• Define and execute the multi-year roadmap for People Technology and Data, ensuring alignment with the overall HR and business strategy. • Evaluate and recommend new technologies and features to enhance the employee lifecycle, improve HR service delivery, and drive organizational efficiency. • Oversee the implementation, integration, maintenance, and optimization of all core People systems (e.g., HCM, ATS, LMS, Compensation, Performance Management). • Develop and mature the People Data analytics function, creating standardized dashboards, reports, and predictive models that provide insights into workforce trends, talent acquisition effectiveness, retention, and performance. • Partner with business leaders to identify critical workforce challenges that can be addressed through data-driven analysis and reporting.

• Partner with HR leadership to understand business needs across Europe and support day-to-day HR operations. • Manage the full employee lifecycle: hiring, onboarding, offboarding, contract changes, compensation and benefits, absence management, employee data, compliance, and employee relations. • Ensure data integrity across HR systems and tools. • Act as liaison between Shared Services (HR, Finance, Legal) and internal stakeholders. • Manage interactions with authorities and external providers related to C&B, social security, and mobility.

• Provide expert coaching and advice on employee relations matters, policy interpretation, and people initiatives that influence employee engagement and performance • Proactively manage ER cases from initiation to resolution, ensuring alignment with policies, legal requirements, and best practices, while mitigating organizational risk • Partner closely with HR Business Partners, functional leaders, and the broader People & Purpose team to drive thoughtful and compliant people decisions • Support and coach managers on a wide range of employee matters including performance management, conflict resolution, policy application, and values alignment • Deliver tailored training and capability-building for managers to strengthen ER knowledge and foster a positive workplace culture • Ensure compliance with country-specific employment regulations, and provide guidance on change initiatives such as TUPE, redundancy, and redeployment • Collaborate with HR Operations teams in Dublin and Pune to respond to employee and manager inquiries and manage transactional support • Maintain accurate case documentation and analyze trends to inform proactive interventions and improvements • Contribute to the evolution of policies, tools, and training materials to reflect best practices and emerging legal and workplace trends • Support and/or lead cross-functional HR projects and programs as needed, driving continuous improvement in employee relations and broader HR practices.

• Serve as a trusted advisor to the Chief Medical Officer (CMO) and clinic leadership, providing counsel on workforce planning, organizational design, and talent strategy. • Translate business priorities into people strategies that drive clinic performance, patient experience, and organizational growth. • Lead workforce planning for over 50% of Prenuvo’s global workforce, ensuring alignment of staffing models with clinical 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, Australia, UK), 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, that link clinical 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 CMO, Chief of Staff, and other relevant stakeholders to ensure that senior clinical leaders have a clearly articulated and well-balanced portfolio of initiatives that is well aligned with their role and Clinics strategy, and that they are supported in developing the leadership skills necessary to be successful in their roles and execute on their initiatives. • Partners with managers and senior leaders to ensure that all Clinics 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 clinics. • 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 clinic leaders’ ability to lead diverse, multidisciplinary teams. • Lead P&C initiatives that reinforce Prenuvo’s preventive health mission, embedding cultural values into clinic operations. • Support organizational transitions (e.g., contractor to full‑time workforce shifts) with clear communication, stakeholder alignment, and employee engagement strategies. • Partner closely with HR Ops, Talent Acquisition, and other P&C Business Partners to deliver seamless, end‑to‑end people solutions. • Act as the connective tissue between clinics and corporate functions, ensuring alignment, transparency, and execution excellence.