Role Description The Senior HR Talent Acquisition Generalist plays a pivotal role in driving both the administrative and recruitment related initiatives. This position is responsible for overseeing a full-cycle recruitment process, ensuring the attraction and hiring of top-tier talent who are aligned with the company’s goals and culture. The role will juggle the daily administrative work that is associated with posting, candidate screening, and manager interaction. Additionally, the Senior HR Talent Acquisition Generalist will: - Manage the employee referral bonus program - Manage skills-based assessment tests - Craft interview questions as needed - Conduct phone screens - Work to continuously improve recruitment processes to optimize efficiency and candidate and internal manager experience Ultimately, this role ensures that the organization maintains a competitive edge by securing high-quality talent that supports long-term business success. The required skills enable the Senior HR Talent Acquisition Generalist to effectively manage the recruitment lifecycle, from sourcing to onboarding, ensuring a seamless and positive candidate experience. Strong communication and interpersonal skills are essential for collaborating with hiring managers and engaging candidates, while knowledge of employment laws ensures compliance and risk mitigation. Qualifications - Associate's degree in Human Resources or closely related field (will trade education for direct experience: 1 year of education for 2 years of direct experience) - Minimum of 5 years of experience in HR, with two years required in full cycle recruitment - Proven experience with applicant tracking systems - ADP WFN preferred - Strong knowledge of employment laws and regulations relevant to recruitment and hiring - Excellent communication and interpersonal skills with the ability to build relationships at all organizational levels - Ability to keep track of and juggle multiple pieces of information and activity on a daily and weekly basis Requirements - Professional HR certification such as SHRM-CP, SHRM-SCP, or PHR (preferred) - Proficiency in data analytics tools to assess recruitment metrics and trends (preferred) Responsibilities - Manage end-to-end recruitment processes including job posting, sourcing, screening, interviewing, and onboarding of candidates - Collaborate with hiring managers to identify staffing needs and specialty approaches that will better support talent attraction - Utilize various sourcing channels such as job boards, social media, networking events, and employee referrals to attract candidates - Maintain and update applicant tracking systems to ensure accurate and timely candidate data management and disposition of talent - Ensure compliance with all federal, state, and local employment laws and regulations throughout the recruitment process Benefits S&K is an EEO/Veteran/Individuals with Disability Supportive Employer. For a listing of our benefits, please visit www.sktcorp.com/careers .

