Building the Future of Crypto Our Krakenites are a world-class team with crypto conviction, united by our desire to discover and unlock the potential of crypto and blockchain technology. What makes us different? Kraken is a mission-focused company rooted in crypto values. As a Krakenite, you’ll join us on our mission to accelerate the global adoption of crypto, so that everyone can achieve financial freedom and inclusion. For over a decade, Kraken’s focus on our mission and crypto ethos has attracted many of the most talented crypto experts in the world. Before you apply, please read the Kraken Culture page to learn more about our internal culture, values, and mission. We also expect candidates to familiarize themselves with the Kraken app. Learn how to create a Kraken account here. As a fully remote company, we have Krakenites in 70+ countries who speak over 50 languages. Krakenites are industry pioneers who develop premium crypto products for experienced traders, institutions, and newcomers to the space. Kraken is committed to industry-leading security, crypto education, and world-class client support through our products like Kraken Pro, Desktop, Wallet, and Kraken Futures. Become a Krakenite and build the future of crypto! Proof of work The team Our People team is called the Krakenite Experience (KX) team, and our aim is to become a world leader in People Experience. We are now hiring a People Relations Partner to join our rediverse and forward‐thinking global company. Note: This is a 6 month contract opportunity. The opportunity - Partner with HR and business leaders to manage performance management cases from start to resolution, including coaching managers and supporting termination decisions when necessary - Guide leaders through employee relations situations including conduct concerns, policy violations, performance issues, and employee complaints - Conduct investigations into employee concerns - Gather documentation, interview stakeholders, and prepare clear investigation summaries and recommendations - Ensure employee relations actions are well documented and compliant with employment laws and company policies - Identify potential risk signals or patterns in employee behavior and escalate concerns appropriately - Maintain accurate records of employee relations cases within our case management systems - Partner with Legal, HR, Payroll, and IT to ensure seamless and compliant off-boarding processes - Contribute to improvements in employee relations processes, documentation, and internal resources (e.g., knowledge bases or Confluence pages) - Deliver occasional training or guidance for managers on performance management, investigations, and people relations best practices Skills you should HODL - 5+ years experience in Employee Relations, HR Business Partnering, or People Relations - Strong experience supporting performance management processes and termination decisions - Experience conducting workplace investigations and handling sensitive employee matters - Solid understanding of employment law and HR compliance requirements (U.S. experience required; global exposure a plus) - Ability to document cases clearly and thoroughly while communicating effectively with leadership - Comfortable working in a fast-paced, ambiguous environment and handling multiple cases simultaneously - Strong judgment and ability to spot risk signals early and escalate when needed - Excellent communication and stakeholder management skills - High level of discretion when handling sensitive or confidential information - Comfortable working across a global remote organization Nice to haves - Stellar project management skills with exceptional attention to detail and ability to organize and prioritize - Experience working with employees and contractors - Experience working with HRIS and other HR - related software systems #LI-Remote Unless a specific application deadline is stated in the job posting, applications are accepted on an ongoing basis. Please note, applicants are permitted to redact or remove information on their resume that identifies age, date of birth, or dates of attendance at or graduation from an educational institution. We consider qualified applicants with criminal histories for employment on our team, assessing candidates in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance. Kraken is powered by people from around the world and we celebrate all Krakenites for their diverse talents, backgrounds, contributions and unique perspectives. We hire strictly based on merit, meaning we seek out the candidates with the right abilities, knowledge, and skills considered the most suitable for the job. We encourage you to apply for roles where you don't fully meet the listed requirements, especially if you're passionate or knowledgable about crypto! We may ask candidates to complete job-related skills or work-style assessments as part of our hiring process. These assessments are designed to evaluate competencies relevant to the role and are applied consistently across candidates for similar positions. Assessment results are considered alongside other relevant information, such as experience and interviews, and are not the sole basis for any employment decision. As an equal opportunity employer, we don’t tolerate discrimination or harassment of any kind. Whether that’s based on race, ethnicity, age, gender identity, citizenship, religion, sexual orientation, disability, pregnancy, veteran status or any other protected characteristic as outlined by federal, state or local laws. Stay in the know Follow us on Twitter Learn on the Kraken Blog Connect on LinkedIn Candidate Privacy Notice

