• Build, inspire, and scale a world-class People team — creating a culture of high performance, psychological safety, and relentless curiosity. • Co-architect a people strategy with the SVP of HR and executive leadership that's tightly coupled to business growth and organizational ambition. • Be the strategic advisor senior leaders didn't know they needed — bringing equal parts data, judgment, and humanity to every conversation. • Own the full HR ecosystem, compensation and benefits, performance management, learning & development, employee relations, and internal communications — running it like a well-oiled, people-first engine. • Design compensation and benefits frameworks that are competitive, equitable, and compelling across the US, EMEA, and Canada. • Build HR policies and processes that are scalable, values-driven, and ready for wherever we're growing next. • Serve as a strategic business partner to the Talent Acquisition team — providing compensation intelligence and EVP insights that give us an edge in the war for top talent. • Think in org charts and skill maps — identifying gaps, succession risks, and structural opportunities before they become problems. • Turn workforce data into proactive decisions, predicting attrition, spotting engagement trends, and building retention strategies that work. • Build learning ecosystems — not just training programs — that unlock potential at every level of the organization. • Own the entire employee journey, from the moment someone signs their offer letter to the day they become an enthusiastic alumni. • Champion belonging, inclusion, and psychological safety — not as initiatives, but as lived realities embedded in how we operate. • Create and close feedback loops that make employees feel genuinely heard — and make us measurably better as a result. • Navigate complex employee relations matters — investigations, disciplinary processes, exits — with care, rigor, and sound legal judgment. • Stay ahead of the regulatory curve across US, EMEA, and Canadian employment law — turning compliance from a checkbox into a strategic safeguard. • Partner with Legal and Finance to handle complex employment matters with confidence and precision. • Proactively update policies, documentation, and training so we're always one step ahead of risk. • Partner with global HR teams to build a unified people culture that transcends geography while honoring local nuance. • Manage the HR budget with the commercial mindset of a business leader — investing where it matters, optimizing where it doesn't. • Champion the adoption of HR technology and AI-powered tools that make the people function faster, smarter, and more human.

• Working closely with the Sr. management in developing and evaluating ongoing HR policies, programs,functions, and activities • Maintain full compliance with all state and federal laws and regulations, and ensure that policies align with the Company's vision • Recommend, implement and coordinate Human Resources policies and programs, including but not limited to: employee relations, Workers’ Compensation, and training and development • Prepare, generate, and analyze ongoing and ad-hoc special reports pertaining to personnel information and data, including but not limited to issues such as staffing levels, turnover, absenteeism, Affirmative Action/EEO, compensation, promotions, etc. • Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting Human Resources management; identify trends that could impact organizational objectives and/or operational resources; and interpret appropriate laws and policies and advise management and associates accordingly • Participate, as appropriate, in the investigation and resolution of ongoing employee relations problems, anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution • Perform other related duties as assigned

• Represent Blink’s culture in day‑to‑day interactions, balancing empathy with clarity and structure • Serve as a first point of contact for employee and manager HR questions, providing clear, thoughtful, and compliant guidance; escalate complex or sensitive issues appropriately • Own high‑touch onboarding and offboarding processes to ensure employees are supported through key transitions • Answer benefit‑related questions and coordinate with payroll and finance on benefit deductions as needed • Oversee weekly hourly timecard reviews and flag issues proactively • Coordinate with payroll on time‑sensitive matters related to timekeeping and employee changes • Assist with administering Blink’s benefits programs, including open enrollment activities, all‑company communication, new enrollments, changes, and terminations • Maintain employee files in compliance with legal and company standards • Apply employment law practices as needed to assist in solutioning and assure company compliance with federal, state, and local employment requirements • Build, maintain, and oversee Blink’s HR ticketing system (Siit) and HRIS system (Paylocity) to ensure data integrity and accurate reporting • Assist with reporting on HR metrics and keeping policies and procedures up to date on the HR wiki • Execute and help streamline or improve day‑to‑day HR processes and systems • Support HR team Diversity, Equity, and Inclusion efforts, including pay equity tracking and inclusive policy development • Collaborate with parent company Mphasis on cross-functional needs • Support special projects and operational work as assigned

Role Description The Human Resources Technician is responsible to provide support to the Human Resources Department with all aspects of the department including, but not limited to: - Recruitment - Training - Benefits administration - HR metrics - Employee lifecycle More specifically, the Human Resources Technician must: - Own, manage and maintain the Human Resource Management system (HRMS) data to ensure accuracy and availability throughout the employee lifecycles. - Support the Human Resources Business Partner with all HR-related documentation including employment agreements, annexes, communication to candidates, employment confirmation letters, leave of absence documentation, etc. - Ensure all HR-related documentation is complete, maintain employee files, and follow up on outstanding HR documents. - Support recruitment activities including job postings, translation, screening resumes, background and reference checks, and preparation of employment agreements. - Manage HR Inbox and respond to employee queries and concerns or escalate when appropriate. - Administer employee benefit programs, including health benefits, open enrollment, group pension plan, etc. - Collaborate with payroll on any time off reports, pay & benefits related queries. - Assist with reporting for payroll, absence tracking, and ad-hoc reporting. - Assist with the development and maintenance of training programs within the HR department. - Manage and improve key HR tools, processes, and workflows to keep the HR department running smoothly. - Participate in Human Resources projects and initiatives as assigned. - Employee may be assigned to other responsibilities that do not pertain to their former description, if they have the required experience, are qualified and/or have received adequate training. Qualifications - College Degree in Human Resources Management, Administration or equivalent. - Previous experience in Recruitment or Human Resources department will be considered an asset. - Bilingual in French and English, both written and spoken. - Good knowledge of MS Office (Excel, Word, and Outlook). - Experience working with an ATS and an HRIS system will be considered an asset. - Ability to work in a fast-paced and dynamic environment. - Autonomy and sense of initiative. - High degree of confidentiality and professionalism. - Good knowledge of good clinical practices, and applicable Health Canada and Food and Drug Administration (FDA) regulations/guidelines. Benefits - Flexible work schedule. - Permanent full-time position. - Company benefits package. - Ongoing learning and development. - Home-based position. Company Description Formerly known as Innovaderm, Indero is a world-renowned expert and clinical research leader in dermatology. We have more than two decades of experience serving a broad range of indications, patient populations, administration routes, and drug classes, and a global footprint. Indero is a dual-focus CRO for dermatology and rheumatology, with 25+ years’ experience in clinical research and trial delivery. Our full-service approach – which includes everything from protocol design and patient recruitment to trial monitoring and biometrics – provides biotech and pharmaceutical sponsors with the rigorous scientific foundation and tailored expertise their studies need to reach the finish line efficiently and effectively. Indero is committed to providing equitable treatment and equal opportunity to all individuals. As such, Indero will provide accommodations throughout the recruitment and selection process to applicants with disabilities, upon request. Indero only accepts applicants who can legally work in Canada.