Role Description Estamos buscando a la persona que se sume a nuestro equipo como HR Analyst. Si te apasiona el reto y quieres crecer rápido haciendo cosas que importan, sigue leyendo. - Liderar el reclutamiento end-to-end de las vacantes asignadas, cerrando posiciones con un time-to-hire ≤30 días desde apertura hasta firma. - Construir el sistema de bienestar y clima organizacional desde cero: instrumentos de medición (eNPS, encuestas pulso), plan de acción trimestral, ejecución de iniciativas y reporte de impacto. - Mejorar los procesos existentes de HR aplicando lógica builder: documentar lo no documentado, medir lo no medido, automatizar lo automatizable, entregando 1 mejora medible por mes. - Ejecutar onboardings y offboardings con cero fricción operativa, asegurando handover técnico + cultural completo y reduciendo tiempo de adaptación del nuevo miembro a ≤14 días. - Servir como backup operativo de Head of People & Operations cuando no esté disponible, asumiendo decisiones operativas dentro del marco definido sin requerir aprobación para cada acción. Qualifications - 3+ años de experiencia ejecutando reclutamiento end-to-end (sourcing → entrevista → cierre) en empresas digitales o startups. - Experiencia comprobada construyendo o mejorando procesos de HR desde cero (no solo ejecutar plantillas). - Manejo de ATS (TeamTailor, Greenhouse, Workable o similares). - Habilidad demostrable para entrevistar con criterio (no solo seguir guion). - Español nativo + Inglés intermedio (lectura y escritura). Requirements - Experiencia en iGaming, fintech o industrias digitales reguladas. - Background en construcción de sistemas de bienestar y clima. - Experiencia con plataformas de contractor management (Ontop, Deel, Remote). - Conocimiento básico de derecho laboral colombiano y/o brasileño. - Mentalidad de mejora continua y curiosidad por automatización/IA aplicada a HR. Benefits - 100% remoto. - Contrato como contractor. - Fee en USD según experiencia y conocimientos. - Programa de referidos de empleados. - 1 día completo para celebrar tu cumpleaños. - Acceso libre a Udemy.

Role Description The Human Resources Generalist is responsible for the daily functions of the Human Resources (HR) Department, including: - Employee relations - Leave administration - Compliance - Benefits support This role partners closely with program leaders across multiple states to ensure consistent, fair, and compliant HR practices while fostering a positive, inclusive, and high-performance work environment. Responsibilities and Duties: - Responsible for Human Resources functions across the employee life-cycle. - Provides cross-functional leadership support on employee relations matters including conducting investigations, disciplinary actions, conflict resolution, and training. - Partners with program leadership and employees to ensure fair, equitable, and consistent workforce practices. - Collaborates on development and delivery of training. - Reviews, tracks, and documents compliance with mandatory and non-mandatory training. - Supports benefits administration as needed. - Works closely with Senior HR Director to evaluate employee data, company trends, departmental goals, and translates findings into actionable recommendations and outputs. - Collaborates with Human Resources colleagues across disciplines and programs in multiple states. - Participates in developing department goals, objectives, and HR systems. - Assists with administering FMLA and other leave programs across multiple states. - Supports the administration of workers’ compensation claims, including coordinating with carriers and internal stakeholders. - Ensures compliance with federal, state, and local employment laws and regulations, and recommends best practices. - Conducts OSHA, EEO, BLS reporting and assists with other required state and federal reporting. - Responds to unemployment claims and participates in hearings when required. - Partners with HR and management in developing and enhancing safety initiatives as needed. - Travels up to 5% as needed. - Performs other duties as assigned. Qualifications - 3-5 years of Human Resources experience. - Knowledge of State and Federal employment laws and regulations. - Familiarity with leave and workers compensation programs. - Proficiency in Microsoft Office suite. - Ability to analyze data and develop solutions. - Ability to pass a background investigation and drug screen. Requirements - Bachelor's degree in Human Resources or related field (preferred). - Experience with multi-state employers (preferred). - Experience with benefits administration (preferred). - Knowledge of HRIS systems (preferred). Benefits - Compensation: $75,000-85,000 per year. - Schedule: Monday-Friday approx. 8a-5p. - Location: Remote or Hybrid/local to East Granby, CT.

