Role Description As our NielsenIQ HR Organization continues to evolve to meet the changing demands of the business and the workforce, we will be challenged to find new ways to deliver value to the organization with a focus on efficiency and simplicity. To enable this transformation, we will set up a new Employee Experience team to focus on delivering with excellence against our most fundamental HR needs. Employee Experience team members will work with the Regional/Cluster/Country Employee Experience leader, ensuring we deliver excellence in HR operations and administrative work and improve the overall employee experience. - Ensure continuity of business as usual (BAU) HR operations and administrative work for your assigned cluster/country. - Ensure our employees’ most fundamental needs are met by effectively answering employee queries, maintaining accurate employee data and connecting associates with the right tools. - Ensure best in class service when it comes to HR administrative processes. - Identify and document local and cluster level administrative work pertaining to standard letters, documents, and agreements. - Identify and document any additional administrative and operational work currently owned by local, regional, and global HRBPs and COEs which could move into the Employee Experience team. - Review our policies, processes, and ways of working holistically for opportunities to streamline – eliminate waste and redundancy. - Propose improvements to internal processes with an eye towards automation, enabling more consistency across the HR and the NielsenIQ business (both locally and globally). - Research and bring latest practices in the cluster/country to the team. - Stay connected with the other Employee Experience team members, ensuring that we take a consistent approach wherever possible and avoid duplication of effort or regionally varied processes. - Implement systems/automation-based solutions for the organization. - Support the transition of repeatable and scalable HR activities into Tier 1 teams, enabling local teams to focus on specialized, high-impact work while ensuring seamless escalation and handoff for complex issues. - Contribute to the continuous improvement of standardized work by identifying opportunities to streamline, automate, and document processes, reducing variation and duplication of effort. - Collaborate with global and local Employee Experience colleagues to embed best practices, maintain strong governance, and uphold service level agreements for all standardized support activities. - Deliver HR services using standardized processes, templates, and tools to ensure consistency, reliability, and a best-in-class employee experience across all regions and teams. - Champion the adoption of standardized work practices, ensuring that all support activities are aligned with organizational policies and continuously improved for efficiency and effectiveness. - Demonstrate the ability to understand, interpret, and apply local legal frameworks and administrative regulations effectively within day-to-day operations. - Ensure proficient and up-to-date usage of core HR systems (Workday, Workday Help, MEET, etc.), continuously learning and adapting system enhancements to maximize efficiency, data accuracy, and employee experience. - Act as a knowledgeable point of contact for system-related processes, supporting both employees and HR stakeholders in navigating tools effectively. Qualifications - Minimum 4+ Years of Experience in HR. - Understanding of common level HR administrative and operational work. - Excellent verbal and written communication skills. - Excellent organizational skills and attention to detail. - Strong analytical and problem-solving skills. - Able to build strong partnerships and work closely with people across all levels of the company. - Ability to prioritize tasks. - Good knowledge of written and spoken English. - Sound knowledge of core HR processes & procedures will be advantageous. - Advanced knowledge of Workday and the ability to troubleshoot and resolve complex system issues. - Strong analytical and problem-solving skills, with a focus on root cause analysis and continuous improvement in troubleshooting practices. - Experience with case management tools and escalation processes, ensuring timely and accurate resolution of employee queries. - Ability to collaborate effectively with Tier 1 support, IT, and external vendors to resolve escalated issues and implement long-term solutions. - Excellent communication skills for engaging with stakeholders at all levels and providing clear updates on issue resolution. - Proficiency in documenting processes, sharing knowledge, and supporting the continuous improvement of standardized work. - A customer service mindset, ensuring employees receive high-quality, empathetic support throughout the resolution process. - An ability to work effectively in a remote environment, maintaining strong communication and collaboration with the manager and team. - Shows a high level of accountability, self-management, and discipline to meet deadlines, deliver quality work, and stay aligned with team goals and expectations. Benefits - Flexible working environment. - Volunteer time off. - LinkedIn Learning. - Employee-Assistance-Program (EAP).

