Role Description Experienced HR and People & Culture professionals often develop strong capabilities in communication, leadership support, workforce engagement, and professional relationship management. Popcorn Potential is continuing to grow its North American network and is seeking established professionals interested in applying these transferable skills within a remote environment centred on leadership growth, professional engagement, and career-focused initiatives. This role is suited to individuals with backgrounds in talent development, employee engagement, recruitment, or organisational support who are looking to apply their expertise in a more flexible professional setting. - Support professional discussions focused on leadership capability and career progression - Apply workforce and people-focused experience within structured engagement activities - Develop professional relationships through platforms including LinkedIn and Zoom - Contribute to communication and outreach initiatives aligned with development-focused projects - Work independently while following established operational systems and professional standards This role combines flexibility with a clear framework, ongoing support, and defined processes. Qualifications - Minimum 5 years’ experience in Human Resources, Talent Development, Employee Engagement, Recruitment, or People & Culture environments - Experience supporting workforce initiatives, employee development, or stakeholder engagement - Strong written and verbal communication capability - Confidence using remote collaboration tools and professional digital platforms - High levels of organisation, accountability, and self-management Requirements - Independent contract role (not salaried employment) - Compensation aligned with measurable engagement outcomes - Flexible working options with part-time or full-time availability - Structured onboarding and ongoing professional development access Additional Information - Not suitable for students or early-career applicants - Applicants must have legal authorization to work in the United States or Canada - This position operates within an established professional framework - Qualified applicants will be contacted to arrange an introductory discussion via phone or Zoom. Company Description At Popcorn Potential, we collaborate with experienced professionals who contribute their expertise within leadership, career development, and people-focused initiatives delivered through a flexible remote model.

• Data Collection, Integration and Structuring. • Centralization of HR data: Extract, clean and integrate data from different tables. • Data quality assurance (Data Quality): Audit and cleanse employee databases to ensure analyses are not distorted by outdated or duplicate information. • Journey mapping: Structure data to reflect the entire employee lifecycle (from attraction to offboarding). • Descriptive Analysis (Data Analytics). • Dashboard development: Create and maintain interactive dashboards to visualize core HR indicators such as turnover rate (voluntary and involuntary), time to fill, engagement rate, among others. • Report automation: Replace manual spreadsheets with automated reports for leadership, COEs and BPS. • Advanced Analysis and Predictive Modeling (Data Science). • Forecasts and trends: Develop statistical and Machine Learning models to identify behavior patterns and predict outcomes for core HR indicators. • Climate surveys and engagement analysis: • Statistically evaluate the results of climate/engagement surveys to identify factors that impact internal satisfaction. • Data storytelling and strategic partnership • Translate data into insights: Translate complex correlations and statistical models into simple narratives and practical recommendations for directors and C-level executives. • Analytical culture: Train and foster a data-driven culture within the HR team so they begin to use data in their daily decisions instead of relying solely on intuition.

• Scale the Infrastructure: Audit and formalize our people systems and processes to support a 3x increase in headcount. • Embed in the Business: Get deep on how Honeydew operates — the teams, the growth levers, the org dependencies. • Uplevel Leadership: Implement a structured coaching and training framework to transform our "people managers" into "people leaders." • Operational Backbone: Own HR fundamentals, people data + metrics, and leveling frameworks. • Advisor & Coach: Act as a strategic partner to our leads, bringing a coaching mindset to performance management and team dynamics. • Change Management: Lead the organization through the inevitable friction of rapid scaling. • Employee Experience: Architect the retention and engagement strategies that make Honeydew a world-class place to work. • Builder: Proactively identify gaps, build scalable processes and documentation from scratch.

• Own day-to-day People Operations including onboarding, offboarding, immigration coordination, manager changes, audits, and documentation • Maintain compliance with federal and state employment law, with attention to multi-state requirements • Serve as the operational point of contact for employees and managers on People Ops questions • Operate as the power user across InMarket's HR technology stack, leading configuration, integration, and workflow design • Identify, design, and implement automations that reduce manual workload and improve employee experience • Apply AI tools as core working practice across documentation, communication, automation design, and decision support • Lead evaluation and optimization of our HR systems infrastructure • Conduct due diligence on platforms, tools, and vendors, and build business cases for systems investments • Partner with leadership to align HR technology decisions with broader business needs • Build and maintain executive-level dashboards covering headcount, retention, engagement, performance trends, recruiting metrics, and operational KPIs • Synthesize people data into actionable insights and recommendations for leadership • Lead cross-functional People initiatives including engagement survey rollout, system migrations, and policy refreshes • Oversee operational transitions and partner integrations as the business evolves • Drive structured execution across stakeholders, timelines, and deliverables • Ability to quickly diagnose organizational issues using data-driven insights to drive business and culture outcomes • Partner with cross-functional teams to design and implement scalable programs for professional growth and organizational development. • Handle sensitive exits, investigations, and policy interpretation with professionalism and discretion • Provide operational HR partnership to leaders on process, system, and policy questions • Coordinate cross-functionally with IT, Finance, Legal, Talent Acquisition, and Benefits to ensure alignment across people-related systems • Drive change efforts, process improvement, system evaluation and implementations as needed • High degree of comfort with leading change efforts, partnering with cross-functional stakeholders and flawless execution