• Champion the company's core values in everyday moments, programs and rituals so they show up in how teammates work, recognize each other and grow together. • Develop creative engagement and recognition initiatives, using teammate feedback and data to know what's working. • Serve as a resource for teammates and leadership, keeping priorities aligned and making sure feedback flows in both directions. • Plan company events, recognition moments and culture-building activities that bring a remote team together. • Communicate clearly and consistently across email, Slack and video to keep teammates informed and connected. • Run learning and development activities through our LMS, helping teammates build skills they need to grow at BlastX. • Partner with the VP, People Experience and hiring managers on recruiting strategy, and run the day-to-day sourcing and outreach that brings it to life. • Run the full recruiting funnel: job postings, sourcing, screening, scheduling, interview coordination and offer creation. • Pre-screen candidates and present a short list of qualified finalists to hiring managers. • Deliver a candidate experience worth talking about, with timely communication, clear expectations and respectful close-outs at every stage. • Track and report on recruiting metrics, sharing insights and recommendations with hiring managers and the VP, People Experience. • Help ensure the highest level of quality for all project deliverables by coordinating and managing quality assurance checks and review cycles. • Run day-to-day PX operations, including teammate records, documentation, benefits administration and HRIS data hygiene. • Own the end-to-end onboarding experience, from offer letter through first 90 days and keep improving it based on new hire feedback. • Run off-boarding with care, including exit conversations, knowledge transfer, and clean handoff of systems and equipment. • Ensure compliance with local, state and federal employment laws and internal policies. • Spot friction in PX workflows and propose fixes, partnering with the VP, People Experience to roll out scalable solutions. • Administer and maintain PX processes and technology systems.

Our Purpose Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we're helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential. Title and Summary Manager, People Business Partner Overview This position will lead and execute People & Capability initiatives, processes and projects covering broad HR generalist responsibilities, including employee relations, reward advice, executing talent management and performance management initiatives and supporting employee engagement initiatives in Malaysia and Thailand. The Manager, People Business Partner will act as a cultural change agent, consultant and business advisor in partnering with employees and managers to enable the execution of business strategies and initiatives in their markets. The individual in this role will need to work in close collaboration with Global/Regional & local business leaders, the Southeast Asia & Regional PBP teams and Regional COE/GBSC teams to ensure processes and initiatives are successfully implemented and effectively developed. This position reports into the VP, People Business Partner, ASEA. Key Accountabilities and Responsibilities: The individual in this role will execute against strategic initiatives designed to enhance people effectiveness and delivery. This individual will be responsible for managing and performing a wide range of HR generalist activities for the markets that they support. These activities include, but are not limited to: • Responsible for the delivery of core People and Capability (P&C) programs, including talent and performance management, learning, year-end compensation planning, and workforce planning• Serves as subject matter expert on the local labor market and regulatory environment with oversight and compliance of the local labour market and regulatory environment of the countries in scope.• Acts as a primary point of contact with COEs and the GBSC on program delivery issues and customization for the markets they support• Coaches people leaders and employees on development, employee relations and reward issues• Participate in the day-to-day delivery of local HR projects and serves as the first point of contact for AP HR inquiries related to the supported business units• Shares local intelligence and provides a "field perspective" to Total Rewards and the effectiveness of programs and initiatives to the COEs• Oversee data collection and reporting to apply quantitative and qualitative data to P&C process improvement and development• Identifies opportunities to roll-out wellness, culture and career development initiatives in their respective markets Experience and Qualifications Required: • Previous experience of working in a multinational, matrix environment with multiple stakeholders (local, regional and global)• Strong communication and interpersonal skills: Well-developed communication and influencing skills, ability to be empathetic but also take tough, commercially focused, decisions and communicate effectively with diverse global HR and business teams• Functional knowledge: With deep strong labor law knowledge in the markets, they support and working employee relations knowledge• Highly motivated and a self-starter with the ability to drive local HR agenda, manage own workloads, whilst working collaboratively with others within and out of the immediate region.• Operational excellence: Attention to detail; follow process; ability to multi-task and meet deadlines.• Business acumen: Possesses or demonstrates the ability to quickly acquire specific knowledge of business units supported; develops an end-to-end knowledge of Mastercard's business.• Project Management: Demonstrates ability to independently and successfully lead projects across global and cross-functional teams Why Mastercard? At Mastercard, we believe in connecting everyone to priceless possibilities. We value curiosity, collaboration, and making a meaningful impact. As part of our People & Capability team, you'll help shape an inclusive, innovative culture that empowers our people to thrive. Ready to Make a Difference? If you're a strategic HR professional with a passion for people and a desire to help shape the future of work at Mastercard, we'd love to hear from you. Apply now via the links below and join us in building a workplace where everyone belongs. Corporate Security Responsibility All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must: - Abide by Mastercard's security policies and practices; - Ensure the confidentiality and integrity of the information being accessed; - Report any suspected information security violation or breach, and - Complete all periodic mandatory security trainings in accordance with Mastercard's guidelines.

• Partner directly with the Head of People to design, build, and operationalize People programs across all COEs: comp, L&D, compliance, benefits, performance, and more • Serve as a trusted advisor to people leaders, coaching managers, navigating complex situations, and helping the org grow without breaking • Be a real collaborator to People Ops and Employee Experience, someone they think with, not just coordinate with • Audit existing People infrastructure and identify gaps before they become problems • Own end-to-end delivery of programs and projects, from strategy to rollout to iteration • Help us figure out what scalable looks like at LiveKit, and then build it • Bring a thoughtful, tool-forward lens to how we work, finding smarter ways to operate a lean, high-impact People team

• Own and coordinate the onboarding experience for new hires, including systems access, equipment, documentation, and first-week logistics • Ensure employees feel supported, informed, and set up for success from day one • Manage offboarding processes with accuracy, empathy, and operational rigor • Partner cross-functionally to ensure secure and compliant employee transitions • Help maintain compliance with federal and state employment requirements • Support documentation management, I-9 verification, and audit readiness processes • Maintain employee data accuracy across HR and People systems • Help improve operational workflows and process documentation across the People function • Partner with recruiters and hiring managers to coordinate interviews and support candidate communications • Help deliver a thoughtful and organized candidate experience • Support employee engagement initiatives, internal events, team communications, and offsites • Assist with day-to-day People Operations support across the organization • Coordinate employee equipment, software access, and People-related vendor operations • Support invoice tracking, renewals, and operational logistics • Help maintain organization and operational consistency across People programs and processes