• Serve as a point of contact for employees regarding HR‑related questions and issues. • Foster a positive employee experience by resolving issues promptly and effectively. • Support the development and delivery of employee engagement initiatives. • Co‑lead weekly new‑hire orientation sessions with the People Operations team. • Conduct exit interviews with departing employees and document feedback. • Assist with socialization and engagement programs owned by the HR department. • Support management training programs and coordinate logistics for company‑wide events. • Serve as the primary contact for various HR systems, including the HRIS, rewards and recognition platform, learning management system, and company travel system. • Manage relationships with employee engagement vendors and assist with due diligence and vendor selection processes. • Generate basic HRIS reports and help maintain accurate data across systems. • Assist in implementing and delivering training across multiple HR and professional topics. • Act as a point of contact for the learning management system (Juno Journey). • Support the monitoring and evaluation of training program effectiveness. • Communicate and help administer HR policies and procedures. • Maintain accurate and up‑to‑date employee records. • Conduct audits of HR processes, systems, and documentation to ensure compliance with federal, state, and internal requirements.

• Develop a deep understanding of the business unit's goals, landscape, and operational challenges. • Partner with leaders to forecast future talent needs, identify capability gaps, and develop strategic workforce plans. • Consult with leaders on organizational structure, job roles, and team design to optimize efficiency and alignment with strategic objectives. • Use people analytics and key metrics (e.g., turnover, engagement scores, performance data) to diagnose organizational health and recommend targeted interventions. • Coach managers on driving high-performance cultures, effective goal setting, and managing the full performance management cycle. • Lead and facilitate the business unit's talent review and succession planning processes to ensure a healthy and ready leadership pipeline. • Collaborate with the Learning & Development CoE to identify and execute targeted development programs for critical talent and key employee populations. • Lead the people-side of large-scale change initiatives (e.g., restructuring, integration, new technology adoption), ensuring effective communication and adoption. • Partner with leaders to reinforce desired culture, values, and engagement strategies specific to the business unit. • Manage and resolve complex, high-risk, or sensitive employee relations issues and investigations. • Interpret and apply HR policies, ensuring consistency and compliance while considering the unique context and culture of the business unit. • Provide direction on career development opportunities, internal job pathways, and skill development resources. • Act as the primary interface between the business unit and the Centers of Excellence (CoEs). Provide business context to CoEs for the design of programs and policies. • Utilize HR Operations Shared Services for transactional support, routine inquiries, and core administration. • Ensure adherence to relevant employment laws, regulations, and company policies within the business unit. • Maintain accurate documentation and records to support compliance requirements and audits. • Proactively identify potential compliance risks and develop mitigation strategies.

• Provide day-to-day HR support across the organisation • Assist with payroll-related queries, including investigating and resolving payment discrepancies • Conduct background checks and ensure compliance with hiring requirements • Manage cancellations, schedule changes, and employee updates accurately and efficiently • Maintain and update employee records and HR documentation • Support HR-related projects and process improvements • Act as a point of contact for employee queries, providing clear and timely communication • Collaborate with internal teams to ensure smooth HR operations

• Coordinate daily HR operations, including recruitment support, onboarding, and employee record management. • Assist with organizing training sessions, performance evaluations, and employee engagement initiatives. • Serve as a point of contact for employees regarding HR policies, benefits, and procedures. • Maintain accurate and confidential employee records and ensure compliance with company policies. • Collaborate with internal teams to support HR projects and process improvements. • Prepare HR reports and assist with payroll coordination as needed. • Monitor and track HR metrics to support data-driven decision making.