Job Description Summary What impact you'll make At GE Vernova, we are building a culture where each person is vital to delivering the exceptional every day, united in our purpose and building teams with the energy to change the world. As a Culture and Inclusion Intern, you will be responsible for supporting our Global Culture and Inclusion team on projects focused on fostering an environment that supports our GE Vernova Way culture and implementing solutions to nurture an inclusive work environment: particularly around our strategy to attract, support and empower people with disabilities and regional-focused Culture & Inclusion projects. The Culture and Inclusion Intern (APAC) will require the ability to work under minimal supervision, demonstrate proactive ownership on operational tasks, perform independent research, and have strong problem-solving skills. Job Description What you'll do This position will report to Regional Culture & Inclusion Leader in APAC, Middle East & Africa regions. It is a full-time, Singapore Undergrad/Graduate Full-semester internship. This position may need to handle highly sensitive and/or confidential information and will have extensive contact with internal staff members, outside agencies, vendors, and the public. - Support the design and implementation of programs and initiatives that align with global organizational strategy and regional Culture & Inclusion priorities - Assist in managing and coordinating with external partners to enhance employee experience and development - Engage in regular, consistent communication with business partners, stakeholders and employees to drive successful culture transformation, change management and innovative solutions - Support the deployment of distinct strategic projects, focused on attracting, supporting and empower people with disabilities both internally and externally (specific tasks may include conducting thorough research & benchmarking, providing well-informed recommendation, supporting internal communications and Employee Resource Groups, managing initiatives and partnerships with external community) What you’ll bring (Basic Qualifications): - Must be currently enrolled in a undergraduate or graduate degree focusing in Human Resources, Business, Psychology, or other relevant majors. - Minimum 3.0 cumulative G.P.A. off a 4.0 scale without rounding ​ What will make you stand out: - Innovation: You continuously challenge your thinking and are empowered to dream big and take smart risks. - Customers: You listen with humility, and act with urgency. You focus on priorities that create customer value. - Lean: You engage team members/ colleagues to identify and solve problems using data. - One Team: You positively contribute towards an inclusive environment where team members can be their authentic selves, respecting, promoting, and valuing our diversity. - Accountable: You build trust and credibility by acting with integrity and communicating with transparency. You take ownership in everything you do, continuously learning from your experiences. - You have a sense of personal accountability and are willing to take initiative, roll up your sleeves to get the work done, and celebrate both wins and lessons learned. - You demonstrate leadership ability with your strong communicator skills (written and oral), as well as demonstrating initiative and independence even working under guidance. - You exhibit unyielding integrity. - You have strong interest and/or prior exposure to disability inclusion, accessibility, social impact and community engagement programs. - You demonstrate a global mindset and interest in multicultural work environments. Other Eligibility Requirements: Must have the ability to work in Singapore for an unlimited amount of time without sponsorship Additional Information Relocation Assistance Provided: No #LI-Remote - This is a remote position

• Compensation Banding and Benchmarking - Map all roles across the business units to standardized bands and titles, globally, across every entity - Link bands to market benchmarks using compensation data sources (currently Mercer as part of Lattice) - Prepare the data foundation for a multi-year compensation harmonization plan designed by the VP of HR - Conduct ongoing compensation analysis for promotions, market adjustments, new hire offers, and internal equity - Build and maintain compensation data in a clean, auditable format **• Systems Integration, AI Tools, and Data Management** - Integrate BambooHR, Pinpoint (ATS), Lattice (performance), and multiple country-specific spreadsheets into a connected, reliable data ecosystem - Eliminate duplicate data entry and manual workarounds by building workflows that ensure one update propagates everywhere - Own BambooHR configuration and data integrity globally - Complete the Pinpoint ATS implementation - Evaluate and deploy AI-powered tools and agents to automate repetitive HR operations such as data validation, employee query responses, and workflow routing - Build and maintain AI-enhanced dashboards and reporting for the VP of HR and portfolio leadership, using automation to surface trends and anomalies in people data - Maintain dashboards and reporting for the VP of HR and portfolio leadership - Ensure all employee data handling complies with applicable privacy legislation across jurisdictions, including applicable Canadian and US state privacy laws and international equivalents **• Employee Handbook, Policies and Compliance** - Draft, publish, and roll out a comprehensive employee handbook covering all entities; ensure handbook content is structured and accessible