Job type: Part-Time (less than 20hrs/week) Location: Remote Intended Start Date: As soon as possible Who we are: Think Academy US (www.TheThinkAcademy.com), a 100% owned subsidiary of TAL Education Group(NYSE: TAL), is recently established education technology (Ed-Tech) company to provide K-12 extra-curricular learning services through science and technology. At Think Academy, we provide full cycle service to foster local children’s ability to think critically, to strengthen their logic skills, and to help them fulfill their goals through innovative teaching techniques. We believe Love and Technology can make education better. Each week, more than 6 million students are enrolled in TAL's online and offline education platform. Whom we are looking for: Think Academy specializes in providing online math education for students in North America. Our curriculum aligns with U.S. Common Core State Standards (CCSS) and supports students across upper elementary, middle school, and high school levels. Through personalized, one-on-one instruction, we help students strengthen foundational skills, improve academic performance, and build confidence in problem-solving. We are currently seeking Remote High School Math Tutors to support project testing and ongoing curriculum development. What You Will Do: - Deliver one-on-one online math lessons for high school students across North America, teach subjects including Pre-Algebra, Algebra I & II, and Geometry, and related SAT Math topics, aligned with the CCSS framework - Prepare and customize lesson content based on individual student needs, ensuring well-structured and high-quality instruction - Provide timely feedback and targeted guidance to support student understanding and continuous improvement How You Can Be Qualified: - Bachelor’s degree or above; majors in Math, Education, or related fields are preferred - Prior teaching experience in middle school or high school math is highly preferred - Familiarity with Pre-Algebra, Algebra I & II, and Geometry curriculum - Available and willing to work during weekday evenings and weekends - Excellent communication and interpersonal skills - Bilingual in Mandarin Chinese is preferred Pay: Pay starts from $20–25/hr, with opportunities for promotion and salary increases twice a year. - Think Academy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

Job type: Part-Time (less than 20hrs/week) Location: Remote Intended Start Date: As soon as possible Who we are: Think Academy US (www.TheThinkAcademy.com), a 100% owned subsidiary of TAL Education Group(NYSE: TAL), is recently established education technology (Ed-Tech) company to provide K-12 extra-curricular learning services through science and technology. At Think Academy, we provide full cycle service to foster local children’s ability to think critically, to strengthen their logic skills, and to help them fulfill their goals through innovative teaching techniques. We believe Love and Technology can make education better. Each week, more than 6 million students are enrolled in TAL's online and offline education platform. Whom we are looking for: Think Academy is expanding its competition math programs for students in North America. We are currently looking for Remote Math Competition Tutors to teach and support students preparing for AMC 8 and AMC 10 mathematics competitions. Our program focuses on developing students’ problem-solving abilities, mathematical reasoning, and competition strategies to help them succeed in national math contests. What You Will Do: - Deliver online one-on-one math lessons focused on AMC 8 and AMC 10 competition preparation. - Teach in English using interactive and problem-solving based methods to help students develop strong analytical and logical thinking skills. - Guide students through competition-style problems and explain key concepts and strategies used in math competitions. - Help students build systematic approaches to common competition math topics such as number theory, algebra, counting, probability, and geometry. - Support students in developing confidence and effective test-taking strategies for math competitions. - Provide timely feedback and targeted guidance to support student understanding and continuous improvement How You Can Be Qualified: - Bachelor’s degree or above; majors in Math, Economics, Finance, or related fields are preferred - Experience in math competitions or relevant competition teaching/tutoring experience is highly preferred - Strong math foundation; familiarity with competitions such as AMC, AIME, or MathCounts is preferred - Available to work during weekday evenings and weekends - Bilingual proficiency in Mandarin is preferred Pay: Pay starts from $20–25/hr, with opportunities for promotion and salary increases twice a year. - Think Academy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

• Partner with senior executives and business leaders to develop and execute HR strategies aligned to organizational and operational goals across multiple regions and business units • Lead workforce planning, organizational design, and talent strategies that support growth, scalability, and business performance • Serve as a trusted advisor to leaders on employee relations, performance management, leadership effectiveness, team dynamics, and organizational health • Provide coaching and guidance to leaders on complex people matters, including change leadership, succession planning, and talent development • Oversee and drive change management initiatives related to organizational transformation, integrations, restructures, and business growth • Ensure compliance with labor laws, regulations, and HR practices across key regions • Leverage people data, trends, and metrics to influence business decisions and improve engagement, retention, and overall organizational effectiveness • Support mergers, acquisitions, integrations, and restructuring efforts across a multi-entity environment • Partner cross-functionally with leaders and HR team members to strengthen programs, policies, and processes that support a high-performing culture • Champion company culture and values while adapting people practices to regional needs and business realities • Help build and mature HR infrastructure, processes, and capabilities to support a growing, global organization

