• Own the day-to-day administration and advanced configuration of Rippling, ensuring data accuracy, integrity, security, and system reliability • Serve as the internal expert on Rippling’s inner workings, including employee lifecycle workflows, approvals, automations, and integrations • Design, build, and maintain Rippling dashboards, reports, and people analytics to support talent strategy, workforce planning, compliance, and executive decision-making • Configure and optimize custom workflows and business rules within Rippling to streamline HR, payroll, benefits, and people operations processes • Partner with P&L leaders and business stakeholders to translate business questions into actionable insights, KPIs, and reporting solutions • Manage Rippling system updates, releases, testing, and enhancements in collaboration with the vendor and internal teams • Establish, document, and maintain data standards, governance practices, controls, and audit processes across people systems • Act as a trusted advisor on people analytics trends, Rippling capabilities, and best practices for HR technology optimization

• Act as a trusted advisor to the Cluster GM and Country Station Managers on all people-related matters, connecting HR strategy to business outcomes and P&L impact. • Co-lead annual strategic planning with GMs and Financial Controllers, providing workforce analytics, headcount forecasting, and organizational design recommendations. • Translate corporate and cluster-level strategy into actionable people plans with clear milestones and KPIs. • Leverage HR data and analytics in partnership with the People Analytics Manager (via Workday and other HRIS tools) to drive evidence-based decision-making and present actionable insights to senior leadership. • Manage and coordinate HR core processes across the cluster in collaboration with country HR Representatives, ensuring alignment with corporate initiatives and the overall company strategy. • Serve as the primary point of contact for people-related queries from team members, management, and senior leaders, ensuring prompt resolution and appropriate escalation when needed. • Lead the design and execution of a cultural transformation roadmap aligned with GCG’s values and the cluster’s unique multicultural identity across different territories within the cluster. • Foster an inclusive workplace culture that embraces the linguistic and cultural richness of the cluster, ensuring all team members feel valued and able to contribute fully. • Design and implement holistic Team Member Experience (TMX) programs, including wellbeing, recognition, flexible work arrangements, and career development pathways. • Drive engagement strategy based on survey insights; create and monitor engagement action plans with country leaders; conduct small group listening sessions during station visits to capture team member feedback. • Serve as an internal change management catalyst in close collaboration with the Transformation Business Partner (SAP & Change Management), applying structured methodologies to support system implementations, process redesign, and new ways of working across the cluster. • Lead the end-to-end talent acquisition strategy for the cluster in partnership with the Talent Acquisition Business Partner, including employer branding, candidate experience, and partnerships with local universities and organizations to build talent pipelines and internship programs. • Execute the annual performance management cycle, talent review, and succession planning processes in close coordination with the Organizational Development Manager, ensuring global frameworks are applied with local relevance. • Identify capability gaps and design upskilling/reskilling programs that prepare the workforce for evolving business demands. • Coach and develop country HR Leads, building local HR capability and ensuring consistent execution of HR processes across markets. • Own and direct the end-to-end Learning & Development strategy across the cluster, covering the full team member lifecycle: onboarding, technical and soft-skill training, leadership development, cross-functional rotations, and career transitions. • Ensure execution of onboarding journeys that accelerate time-to-productivity and reinforce culture from day one, ensuring a consistent yet locally relevant experience across all five territories. • Build a continuous learning ecosystem that combines formal programs, on-the-job experiences, mentoring, and digital learning platforms to support team member growth at every career stage. • Track and report learning effectiveness through completion rates, skill assessments, and business impact metrics, leveraging Workday and other platforms to ensure data-driven program optimization. • Partner with the Total Rewards Manager to conduct local market benchmarking and design competitive, equitable compensation and benefits strategies across the five territories. • Manage pay review cycles, absence monitoring, and wage queries in alignment with company guidelines and local legislation. • Oversee payroll operations and ensure accuracy and compliance in coordination with local finance teams. • Ensure full compliance with labor legislation, collective bargaining agreements, and union agreements across all five jurisdictions in the cluster. • Design and maintain an effective filing and retrieval system for historical and current team member records across the cluster, ensuring data integrity and accessibility.

• Lead the design, implementation, and ongoing management of global compensation and benefits programs, including base pay, variable pay, equity, and executive compensation. • Partner with the CEO, CFO, and People leadership on executive compensation and IPO readiness, including governance, disclosure requirements, and evolving equity practices. • Conduct ongoing market benchmarking and analysis to ensure programs remain competitive and aligned with our talent strategy. • Oversee the annual compensation cycle (merit, promotions, bonus, and equity refresh) with rigor and fairness. • Own and evolve our global People Operations function, ensuring best-in-class employee experience across the entire lifecycle. • Oversee core processes including onboarding/offboarding, HRIS data integrity, payroll, compliance, policy development, and employee records management. • Implement scalable systems, tools, and workflows to streamline People operations and enable self-service. • Ensure compliance with employment, benefits, and compensation regulations across all current and future geographies. • Partner with IT, Finance, and Legal to drive cross-functional alignment and operational excellence. • Build, lead, and develop a high-performing Total Rewards & People Operations team. • Act as a thought partner and advisor to senior leaders on compensation, benefits, and people practices. • Foster a culture of data-driven decision-making, operational excellence, and continuous improvement.

• Act as the primary point of contact for R&D employees and managers on all things people-related, providing timely guidance on policies, benefits, and workplace concerns. • Provide day-to-day coaching to R&D leads on performance management, delivering constructive feedback, and navigating difficult conversations. • Support the implementation of R&D-specific people initiatives, including competency mapping, leveling updates, and technical compensation reviews. • Drive engagement and retention efforts tailored to technical teams, ensuring a culture of innovation and collaboration remains strong as we scale. • Manage the employee lifecycle for R&D, from tailored technical onboarding to exit interviews, identifying trends that impact turnover or engagement. • Analyze people metrics (e.g., pulse surveys, turnover data) to provide actionable insights to R&D leadership regarding team health. • Partner with Talent Acquisition and Finance to ensure smooth headcount tracking and resource allocation for engineering and product teams • Other duties as assigned.