through AI agents so employees can get answers to policy and procedure questions on demand - Document and standardize HR policies aligned with local practices across North America, South America, EMEA, the Middle East, India, and APAC - Provide training to managers on policies and ensure compliance through coaching and follow-up - Ensure all HR practices comply with applicable employment law in each jurisdiction **• Recruitment and Talent Acquisition** - Build the end-to-end recruitment process from hiring requisition through offer acceptance - Create standardized job description templates and interview frameworks - Get Pinpoint fully operational for job postings, candidate pipeline management, interview scheduling, and offer workflows - Partner with hiring managers and external recruiters to fill critical roles - Develop and strengthen the employer brand and employee value proposition - Introduce AI-assisted screening and candidate assessment tools to improve efficiency and reduce time-to-fill **• Onboarding and Offboarding** - Finalize and document end-to-end onboarding and offboarding processes for all entities and geographies - Ensure every new hire has a structured, consistent experience regardless of location - Track and maintain onboarding plans with hiring managers **• HR Operating Calendar & Cyclical Processes** - Create and maintain a calendar of key recurring HR events across the portfolio - including annual employee performance reviews, regular check-ins, annual compensation assessments (base and bonus), engagement surveys, and any other cyclical milestones - Document and publish how these milestones connect to each other - e.g., how performance review outputs feed into compensation decisions, how check-in data informs succession planning - Define all related procedures, inputs, outputs, and roles and responsibilities for each milestone - Train all stakeholders (BU leadership, line managers, Finance, the People team) on their specific contributions to each cycle - Ensure the calendar is realistic, well-communicated, and adhered to - this becomes the operating rhythm of the People function **• Employee Relations** - Act as the primary HR point of contact for line managers and employees located around the world - Proactively partner with managers to address employee relations issues before they escalate - Coach managers on risk, communications, and difficult conversations - Escalate potential disputes to the VP of HR and coordinate follow-up with relevant stakeholders - Navigate North American employment law with confidence; engage local counsel where needed to ensure compliance in other jurisdictions - Manage day-to-day relationships with third party legal entities and employer of record (EOR) providers in regions where the portfolio does not have a legal entity, ensuring smooth employee operations and compliance **• Payroll and Benefits Coordination** - Design and own the payroll coordination framework across all countries, including provider relationships, data submission standards, escalation protocols, and compliance requirements - Serve as the senior point of contact for Finance and third-party payroll providers, and make judgment calls on complex or cross-jurisdictional payroll matters - Ensure the Senior Analyst has the processes, templates, and guidance needed to execute payroll coordination accurately and on time **• AI and Process Automation** - Identify and implement AI-driven automation across core HR processes, including document generation, data reconciliation, and employee self-service - Develop and maintain automated workflows that reduce manual effort in onboarding, offboarding, payroll coordination, and compliance tracking - Partner with the VP of HR to evaluate emerging AI tools and integrate them into the People technology stack **• Team Management** - Manage the Senior People Operations Analyst, setting priorities, reviewing work quality, and ensuring accountability - Establish asynchronous communication norms including documented briefs, shared project trackers, and structured handoffs across time zones - Use the daily overlap windows effectively for live syncs and collaboration **• Travel** - Travel to other Dorado offices and offsites internationally for team meetups, onboarding support, or portfolio events

• Lead end-to-end delivery of large-scale, cross-functional initiatives, ensuring alignment to business priorities and measurable outcomes • Serve as a trusted advisor to senior leaders, providing guidance on program strategy, trade-offs, risks, and execution approaches • Lead resolution of highly complex challenges, integrating cross-functional inputs and developing innovative, scalable solutions • Drive alignment across PPL, COEs, and enterprise stakeholders, influencing priorities, decisions, and resource allocation • Define program structures, roadmaps, and operating models that connect strategy to execution across multiple workstreams • Proactively identify business risks and interdependencies, developing forward-looking strategies to mitigate impact • Establish and lead governance processes, ensuring clear accountability, effective escalation, and timely decision-making • Define success metrics, track outcomes, and synthesize insights to inform leadership decisions and continuous improvement • Embed change management strategies to enable adoption, readiness, and long-term sustainability of program outcomes • Evolve program management practices, frameworks, and tools to improve delivery across the PPL portfolio • Incorporate employee and stakeholder insights to ensure solutions are practical, scalable, and impactful