• Provide guidance and support to property leaders – from line-level managers to General Managers – on daily people-related matters including performance issues, disciplinary actions, conflict resolution, leadership or team transitions, etc. • Serve as the primary point of contact for non-managerial property team members across the organization, resolving and/or providing guidance on daily matters including performance, development, team conflict or similar matters • Conduct thorough and unbiased intake meetings and investigations for entry-and-mid-level severity employee relations issues. Present findings and recommendations to appropriate PX and Operations leadership, ensuring compliance with all legal, safety, service and operational expectations • In partnership with property leadership, review, revise and/or draft disciplinary actions for performance, policy or behavioral-related violations, ensuring consistency in tone, expectations and accountability across the organization. Attend, provide guidance on and participate in team member disciplinary meetings and terminations • Maintain all records related to performance management, employee relations investigations, disciplinary matters, developmental conversations and conflict resolutions • Own the exit survey and interview process, ensuring a positive offboarding experience for all team members, while documenting, identifying and flagging trends uncovered • In partnership with People Ops, support and improve upon the onboarding process for entry-level through line-level managerial team members. Own property team specific onboarding guides and onboarding survey processes, using data to identify trends and drive improvement • Own reporting, analyzing and presentation of various people, recognition, engagement and performance-related initiatives, sharing findings with PX and property leadership to support improvements across the business • Own all property wind-down processes and programs, ensuring effective, supportive and proactive communication across non-property departments and applicable property team members • Own the launch, execution, closure and reporting of monthly, quarterly and semi-annual review processes for all property team members from entry-level individual contributors through General and Operations Managers • Draft internal PX SOPs across various processes and programs, ensuring goals, steps, and owners are clearly documented for consistent repeatability • Contribute to the development and implementation of People policies, procedures and programs • Additional duties and responsibilities, as assigned

• Serve as a trusted advisor to the Chief Commercial Officer (CCO) and Commerce leadership, providing counsel on workforce planning, organizational design, and talent strategy. • Translate business priorities into people strategies that drive commercial performance, customer experience, and organizational growth. • Lead workforce planning, ensuring alignment of staffing models with commercial 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), 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, linking commercial 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 CCO and other relevant stakeholders to ensure that senior commercial leaders have a clearly articulated and well‑balanced portfolio of initiatives aligned with their role and Commerce strategy, and that they are supported in developing the leadership skills necessary to succeed. • Partner with managers and senior leaders to ensure that all Commerce 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 Commerce. • 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 commercial leaders’ ability to lead diverse, multidisciplinary teams. • Lead P&C initiatives that reinforce Prenuvo’s mission, embedding cultural values into Commerce operations. • Support organizational transitions (e.g., contractor to full‑time workforce shifts) with clear communication, stakeholder alignment, and employee engagement strategies. • Partner closely with P&C Operations, Talent Acquisition, and other P&C Business Partners to deliver seamless, end‑to‑end people solutions. • Act as the connective tissue between Commerce and corporate functions, ensuring alignment, transparency, and execution excellence.

• Act as a strategic partner to senior People leaders, translating complex data into clear, actionable insights that shape workforce decisions and drive confident, actionable recommendations. • Lead exploratory and predictive analyses to anticipate talent trends, uncover emerging risks, and inform forward-looking strategies. • Equip leaders to navigate tradeoffs, assess risks, and understand likely outcomes to drive confident, data-backed decisions. • Design, evolve, and maintain decision-oriented dashboards that highlight key people metrics used across the business. • Collaborate with People Tech and data teams to ensure accuracy, consistency, and usability of people data across systems like Workday, survey platforms, and planning tools. • Shape AI-enabled insights that elevate the usability and impact of our analytics platforms. • Own end-to-end analytics initiatives by embedding success metrics, developing hypotheses, and presenting outcomes that clearly demonstrate impact. • Mentor other analysts and embed measurable success metrics into people programs to evaluate outcomes and foster a culture of analytical excellence.

• Managing and resolving complex employee relations matters. • Leading impartial investigations and preparing timely, well-supported responses to EEOC and similar agency charges. • Developing training materials and delivering training to strengthen organizational compliance and manager capability. • Overseeing investigation case management from intake to case closure.