• Ser el puente entre el propósito de Product Hackers y su talento • Asegurar que cada interacción interna aporte valor y captar perfiles de primer nivel que vibren con nuestro ADN • Transformar cada etapa del ciclo de vida del empleado —desde la contratación hasta el offboarding— en un proceso ágil, tecnológico y profundamente humano • Liderar los espacios de 1:1 para actuar como el termómetro emocional del equipo, entendiendo inquietudes de fondo y generando seguridad en situaciones de incertidumbre • Traducir el feedback y las métricas (eNPS, encuestas de clima) en iniciativas tangibles que mejoren el día a día basándote en evidencias • Actuar como soporte estratégico para los managers, dándoles herramientas y feedback para que acompañen a sus equipos con mayor eficacia • Garantizar que las comunicaciones internas lleguen de forma cercana y transparente, asegurando que el equipo se sienta escuchado • Realizar una búsqueda proactiva de perfiles técnicos y estratégicos, utilizando tu red y creatividad para encontrar talento allí donde el algoritmo no llega • Ser la cara visible de la marca, garantizando una experiencia de candidato excelente para que, incluso quienes no se incorporen, sean promotores de nuestra marca • Actuar como el primer filtro crítico para asegurar que cada incorporación posea un nivel técnico excepcional y comparta al 100% nuestros valores • Conectar el propósito de la empresa con las aspiraciones de los candidatos, buscando una apuesta de crecimiento a largo plazo

• Revisión, organización y archivo de boletas de pago y documentación del personal. • Apoyo en la elaboración y gestión de contratos, renovaciones y control vacacional. • Registro de altas, bajas y actualizaciones en SUNAT – T-Registro. • Manejo y actualización de bases de datos del personal. • Organización y mantenimiento de expedientes físicos y digitales. • Apoyo en procesos administrativos del área de Recursos Humanos. • Seguimiento y control de documentación interna del personal.

• Support the daily administration of SAP SuccessFactors and other business systems and tools. • Collaborate with IT teams to troubleshoot technical issues, implement system enhancements, changes requiring integration/back-end system configuration and ensure data integrity and security. • Position Management & maintenance of corporate structure including workflow/GAS within SAP SuccessFactors. • Maintenance of master data objects and business rules across various SuccessFactors modules. • Support end-users and key stakeholders with technical advice and expertise. • Support the delivery of the Data & Reporting Strategy. • Production of regular and ad-hoc reporting, adhering to service level agreements. • Working with key stakeholders on the design and output of data held in SuccessFactors. • Partner with relevant business stakeholders to translate data findings into actionable recommendations for business strategies, initiatives and/or projects. • Design and develop interactive dashboards and reports using SAP Analytics Cloud (SAC). • Create and maintain semantic models and analytical views to support reporting within SAC. • Develop and maintain databases, systems and reporting tools to ensure accurate and secure storage of data. • Support any integration of data between SAP SuccessFactors and dependent systems. • Monitor, improve and/or implement any relevant data governance processes and protocols. • Regularly audit data management practices to promote continuous improvement. • Design and maintain HR data models within SAP Datasphere to support reporting and analytics. • Build and maintain graphical and analytical views in SAP Datasphere to enable HR reporting. • Implement data governance controls including role-based access, data classification and data security. • Assist projects and business initiatives through subject matter expertise and/or solution design/testing. • Assist with the implementation and testing of system updates and new releases, including assessing impact and implementing opt-in/opt-out changes. • Support periodic business activities (i.e. Bonus, Salary Review etc.) using specialist skills in data analysis, transformation and migration. • Assisting in the training and understanding for all People Services teams in key processes within specialist area(s) of expertise. • Ensuring collaborative working and support with all relevant stakeholders; both internal and external, i.e., Business Units, People Partners, Group HR, IT, Recruitment. • Engage with stakeholders regarding continued compliance across policies and procedures. • Share expertise, knowledge, and best practices across the business to enhance overall performance.

• Navigate complex employee situations with sound judgment, ensuring outcomes are fair, timely, and compliant with applicable laws and regulations. • Support managers in building high-performing teams through guidance on goal-setting, coaching, performance conversations, and development planning. • Build trusted relationships across the organization, serving as a knowledgeable resource on people matters including employee relations, compensation guidance, and career growth. • Collaborate with leaders across functions to support workforce planning efforts, including headcount forecasting and partnership with Talent Acquisition on hiring execution. • Support processes around career planning, learning and development, and overall performance management in coordination with the CPO. • Cultivate a positive, engaging work environment that reflects Defense Unicorns’ values. • Lead and continuously improve HR operational processes across the full employee lifecycle, onboarding, offboarding, promotions, transfers, leaves, and everything in between. • Manage employee data in Rippling with an obsession for accuracy and data integrity across hires, transfers, promotions, and terminations. • Partner with the team to enhance the onboarding process end-to-end, from recruiter handoff through pre-employment screenings, I-9 verification, orientation, and onboarding survey. • Support leave administration from preparation through return, in coordination with People Ops, Payroll, and Finance. • Support employees and managers on HR questions across the full employee lifecycle, escalating complex matters appropriately. • Ensure HR practices comply with applicable federal, state, and international employment laws; maintain audit-ready documentation and employee records. • Partner with Legal, Finance, and Security to support compliance initiatives, audits, and tracking of compliance training. • Identify inefficiencies and implement scalable, standardized processes and workflows across HR functions, globally and domestically. • Develop, document, and maintain HR SOPs, policies, and internal knowledge bases (Notion, Rippling, and beyond). • Drive HR operational excellence through automation, system enhancements, and best practices, refining processes to be scalable and AI-ready. • Actively identify and implement AI-powered tools and workflows to automate repetitive tasks, surface insights faster, and improve the overall employee experience. • Ensure data integrity, accuracy, and reporting consistency across HR systems (HRIS, ATS) in partnership with the broader People Ops team. • Lead and execute People Ops projects including process redesigns and cross-functional initiatives, owning timelines, stakeholders, and deliverables. • Partner with People Ops leadership to prioritize and drive strategic people initiatives; track and report on progress, risks, and outcomes. • Manage programs across the People Ops team, anything from vendor management to build new workflows to meet emerging business needs. • Create, implement, and own operational people initiatives such as internal transfer processes, triage workflows, and HRIS process improvements. • Optimize performance management processes, including HRIS cycles and compensation planning support. • Analyze HR metrics, including turnover, headcount, engagement, time-to-hire, to identify trends and drive data-informed decisions. • Build and maintain dashboards and reporting to support business decisions; provide ad hoc insights to the CPO and leadership. • Dive into People data to answer questions from the business and proactively surface stories the data is telling. • Provide monthly reporting to People Ops and department leaders on workforce updates and program outcomes.