Role Description We are currently hiring a HR Generalist (Remote) to join our exciting People Team and help Progressive Leasing grow! This role is a work from home position and can be performed remotely in CST or MST timezones. Your Day-to-Day: - Reviews, tracks, and documents compliance with mandatory and non-mandatory training, including anti-harassment training and other compliance-related trainings. - Performs routine tasks required to support human resource programs including but not limited to compensation, benefits, leave, disciplinary matters, disputes, investigations, performance, and talent management. - Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. - Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. - Provides support to HR leaders and Business Partners by developing and updating HR processes and procedures. - Participates in employee engagement initiatives to help support the department in achieving yearly key results and objectives. - Uses professional judgment in overseeing day-to-day employee relations matters, including corrective actions, performance issues, exit interviews, etc. - Supports Business Partners and other department management with complex employee relations issues. - Participates in and assists with the facilitation of HR Meetings and trainings. - Assists with project work related to corporate HR initiatives. Qualifications - Must have a minimum of 3 - 5 years’ experience as an HR Generalist/Specialist with increasing responsibility. - Prior experience in a large contact center highly preferred. - Strong knowledge of HR practices and regulatory compliance; EEOC, ADA, FMLA, Workers Comp, Unemployment, and employee relations. - Must be able to handle high pressure and multiple priorities with professionalism and poise. - Possess highly effective oral and written communication skills as well as excellent interpersonal skills. - Bachelor’s degree in Human Resources preferred. - PHR/SPHR or equivalent SHRM-CP/SHRM-SCP designation preferred. - AI-enabled tools are already part of how work gets done across our organization, and that’s only going to expand over time. We value people who are curious, adaptable, and open to learning as roles and workflows evolve. Benefits - Competitive Compensation - Full Health Benefits; Medical/Dental/Vision/Life Insurance + Paid Parental Leave - Company Matched 401k - Paid Time Off + Paid Holidays + Paid Volunteer Hours - Employee Resource Groups (Black Inclusion Group, Women in Leadership, PRIDE, Adelante) - Employee Stock Purchase Program - Tuition Reimbursement - Charitable Gift Matching - Job required equipment and services

Role Description The University Relations and Recruiting Engagement Lead will serve as the primary owner for a portfolio of ~20 strategic university partnerships within their assigned region (Americas, EMEA, or APAC). In this role, you will be the face of GE Vernova at your partner institutions, driving long-term talent pipelines, fostering executive engagement, and managing the operational lifecycle of campus recruiting. You will work cross-functionally to align university strategies with GE Vernova’s global business needs. Key Responsibilities: - Strategic Partnership Management: Act as the dedicated account manager for a portfolio of ~20 universities, fostering deep relationships with career services, faculty, and student organizations. - Recruitment Strategy & Execution: Design and implement comprehensive recruitment plans tailored to each institution. This includes coordinating on-campus events, career fairs, and targeted engagement campaigns to build a robust candidate pipeline. - Cross-Functional Leadership: Partner with university recruiters to track hiring metrics, ensure high-quality candidate flow, and meet regional hiring targets. - Campus Team Development: Build and lead a "GE Vernova Campus Team" for each university. This involves recruiting, training, and managing internal employees of various levels—including senior executives serving as University Champions—to drive brand advocacy and recruitment success. - Budget & Operational Oversight: Own the regional university budget, including forecasting, tracking spend, and ensuring a strong ROI on partnership investments. - Branding: Own all branding needs (booths, swag, toolkits) to ensure successful recruiting experiences in the region. - Travel: Serve as a regional ambassador. This role requires significant travel (up to 75% during peak recruiting seasons in region) to attend campus events and meet with university stakeholders. Qualifications - Minimum 5–7 years of professional experience in University Relations or Campus Recruiting. - Proven experience managing universities as strategic, long-term partners rather than purely transactional recruiting sources. - Demonstrated ability to manage complex budgets and track metrics for a high-volume portfolio of institutions. - Strong experience in mobilizing and managing internal teams, including working with and preparing executive-level stakeholders for campus engagements. - Exceptional communication and interpersonal skills, with the ability to navigate diverse institutional cultures. - Ability and willingness to travel up to 75% of the time during peak recruiting seasons. Application Deadline June 16, 2026

