• Build and own the HR function for a fast-growing organization • Support international operations and ensure compliance • Create unified documentation for HR processes • Partner with leaders to support team growth and structure

Role Description We are seeking a highly organized and proactive Internal HR Specialist to own and drive our hiring pipeline. This role is critical to ensuring we attract top talent, move candidates quickly through the process, and maintain a professional, high-quality candidate experience. This is a part-time role (5 hours/day, Monday–Friday) with a clear path to full-time employment and increased compensation as the company scales. Key Responsibilities - Candidate Sourcing: - Proactively identify, engage, and attract qualified candidates through our recruitment partners, referrals, and targeted outreach. - Build and maintain a strong talent pipeline for current and upcoming hiring needs. - Application Management: - Review inbound applications daily. - Screen resumes efficiently and advance top candidates without delay. - Interview Coordination: - Conduct initial “gatekeeper” interviews to assess role fit, professionalism, and alignment with company standards. - Aggressively move candidates through the pipeline and schedule HC2 interviews quickly to meet hiring deadlines. - Candidate Communication: - Manage all candidate communications from first contact through disqualification or department handoff. - Ensure responses are timely, professional, and respectful to protect and enhance company reputation. - Hiring Pipeline Ownership: - Maintain an organized, up-to-date candidate pipeline. - Ensure consistent follow-ups, accurate tracking, and strong follow-through at every stage. - Deadline Accountability: - Partner closely with department heads to understand hiring priorities. - Meet or beat hiring deadlines through proactive planning and execution. - Onboarding Support: - Coordinate offer letters, account setup, and first-week orientation. - Ensure new hires have a smooth, professional onboarding experience. - Process Improvement: - Continuously evaluate and improve recruiting and HR workflows. - Optimize for speed, accuracy, and a positive candidate experience. Qualifications - Previous experience in conducting interviews or face-to-face (zoom) sales calls. - Strong communication skills (written and verbal). - Highly organized with excellent follow-up habits. - Proficient in using CRMs, organizational tools, and Google Sheets. - Comfortable meeting deadlines. - Proactive, detail-oriented, and execution-focused. - Ability to work independently and take ownership of outcomes. Requirements - Base Pay: $2,000 USD per month. - Hours: Part-time, 5 hours/day, Monday–Friday. - Location: Remote.

• Serve as the U.S. Leadership Team’s advisor on HR operations, compliance, employee relations, talent acquisition, employee lifecycle processes, and people-risk trends. • Provide data-driven insights (HR metrics, payroll trends, engagement, and attrition) to inform workforce planning and business decisions. • Identify emerging people and operational risks (retention, compliance gaps, payroll errors, benefit gaps) and implement mitigation strategies. • Partner with the Managing Director to shape US business strategy, ensuring that people implications are considered in all major business decisions (e.g., expansion, restructuring, M&A). • Lead change management efforts for regional initiatives, ensuring smooth adoption of new processes, systems, or organizational structures. • Partner closely with the Head of Professional Development & Enablement to connect consultant staffing, capability, performance, and career-development insights with HR operations, recruiting, compliance, employee relations, and people-risk actions. • Provide HR governance, documentation, compliance, and employee-risk support for performance review cycles, promotion processes, and talent review discussions led by the Head of Professional Development & Enablement. • Translate consultant capability and staffing insights into recruiting execution plans, onboarding needs, retention actions, HR process improvements, and employee lifecycle support. • Share employee relations, attrition, onboarding, offboarding, engagement, and manager-effectiveness themes that may signal broader consultant experience or capability-development needs. • Maintain clear decision rights between HR operations and professional development to avoid duplication across manager enablement, performance management, career growth, and workforce planning. • Own day-to-day employee administration, ensuring accuracy, timeliness, and compliance with US tax and labor regulations (federal, state, local). • Own the end-to-end employee lifecycle for the region, including onboarding, transfers, leave of absence, offboarding, a warm and structured onboarding, and a thoughtful and compliant offboarding experience. • Support HRIS data integrity, reporting, and system maintenance. Identify opportunities for processing automation and efficiency gains. • Ensure employee records, personnel files, and HR documentation are updated in line with legal and audit requirements. • Support compensation and benefits activities, including salary reviews and bonus cycles, making sure they’re processed accurately and in line with guidelines. • Identify and implement process improvements and automation opportunities to increase efficiency and scalability. • Partner with payroll and benefit vendors and Finance to execute payroll, validate outputs, and resolve discrepancies. • Act as the primary escalation point for all payroll-related inquiries and issues. • Oversee and administer employee benefits programs, including health, insurance, retirement, and wellness offerings including managing the vendor relationships and performance, conducting audits to resolve discrepancies and ensuring a high-quality service delivery. • Lead annual benefits cycles, including open enrollment and benefits optimization aligned to employee needs and company strategy. • Ensure the accurate execution of the salary review processes, bonus cycles, and total rewards program. • Provide expert guidance to employees and managers on compensation, payroll, and benefits queries. • Own full-cycle recruitment execution for the US region, including role intake, job postings, sourcing, screening, interviewing, offer negotiation, and pre-employment checks. • Partner with hiring managers to define role requirements and develop effective recruitment strategies. • Support employer branding efforts and candidate experience initiatives in partnership with Marketing, hiring managers, and regional leadership. • Track and report on recruitment metrics including time-to-fill, source effectiveness, candidate pipeline quality, offer acceptance, process bottlenecks, and hiring manager responsiveness. • Monitor and ensure compliance with US employment laws (e.g., FLSA, FMLA, ADA, Title VII, state-specific regulations, wage and hour requirements, leave obligations, and remote-work considerations). • Serve as the primary expert for complex employment matters, including terminations, misconduct, performance escalations, leave/accommodation issues, and contract or policy disputes. Support on cases from intake through resolution by preparing documentation, advising leaders, coordinating with external counsel when needed, and mitigating legal and employee-relations risk. • Maintain compliance with I-9/E-Verify, visa sponsorship, and remote work regulations. • Own and coordinate internal audits, regulatory reporting, and recordkeeping (including EEO-1, AAP where applicable, and other compliance filings). • Serve as a primary point of contact for employee inquiries, providing clear, empathetic guidance on HR policies, benefits, and procedures. • Provide thoughtful, practical guidance to People Leaders on operational, compliance, and employee relations topics – always with an eye on what’s fair, legal, and aligned with our values. • Introduce and maintain manager enablement tools, including documentation guides, employee relations templates, difficult-conversation guides, leave and accommodation resources, onboarding/offboarding checklists, and policy FAQs. • Partner with the Head of Professional Development & Enablement on any tools related to consultant coaching, career development, promotion readiness, or capability building. • Support the Head of Professional Development & Enablement with performance management, especially in sensitive cases.

• Shaping the future of leadership and organizational development within a global team • Taking responsibility for project-based tasks with a high degree of independence • Involvement in global projects, e.g., product launches, marketing, and business modeling • Contributing to the development and management of products and materials for trainings and workshops • Analyzing and supporting the implementation of relevant projects, including marketing and communications