• Owning the strategy, design, and continuous improvement of IEM's new hire onboarding experience during an employee’s first 90 days • Building an extensive onboarding program for corporate and business employees to include product overviews, performance expectations, our IEM culture, customer landscape, competitors, and additional resources. • Facilitating live onboarding sessions and other milestone touchpoints throughout the new hire journey • Developing and maintain hiring manager guides, onboarding plans, milestone frameworks, and supporting resources that enable consistent, high-quality onboarding delivery across the organization • Partnering with HR Shared Services, Talent Acquisition, IT, and functional leaders to align processes, close handoff gaps, and reduce friction across the new hire journey • Leveraging onboarding technology platforms and integrations, ensuring systems support a seamless experience • Designing and execute the new hire survey strategy and translate results into actionable program improvements • Supporting the design and ongoing management of career development frameworks that help employees understand growth pathways within IEM and take meaningful next steps in their careers • Translating insights from Performance Reviews and Talent Reviews into actionable career development resources, tools, and conversations by ensuring that what is surfaced in the review process connects to real development opportunities • Partnering internally to embed career development conversations into key talent moments, including post-performance review touchpoints and follow-through from Talent Review outcomes • Developing and maintain manager toolkits, conversation guides, and employee-facing resources that support ongoing development planning beyond formal review cycles • Identifying gaps in current career pathing resources and work cross-functionally to build scalable solutions that serve employees at all levels • Applying an employee experience lens across the full employee lifecycle by identifying gaps, friction points, and opportunities to strengthen key moments beyond onboarding. • Serving as a bridge between employees and leadership by synthesizing feedback signals from surveys, listening campaigns, and direct interactions into clear, actionable insights that leadership can act on with confidence • Supporting internal communications connected to talent programs, including crafting messaging for program launches, survey campaigns, and initiative updates that reach employees across all channels and work environments • Contributing to the development of performance management enablement resources and manager toolkits, helping managers show up consistently and confidently in key talent moments, including goal setting, annual reviews, and continually feedback • Assisting with talent review preparation and logistics across functions, ensuring smooth execution of a complex, cross-functional cadence • Building trusted relationships across the organization to ensure programs support a holistic employee experience • Serving as a consultative partner to hiring managers, equipping them with the clarity, tools, and confidence to deliver excellent onboarding experiences • Collaborating with internal teams to ensure programs are connected, complementary, and avoid duplication • Defining and track key metrics across onboarding and Talent Management programs, including new hire retention, engagement scores, survey participation, and readiness indicators • Synthesizing data from multiple listening channels and talent programs into clear, compelling narratives, translating metrics into actionable recommendations that resonate with all audiences, from frontline leaders to executives • Building the dashboards and recurring reporting that tell the truth about engagement, retention, mobility, succession depth, and program ROI by site, shift, function, and tenure. • Regularly assessing program effectiveness and evolving content, tools, and processes in response to feedback and business change.

• Manage employee lifecycle processes, including onboarding, offboarding, status changes, and HRIS updates • Maintain compliant and audit-ready employee records, I-9 documentation, personnel files, and HR documentation • Support multi-state employment compliance, including required reporting, policy updates, unemployment claims, and wage garnishments • Own background check workflows for employees and contractors, including administration, documentation retention, compliance review, and escalation support • Oversee contractor onboarding, documentation, agreements, and compliance workflows • Manage employee leave and accommodation documentation, including FMLA, ADA, and state-paid leave requirements • Support managers and employees with HR guidance, policy interpretation, and employee relations matters • Identify opportunities to improve HR processes, workflows, and employee experience initiatives • Maintain HR SOPs, templates, and internal resources to support scalable HR operations