Role Description We are looking for an experienced People Lead to join us on a 6-month fixed-term contract (with potential for extension) for maternity leave cover. This is a standalone HR position, meaning you will have full ownership of our People function. You won’t just be maintaining the current operations — you will be leading our remote culture, managing our global operations and compliance, and act as a trusted partner to our Founders. We need someone who deeply understands the founder mentality, can navigate wearing multiple hats with ease, and excels at operating cross-functionally in a lean, rapid startup environment. Responsibilities - Standalone Function Management: Run the day-to-day People operations fully autonomously, serving as the sole point of contact for our global workforce. - End-to-End Employee Lifecycle: Partner closely with managers to run the full employee lifecycle — including recruitment, onboarding, offboarding, performance management, development, employee relations, organisational design, reward/remuneration, and policy writing and implementation. - Global Payroll & EOR Management: Manage our global workforce operations utilising Deel, ensuring seamless onboarding, offboarding, regulatory compliance, and monthly contractor/EOR management. - People Operations & Systems: Maintain and elevate our internal tech stack. Design and implement efficient remote workflows utilising platforms such as Notion, Miro, and Slack, establishing automated integrations to minimise manual overhead. - Data Analysis: Analyse HR data and metrics to identify trends, opportunities, and risks — translating these insights into clear actionable recommendations. - Process Maintenance & Innovation: Ensure the continuity of existing foundational People processes while proactively introducing scalable, sophisticated methodologies to enhance corporate culture, operational efficiency, and employee engagement. - Founder Partnership: Partner closely with the founders to align People initiatives with broader commercial objectives, serving as a strategic sounding board within a high-growth startup environment. - Employee Relations & Engagement: Support our global team across multiple timezones, managing employee lifecycle events, and navigating multiple communication styles effectively. Qualifications - Startup Experience: A proven track record within early-stage or scaling startups. Candidates must demonstrate resourcefulness, resilience, and the ability to establish order in an ambiguous, fast-paced environment. - Standalone Capability: Must be comfortable working as a team of one. - Remote Management: Experience working remotely and managing People operations for a global workforce. - Deel & EOR Experience: Must have practical, hands-on experience managing global teams and compliance. Experience and knowledge of working with Deel is required. - Systems & Operations: Proficiency in HR tech. Experience building or restructuring workspaces in Notion, mapping workflows and talent mapping in Miro, and deploying Slack integrations/automations is highly valued. - Stakeholder Management: Exceptional emotional intelligence and communication skills, with a demonstrated ability to collaborate effectively with founders. Requirements - Must be available to start in July/August 2026 — please ensure alignment with this timeline ahead of applying.

• Partner with leaders to understand business goals and translate them into thoughtful people strategies. • Coach managers on performance, employee relations, feedback, development, engagement, and organizational change. • Support key people moments: hiring planning, onboarding, promotions, investigations, exits, and change management. • Strong understanding of compensation philosophy, pay equity principles, and market benchmarking practices, partnering with managers on informed, consistent, and equitable pay decisions. • Use people data and qualitative insights to identify trends and risks, and translate findings into clear, actionable recommendations. • Leverage AI tools and emerging HR technology to improve workflows and scale people operations. • Partner internally to build and iterate on AI solutions and tools. • Drive scalable people programs aligned with core values and business needs. • Partner on talent planning, workforce planning, succession, and org design. • Guide performance management processes and support leaders in making sound talent decisions. • Serve as a thought partner on employee relations matters with empathy, judgment, and consistency. • Collaborate with Talent Acquisition, Finance, and Legal on program execution and compliance. • Build manager capability through clarity, tools, and reinforcement of strong people leadership practices.