Company Description #LI-Remote Job Description This role owns the operating model for how Workday work is requested, prioritized, and delivered across HR. Sitting between HR Centers of Excellence (COEs) and HR Technology, it translates business needs into well-defined requirements, manages dependencies between teams, and ensures Workday investment is sequenced against capacity and aligned to HR’s strategic priorities. Success looks like: every piece of Workday work coming through a consistent process, the HR roadmap reflecting real priorities and realistic timelines, HR teams building stronger Workday capability over time, and a platform delivering its full potential. Role Responsibilities: Workday Roadmap & Planning Owns the consolidated cross-HR Workday roadmap — the single integrated view across all COE module roadmaps. Works with COE System Leads and HR Tech to sequence initiatives against capacity and technical constraints, surface interdependencies, and facilitate prioritization decisions when conflicts arise. - Meets bi-weekly with COE System Leads to review priorities, incorporating new requests and changes to capacity or technical constraints - Surfaces interdependencies across COEs — for example, where a Recruiting change affects Pre-boarding, or a Core HCM data change has downstream impacts on Reporting - Prepares clear trade-off options when competing priorities arise, facilitating decisions and ensuring outcomes are documented in the roadmap Governance & Intake Owns the end-to-end process by which Workday change requests are submitted, assessed, and prioritized — from initial intake through to a decision on whether and when work proceeds. - Maintains a standardized intake template grounded in problem definition, impacted users, business goals, and success measures — moving the conversation from ‘what we want to build’ to ‘what problem we are solving and for whom’ - Facilitates a monthly governance forum with CHRO, COE leaders, and HR Tech leadership to review roadmap status and make prioritization decisions - Tracks adherence to the intake process and ensures smaller enhancements move through the system efficiently rather than sitting in backlogs Operating Discipline & Ways of Working - Establishes clear categories of work — major initiatives, enhancements, break/fix, and BAU — with agreed criteria for how each is handled, resourced, and tracked - Sets required artefacts at each stage: a business requirements brief before any build begins; a test plan with defined owners before any deployment - Defines ownership across HR and HR Tech at every handoff point, so nothing falls between teams - Simplifies delivery paths for lower-risk enhancements without compromising quality; introduces consistent sizing practices so estimates are reliable Stakeholder Forums Designs and runs recurring forums to keep HR COEs, HR Tech, and senior leadership aligned on priorities, progress, and decisions: - Monthly Workday Governance Forum — CHRO, COE Heads, HR Tech leadership: roadmap status and prioritization decisions - Bi-weekly COE System Leads Forum — working-level alignment on upcoming work and cross-COE dependencies - Workday Advisory Board — Market HR and HRBP representatives: voice of the business into roadmap and solution design Enablement & Capability Building - Provides COEs with templates and toolkits for process mapping, role matrices, and workflow documentation - Contributes practical input during design sessions on what Workday can and cannot do natively — helping COE System Leads sense-check designs and avoid unnecessary custom configuration - Works with COE System Leads to sharpen requirements briefs from high-level business needs into something specific enough for HR Tech to size and scope - Runs coaching sessions on requirements writing, test planning, and Workday’s data model; stays current on Workday’s product roadmap and brings recommendations to governance HR–HR Tech Integration - Serves as the primary connection point between HR COEs and HR Tech — ensuring needs are clearly understood on both sides - Maintains clear boundaries between HR responsibilities (requirements, UAT, change management) and HR Tech responsibilities (configuration, technical design, deployment) - Identifies and addresses process friction on both sides of the relationship, advocating for improvements wherever they are needed Change Management & User Experience - Maintains a centralized Workday SharePoint site covering roadmap status, ways of working guidance, job aids, and release updates - Provides COEs with standardized templates for change management, training, and communications - Establishes user experience principles ensuring configuration decisions prioritize usability for employees, managers, and HR teams - Tracks Workday usage metrics and NPS, sharing insights to identify where features are underused or further enablement is needed Qualifications: - Hands-on Workday experience across multiple modules (e.g. Core HCM, Recruiting, Compensation, Absence, Reporting) — able to engage substantively in requirements and design conversations - Experience running governance or program management processes in a complex HR or HR Tech environment, including facilitating decisions with senior stakeholders - Proven ability to work across organizational boundaries — bringing together HR, HR Tech, and business stakeholders with different priorities, and producing decisions rather than just discussions - Comfortable operating without direct authority — able to influence and hold people to process through relationships and credibility - Familiarity with product management principles: defining problems before solutions, measuring outcomes not just outputs, and iterating based on user feedback - Knowledge of Workday’s release cycle and product roadmap, with the ability to assess how upcoming features may affect HR’s plans As Workday capability matures, this role can extend to support broader HR systems alignment — applying the same approach across the wider HR technology landscape in partnership with HR Tech. Additional Information This role has a market-competitive salary with an anticipated base compensation of the following range: $165,000-$220,000. Actual salaries will vary depending on a candidate’s experience, qualifications, skills, and location. This role might also be eligible for a sales-based incentive or performance-based bonus. Other benefits include a flexible working environment, comprehensive health insurance, industry-leading parental leave, life insurance, education support, and more. Our Benefits - Flexible working environment - Volunteer time off - LinkedIn Learning - Employee-Assistance-Program (EAP) NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://www.nielseniq.com/global/en/ai-safety-policies. About NIQ NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world’s population. For more information, visit NIQ.com Want to keep up with our latest updates? Follow us on: LinkedIn | Instagram | Twitter | Facebook Our commitment to Diversity, Equity, and Inclusion At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the https://nielseniq.com/global/en/news-center/diversity-inclusion - Career Site Team: Human Resources - Compensation: USD 165000 - USD 220000 - yearly