• Drive experience surveys for the full employee lifecycle • Lead the intake, prioritization, and delivery of analytics across People and business stakeholders • Ensure insights are timely, accurate, and aligned to business priorities • Translate complex data into clear narratives for executive audiences • Maintain predictive models (attrition risk, hiring forecasts, retention drivers) that inform talent strategy and workforce planning. • Act as the primary partner to PBPs, Finance, and functional leaders for people insights • Shape business questions into structured analyses and recommendations • Support executive reporting and workforce planning discussions • Establish standards for metrics, definitions, and reporting across People Analytics • Ensure consistent use of data across dashboards, reports, and presentations • Reduce ad hoc and duplicate reporting through structured solutions • Partner with systems and data teams to improve dashboard usability and adoption • Increase stakeholder ability to access and interpret people data independently • Shift the team from reactive reporting to proactive insights • Identify and implement automation opportunities (scheduled reports, data workflows, dashboard refreshes) to improve team efficiency and reduce operational overhead. • Help define and track key people metrics (attrition, hiring, performance, etc.) • Identify trends and drivers that impact business outcomes • Contribute to building a more data-driven and performance-oriented People function

• Lead the operational foundation of our People function • Manage payroll, benefits, HR compliance, employment taxes, HR systems, immigration coordination, and global workforce operations • Oversee end-to-end payroll processing and benefits strategy • Collaborate with HRBP lead on employee relations and performance management • Drive HRIS data integrity, automation, and self-service to scale operations

Role Description Reporting to the SVP, Talent & Culture, this role will operate as a strategic partner to regional and global executives, while also playing a hands-on role in delivering core HR initiatives. You will work within a COE-led HR operating model, leveraging specialist teams (Talent Acquisition, Learning & Development, Total Rewards, Employee Relations, etc.) and shared services to drive impact. This is a high-impact individual contributor role focused on organizational transformation, leadership capability, and strategic workforce planning in a fast-evolving, tech-enabled, global environment. This is a global role requiring effective collaboration across multiple time zones, with flexibility to support stakeholders in different regions. Job Responsibilities - Strategic Business Partnering & Transformation - Partner closely with Human Resources senior leaders to execute functional strategy - Support transformation initiatives globally - Provide insight-driven guidance on organizational effectiveness, capability building, and future workforce needs - Act as a trusted advisor on people topics, balancing financial constraints with employee impact - Organizational Design & Workforce Planning - Implement organizational design initiatives, including structures, roles, spans & layers, and accountability models. Execute structural changes end-to-end - Build forward-looking workforce scenarios, aligning headcount, capabilities, and cost with business priorities and financial plans - Identify capability and alignment gaps across workforce planning, organisational design and talent strategy - Talent Acquisition & Onboarding - Partner with Talent Acquisition COE to ensure high-quality hiring outcomes for senior and critical roles - Play an active role in defining role requirements, assessing key talent, and ensuring alignment on hiring decisions - Lead onboarding and assimilation for all new hires within assigned functions - Learning & Development - Execute talent management processes, including performance management, talent reviews, and succession planning - Identify and develop critical talent pipelines, with a focus on leadership and future-ready capabilities - Partner with COEs to deploy and embed leadership development and learning initiatives, ensuring strong adoption and measurable impact - Coach and support senior leaders to enhance leadership effectiveness and team performance - Culture & Talent Engagement - Drive participation across all listening / voice-of-the-employee tools (pulse, annual survey, etc.) - Translate engagement insights into targeted action plans that improve retention, performance, and employee experience - Embed Foundever’s culture through leadership behaviors and team practices - Support leaders in navigating ambiguity and leading through change in a global environment - Total Rewards & Employee Relations - Support the execution of compensation and performance cycles, ensuring fair, data-driven, and consistent outcomes - Advise leaders on pay, performance, and retention decisions using market and internal insights - Partner with Employee Relations, Legal, and regional HR teams on employee relations matters, restructuring, and compliance - Manage compliant lifecycle events and offboarding - Data-Driven Decision Making - Leverage HR data, dashboards, and people insights to inform decision-making and influence leaders - Monitor key metrics (e.g., engagement, attrition, hiring effectiveness, talent pipeline health) and drive continuous improvement - Operating Model - Work as part of a global HRBP team - Deliver through strong collaboration with Centers of Excellence (COEs), Regional / Local HR Teams, and Shared Service Centers (SSC) - Act as an integrator, ensuring global frameworks are effectively translated into business impact Qualifications - 10 years of progressive HR experience, with at least 5 years in a strategic HRBP or HR generalist role supporting senior-level stakeholders, in a global, matrixed organization - Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field (required). Master's degree or MBA with an HR/OD focus (preferred) - Strong track record supporting corporate commercial functions - Demonstrated experience in organizational design, transformation, and workforce planning - Experience operating within a COE / shared services HR model - Exposure to fast-paced, high-growth, or transformation environments (BPO, tech, or services sectors preferred) - Excellent communication skills, with the ability to influence and partner with senior stakeholders globally - Proven ability to work and adapt effectively across multiple time zones and cultures in a global organization - The ability to translate strategy into execution - Credible and confident senior stakeholder management and influencing skills - Strong command of performance, talent review, succession, and leadership development processes - Strong analytical and data-driven decision-making capability - Ability to balance hands-on delivery with strategic partnering - High levels of commercial acumen and business insight - Resilient, adaptable, and comfortable operating in ambiguity and change - Fluency in English (written and spoken) is required; additional languages are a plus Company Description Foundever® is a global leader in the customer experience (CX) industry. With 150,000 associates across the globe, we’re the team behind the best experiences for +750 of the world’s leading and digital-first brands. Our innovative CX solutions, technology and expertise are designed to support operational needs for our clients and deliver a seamless experience to customers in the moments that matter.

• The People Operations Generalist (Director) plays a vital role in ensuring a smooth, inclusive, and people-centered employee experience at Third Plateau • Manage semi-monthly payroll, including onboarding, terminations, leave, deductions, and reporting • Ensure payroll accuracy, resolve issues, and maintain integration with finance systems and external providers • Administer employee benefits, including open enrollment, invoicing, and ongoing changes • Provide guidance and oversight to staff executing end-to-end logistics for onboarding that includes benefits enrollment, background checks, and 401(k) setup • Maintain and improve People Operations systems, ensuring accuracy and efficiency • Lead oversight of full-cycle recruitment, ensuring strong alignment with hiring managers on role definition and job postings