• Support day-to-day HR operations for US-based teams and clients. • Apply knowledge of US HR rules, regulations, and employment practices. • Assist with compliance-related documentation, audits, and reporting. • Maintain accurate and up-to-date employee records and HR files. • Coordinate and manage employee onboarding from offer acceptance to Day 1. • Prepare onboarding documents, track completion, and ensure smooth handoffs. • Support offboarding processes, including documentation and system updates. • Serve as a point of contact for employee HR-related questions. • Assist with payroll preparation, processing, and verification. • Coordinate with payroll providers and internal teams to resolve discrepancies. • Support benefits enrollment, changes, and employee inquiries. • Ensure payroll and benefits data is accurate and submitted on time. • Maintain HRIS, payroll systems, and internal trackers. • Ensure documentation is complete, organized, and compliant. • Support improvements to HR processes, templates, and workflows. • Communicate clearly and professionally with employees and clients. • Work closely with Operations, Finance, and Leadership teams. • Escalate issues appropriately and help resolve concerns efficiently.

• Drive GE Vernova labor and employee relations strategy in support of the businesses’ priorities focusing on North and South America • Maintain productive relationships with the unions that represent GE Vernova employees in the U.S. • Provide advice and counsel to the Segment HR teams who own labor relations throughout the Americas • Serve as a key resource to the Segment HR teams and business and operations leaders • Provide proactive solutions and deliver best-in-class employee relations programs and trainings • Act as focal for all aspects related to labor and/or local labor representatives advising management on labor issues in the region

• Manages core HR functions, ensuring project and department milestones are met in adherence to approved budgets. • Administers full-cycle talent acquisition and onboarding processes to ensure the right talent is brought into the organization. • Manages pay and benefits programs; partners with the Payroll Administrator to ensure all data is accurate and compliant for timely employee pay. • Maintains updated employee records (pay, benefits, performance, safety) and ensures all reporting complies with federal and local employment laws. • Leads employee investigations, disciplinary efforts, and terminations by partnering with and guiding people managers in best practices and ensuring sensitivity to confidential matters; develops and delivers internal staff communications. • Develops and implements HR policies and programs that support health and safety, diversity, and organizational effectiveness. • Develops employee training programs and collaborates with leadership on special projects; may manage subordinate staff as the department grows. • Evaluates, selects, and manages ongoing relationships with third-party vendors to provide supplemental HR services to include PEO and EOR partner organizations.

• Lead, mentor, and develop a team of HR Administrators, responsible for different locations Creatio operates in. • Manage day-to-day activities of the HR Administration team, ensuring tasks are prioritized appropriately, and team performance meets the company's high-quality standards. • Act as the escalation point for complex HR operations issues. • Promote a Creatio’s values-led team environment that prioritizes employee experience with care, teamwork, respect and service quality. • Ensure compliance with labour laws, regulations, and internal processes, policies in all locations of hiring. • Manage HR operational processes including onboarding, offboarding, transfers, time off management, and contracting. • Oversee HR data management, ensuring accuracy, confidentiality, and compliance with legal and company standards. • Manage internal systems for people’s data and drive improvements in automation. • Drive digital transformation initiatives. • Develop, implement, and improve HR policies, processes, and procedures. • Partner with Payroll, Finance, Legal, IT and other departments to ensure smooth cross-functional processes. • Provide HR reporting and metrics to senior leadership, identify trends, and recommend actions. • Support employee relations activities by advising managers and employees on HR compliance policies and best HR Ops practices. • Support audits and maintain documentation for regulatory requirements. • Support global HR projects, reorganizations, and workforce changes. • Stay updated on HR trends, technologies, and best practices to propose and drive continuous improvements. • Support the company’s organization structure, adapt organization structure changes.