experience in dynamic, fast-paced organizations (technology, services, private equity-backed) is a plus. - Exposure to Talent Acquisition, Compensation & Benefits, Learning & Development, and Change Management. - Strong project management and execution skills. - Proficiency in Microsoft 365 (Excel, PowerPoint, Teams, SharePoint, Outlook). BENEFITS & PERKS - Open Time Away - Excellent medical, and life insurance - Employee Association, and more!! PEOPLE & CULTURE AT ZETA Zeta considers applicants for employment without regard to, and does not discriminate on the basis of an individual’s sex, race, color, religion, age, disability, status as a veteran, or national or ethnic origin; nor does Zeta discriminate on the basis of sexual orientation, gender identity or expression. We’re committed to building a workplace culture of trust and belonging, so everyone feels invited to bring their whole selves to work. We provide a forum for employees to celebrate, support and advocate for one another. Learn more about our commitment to diversity, equity and inclusion here: https://zetaglobal.com/blog/a-look-into-zetas-ergs/ ZETA IN THE NEWS! https://zetaglobal.com/press/?cat=press-releases #LI-AC1

• Provides strategic leadership and oversight for Winrock’s global human resource systems, policies and practices in support of the organization’s business goals and strategy. • Advances a high‑performing, engaged, and globally distributed workforce by ensuring people practices are effective, compliant, and aligned with organizational values. • Serves as a trusted advisor and thought partner to the CFOO and the Executive Team, focusing on organizational risk, employee performance, engagement, and building sustainable human capacity. • Provides direct oversight and accountability for execution while leading and developing the PAC team and the HR function.

Job Summary: Owls in this role will assess, design and build the systems, programs, and culture that enable our Owls and business to thrive.  Responsibilities: - Develop and execute a People Operations strategy aligned with company goals, growth plans, and values. - Own optimizations of the end-to-end employee experience, including; recruiting partnership, onboarding, development, performance, compensation, and offboarding, including the evaluation of the tools used across the lifecycle. - Collaborate with the leadership team and HR to identify improvement areas in the employee lifecycle and design change management plans that will support growth while minimizing risk and friction. - Develop comprehensive project plans, roadmaps, and milestones for key initiatives, including risk management, the development of internal communications, coordination with Owl leaders, and establishing metrics to measure and report on the impact of implemented changes. - Partner with Finance, HR and leadership on compensation philosophy, leveling, and annual cycles (merit, bonus, equity). - Own workforce data end-to-end, from candidate and hiring data through employee lifecycle data, proactively identifying gaps and risks. - Leverage data from HRIS and people systems to strategically inform and drive and measure necessary changes in people programs and enhance the employee experience. - Develop, document, and maintain clear standard operating procedures (SOPs) to ensure consistency, scalability, and knowledge continuity.  - Collaborate closely with HR and leadership to ensure consistent, aligned, and holistic people practices. - Ensure employees are equipped to lead effectively through strong frameworks, training, and coaching. - Champion company culture and values, embedding them into policies, programs, and day-to-day practices.