Senior Global Mobility Specialist London, Greater London, England, United Kingdom; Remote - United Kingdom About AlphaSense: The world’s most sophisticated companies rely on AlphaSense to remove uncertainty from decision-making. With market intelligence and search built on proven AI, AlphaSense delivers insights that matter from content you can trust. Our universe of public and private content includes equity research, company filings, event transcripts, expert calls, news, trade journals, and clients’ own research content. The acquisition of Tegus by AlphaSense in 2024 advances our shared mission to empower professionals to make smarter decisions through AI-driven market intelligence. Together, AlphaSense and Tegus will accelerate growth, innovation, and content expansion, with complementary product and content capabilities that enable users to unearth even more comprehensive insights from thousands of content sets. Our platform is trusted by over 6,000 enterprise customers, including a majority of the S&P 500. Founded in 2011, AlphaSense is headquartered in New York City with more than 2,000 employees across the globe and offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland. Come join us! About the Team: The People Shared Services team is the central operating backbone for the People organization and ensures workflows, systems, data, and controls are repeatable, scalable, and reliable. We are responsible for People Systems, Analytics, Operations, Compliance, and Global Mobility and this year we’re focused on ensuring our systems and processes scale with the size and complexity of AlphaSense. We are looking for leaders and professionals to join our team who are committed to learning and growing themselves while creatively delivering solutions that have a measurable impact on employee experience. About the Role: As the Senior Global Mobility Specialist, you will play a pivotal role in facilitating the smooth and efficient management of our global talent needs. You will build and run our global mobility program – owning individual work authorization, immigration, and relocation cases end-to-end while shaping the policies, processes, and vendor model that scale with us. You will collaborate closely with various stakeholders, including People, Legal, Finance, and external partners, to ensure compliance with immigration, tax, and employment regulations. Your attention to detail, exceptional organizational skills, and ability to navigate complex global mobility and hiring processes will be key to your success in this role. What You’ll Do: - Lead global work authorization (including immigration and visa sponsorship), right-to-work compliance, relocation, and work-from-abroad programs – ensuring end-to-end processes are in place and cross-functional teams have adequate training and resources. - Manage immigration and visa sponsorship cases in partnership with our immigration counsel Envoy. - Coordinate domestic and international relocations through our relocation vendor PerchPeek, ensuring moves are well-scoped, on budget, and on schedule. - Manage our Deel partnership and Employer of Record program including strategy, onboarding/offboarding, policies, invoicing, and compliance. - Refine and run our work-from-abroad program — eligibility, approval workflows, and country guardrails — partnering with Legal/Tax on risk, HRBPs on manager approvals, and IT/Security on data security. - Maintain immigration, tax, and employment compliance across jurisdictions for global mobility programs. - Design and continuously improve work authorization and relocation policies, including eligibility and package structures. - Shape our visa sponsorship strategy with People Business Partners and business leaders — when we sponsor, where, and for which roles. - Own vendor relationships with PerchPeek, Deel, and Envoy, and assess whether we have the right partners as our needs evolve. - Establish clear documentation and standard workflows and train participants on processes. - Partner with People Operations on Workday transactions, audits, and document retention. - Build budget forecasts with Finance, track actuals, and drive cost efficiencies. Who You Are: - You have 5+ years of experience in global mobility, immigration, or related fields. - You are deeply experienced in U.S. immigration and have experience in the other countries in which we operate: U.K., Finland, India, Singapore, Canada, and Ireland - You execute complex cases flawlessly and can zoom out to redesign the process so it runs better next time. - You are detail-oriented and organized; you manage many concurrent cases without dropping any of them. - You have experience in relocation program design - eligibility, package structures, and the operational mechanics that make them work. - You have experience with EOR models; Deel experience a plus. - You are a crisp, concise communicator who can explain complex topics and build relationships with employees, managers, and external partners across locations and time zones. - You have the ability to thrive in ambiguity in an unstructured environment. - You have strong ethics, demonstrated discretion, and sound judgment while working with sensitive and confidential information. AlphaSense is an equal-opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals. All employees share in the responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity. AlphaSense does not discriminate against any employee or applicant on the basis of race, color, sex (including pregnancy), national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor. This policy applies to every aspect of employment at AlphaSense, including recruitment, hiring, training, advancement, and termination. In addition, it is the policy of AlphaSense to provide reasonable accommodation to qualified employees who have protected disabilities to the extent required by applicable laws, regulations, and ordinances where a particular employee works. Recruiting Scams and Fraud We at AlphaSense have been made aware of fraudulent job postings and individuals impersonating AlphaSense recruiters. These scams may involve fake job offers, requests for sensitive personal information, or demands for payment. Please note: - AlphaSense never asks candidates to pay for job applications, equipment, or training. - All official communications will come from an @alpha-sense.com email address. - If you’re unsure about a job posting or recruiter, verify it on our Careers page. If you believe you’ve been targeted by a scam or have any doubts regarding the authenticity of any job listing purportedly from or on behalf of AlphaSense please contact us. Your security and trust matter to us.

• Manage a team of Recruiting Tech & Data Analysts; set high expectations and develop people with consistency and care • Build a team culture grounded in technical rigor, reliability, and service — where stakeholders trust the data and the systems • Define and own the roadmap for Airbnb's recruiting technology ecosystem — ATS, CRM, sourcing, scheduling, and adjacent tools • Lead build vs. buy vs. integrate evaluations grounded in recruiter needs, technical feasibility, and long-term scalability • Drive complex system implementations, migrations, and integrations in partnership with HR Tech and Engineering • Design and own the data architecture for recruiting — how data flows between systems, where sources of truth live, and how quality is maintained at scale • Build reporting infrastructure that goes beyond status tracking: trend analysis, predictive models, and insights that shape how recruiting leadership sets direction

• Manage the full recruitment lifecycle from role briefing through to offer management and onboarding handover. • Use a range of sourcing methods, including job boards, social media, referrals, networking and direct sourcing, to identify qualified candidates. • Develop and execute effective candidate attraction strategies, utilising Insights and working closely with Talent Attraction teams where appropriate. • Engage candidates with a compelling and tailored career opportunity based on their motivations and experience. • Screen candidates against role requirements, technical capability, behavioural fit and business needs. • Ensure every stage of the recruitment process is inclusive and delivers a positive candidate experience. • Support offer discussions and candidate communications throughout the hiring process. • Act as a brand ambassador by promoting GE Vernova’s talent brand and sharing relevant content across appropriate channels. • Build strong relationships with hiring managers and key stakeholders to understand priorities, challenges and talent needs. • Lead recruitment activity for roles of varying complexity, ensuring a seamless and efficient hiring process. • Advise and influence hiring managers using market insight, talent availability data and recruitment best practice. • Communicate proactively and consistently to maintain alignment, remove barriers and drive progress. • Manage candidate and requisition activity accurately and promptly within the ATS to ensure strong data integrity and reliable reporting. • Keep up to date with recruitment market trends, sourcing tools, technologies and best practices. • Share relevant insights with the wider TA team to support continuous improvement and innovation. • Apply Lean principles to identify opportunities to improve recruitment processes, reduce inefficiency and enhance the overall talent acquisition service.