• Partner with executive and senior leadership for organizational effectiveness • Serve as a trusted advisor on headcount and change management • Maintain pulse on organizational health and identify insights • Partner with HR Operations to build and maintain people dashboards • Translate business goals into people strategies • Advocate for engaging work environment • Provide guidance on hiring and performance • Identify and address manager struggles and team underperformance • Design onboarding frameworks and ensure performance management drives outcomes • Shape HR Operations projects based on business needs • Handle complex employee relations matters • Ensure compliance with employment law and HR best practices

• Lead routine workplace investigations (D/H/R), code of conduct violations, and sensitive compliance matters with impartiality and confidentiality. • Manage high-risk conflict resolution and formal complaints by facilitating productive conversations and outcomes. • Serve as a subject matter expert on HR policies, providing recommendations on policy deviations and exceptions in consultation with the ER Center of Excellence (COE). • Provide ER expertise on complex medical accommodations and formal workplace concern escalations from Individual Contributors (ICs). • Partner closely with the broader PeopleHub Partner team to provide managers with a holistic consultative service, bridging the gap between "Performance" (skill) and "Conduct" (will). • Analyze case trends and compliance data to identify systemic risks and provide actionable recommendations to HRBPs and the business. • Partner with Legal, the ER COE, and the broader People team on high-stakes escalations and post-investigation coaching. • Identify opportunities to improve ER tools, such as HR Acuity and AI bots/workflows, while staying abreast of industry best practices.

• Culture Management: Act as an ambassador for Cibra's culture, executing the current strategy and proposing continuous revitalizations to ensure the relevance of organizational values. • Rituals Management: Lead the design and operationalization of cultural rituals, ensuring participant engagement and alignment of activities with the company's purpose. • People Ecosystem: Integrate the Culture strategy with Employee Climate, Well-being and Development topics, coordinating with partner areas to implement cross-functional action plans. • Certifications and Diagnostics: Support the People & Organizational Development (DHO) team with Great Place to Work (GPTW) related activities, using indicators to drive improvements in the work environment. • Portfolio Management: Lead Change Management for Cibra's strategic projects, defining scope, approaches and critical phases according to portfolio guidelines. • Strategic Analysis: Conduct impact diagnostics (risk analysis, threats, strengths and governance) to structure change initiatives based on a solid methodology. • Planning and Timeline: Structure and monitor the Change Management schedule, ensuring change management deliverables are synchronized with project milestones. • Training and Readiness: Recommend project-specific training plans with the DHO team, ensuring target audiences are prepared and trained for new processes and workflows. • Success Monitoring: Conduct periodic checkpoints to assess change adoption and ensure the sustainability and success of implementations. • Standardization: Develop and update policies, procedures and area documentation, ensuring process formalization and organizational governance. • Metrics and Targets: Propose, monitor and take actions to maintain the performance of the team and the Culture and Change Management function within the organization. • Partner Management: Manage the interface with vendors, from prospecting and contract negotiation to payment management, ensuring compliance with the company's financial policies.

• Define and drive the company-wide People Operations strategy, workforce plan, and organizational effectiveness agenda in direct support of business growth and transformation. • Serve as a thought partner and trusted advisor to the CEO, COO, and broader Executive Leadership Team on all matters of talent, culture, organizational design, and change. • Partner with Finance on workforce planning and headcount strategy, ensuring alignment with investment thesis and expense targets. • Lead the people workstream across M&A diligence and post-close integration—cultural assessment, organizational design, retention, harmonization of programs, and change management. • Establish a meaningful HR metrics and analytics framework, delivering insights that enable data-informed decisions at every level of leadership. • Lead and develop the People Operations team—People Business Partners, Generalists, and functional specialists across Talent Acquisition, Benefits, and HRIS—while partnering closely with Payroll within Accounting to ensure accuracy and timeliness. • Build and refine the People Operations Team Charter, goals, and operating cadence; manage resource allocation, budget, milestones, and risk. • Establish, document, and continuously improve standard operating procedures across every People Operations function with clear ownership and accountability. • Own People Operations compliance across all employment laws and regulations, including required regulatory and compliance reporting, in partnership with internal and external legal counsel. • Oversee Total Rewards, including compensation philosophy, structure, and administration; lead the Benefits strategy and programs to ensure offerings are competitive, cost-effective, and aligned with business goals. • Operationalize company culture through systems, rituals, and feedback loops—elevating employee engagement, recognition, and connection across a distributed workforce. • Coach and counsel leaders on talent management, performance, organizational design, and complex employee relations matters. • Champion an inclusive environment where every employee feels welcomed, valued, and equipped to do the best work of their career. • Partner with leaders to design teams and roles that scale with the business, with a clear point of view on capability gaps and succession.