• The HR Business Partner II supports the Mobile Tech – Southeast Region team by delivering People Solutions services and advising managers on day-to-day HR programs, policies, and processes • Provide tactical HR support across key People Solutions areas, including compensation and benefits, employee engagement and communications, training and development, and employee lifecycle programs • Serve as a point of contact for managers and employees, providing timely and practical solutions • Advise managers and employees on the application of People Solutions policies and regulatory requirements • Partner with HRBPs and Employee relations on employee concerns and issue resolution • Support fair and consistent application of workplace practices • Support implementation of People Solutions programs and process changes (e.g. talent, performance, compensation cycles) • Assist managers with execution of change initiatives • Support HRBPs in executing talent and workforce initiatives including talent and succession planning, employee development, and workforce planning activities • Help promote a culture of development and employee engagement across teams • Conduct exit interviews • Gather, analyze, and interpret HR data (engagement, exit feedback, workforce metrics, talent) to identify trends and insights • Build reports and presentations to support HRBPs and leaders in decision making • Support process improvement efforts to enhance HR service delivery and organizational effectiveness • Collaborate across People Solutions (HRBPs, COEs, etc.) to align on priorities and execution • Contribute to broader HR initiatives and projects as needed

• support the Mobile Tech – West Region team by delivering People Solutions services and advising managers on day-to-day HR programs, policies, and processes • provide tactical HR support across key People Solutions areas, including compensation and benefits, employee engagement and communications, training and development, and employee lifecycle programs • serve as a point of contact for managers and employees, providing timely and practical solutions • advise managers and employees on the application of People Solutions policies and regulatory requirements • support implementation of People Solutions programs and process changes (e.g. talent, performance, compensation cycles) • coordinate program logistics, communications, and reporting • assist managers with execution of change initiatives • support HRBPs in executing talent and workforce initiatives including talent and succession planning, employee development, and workforce planning activities • gather, analyze, and interpret HR data (engagement, exit feedback, workforce metrics, talent) to identify trends and insights • build reports and presentations to support HRBPs and leaders in decision making • contribute to broader HR initiatives and projects as needed

• Serve as a strategic HR partner to business leaders within Commercial, Corporate Strategy & Ops, and Finance, building trust and shaping people strategies that enable business performance, growth, and organizational health. • Act as an organization architect, not only an advisor, by leading and partnering on role clarity, team design, spans and layers, decision-rights clarity, and operating model evolution to improve agility and execution. • Lead strategic and operational workforce planning and capability planning, translating business strategy and transformation priorities into implications for future skills, critical roles, talent risks, and redeployment or reskilling needs. • Guide leaders through AI-related workforce change, including redesigning roles, workflows, and team structures to support effective human and AI collaboration. • Apply sound judgment to AI-enabled people decisions by helping leaders assess risks, bias, governance considerations, manager impact, and employee experience implications. • Use people data, workforce insights, and business context to influence leadership decisions and recommend practical actions that improve organizational and talent outcomes. • Lead and partner on change navigation efforts tied to growth, restructuring, new operating models, technology adoption, and process improvement. • Coach leaders and managers on leadership effectiveness, team performance, talent decisions, organizational dynamics, and readiness for change. • Use AI tools and automation thoughtfully to streamline HRBP workflows (for example, drafting communications, analyzing people data, preparing leadership materials, and scenario modeling) so more capacity is available for high-judgment, strategic work. • Partner with leaders to assess talent, strengthen succession pipelines, and accelerate development for critical capabilities and leadership roles. • Collaborate with People & Culture centers of excellence to deliver integrated solutions across talent acquisition, total rewards, performance management, learning, and employee relations, ensuring workforce implications are translated into coordinated action. • In partnership with Employee Relations, provide guidance on complex people issues, balancing risk management, employee experience, compliance, and organizational effectiveness. • Help establish a disciplined approach to measuring the impact of P&C strategies, including progress on organizational effectiveness, talent health, capability readiness, and adoption of new ways of working.