• Gestionar y responder solicitudes de empleados a través del portal Freshdesk (ajustes de horarios, solicitudes de PTO, cambios de nombre, consultas de RR. HH.) • Actualizar y mantener registros de empleados en ADP Workforce Now (HRIS) • Procesar tareas de onboarding asegurando su finalización antes de la fecha de inicio o dentro de las 72 horas • Apoyar procesos de offboarding, incluyendo documentación y gestión de desempleo • Verificar datos relacionados con nómina (salarios, ajustes de timecards) • Brindar soporte a empleados en consultas de RR. HH. mediante comunicación escrita • Dar seguimiento a información faltante (ej. razones de renuncia, solicitudes incompletas) • Monitorear y notificar vencimientos de licencias, certificaciones o entrenamientos obligatorios (OSHA, HIPAA, etc.) • Generar reportes desde ADP según requerimientos del liderazgo • Garantizar el cumplimiento de normativas laborales de EE. UU. y la confidencialidad de datos

• Maintain accurate employee data and perform regular updates to employee records from hire to retire. • Support the new hire onboarding process, including following up with employee, completing employment verifications, and other administrative tasks. • Respond to and resolve routine employee inquiries and requests in a timely manner, escalating complex issues as needed. • Create and maintain personnel files, ensuring all documentation is filed correctly and kept confidential. • Maybe required to generate basic HR reports as needed to support general HR queries. • Assist with data audits to ensure accuracy and consistency across all HR systems. • Collaborate with the HR team to help with various HR initiatives and projects. • Utilize a case management tool to track and prioritize requests. • Provide administrative support for various HR functions (for example but not limited to, benefits, compensation, talent acquisition)

Dandy is transforming the massive and antiquated dental industry—an industry worth over $400B. Backed by some of the world’s leading venture capital firms, we’re on an ambitious mission to simplify and modernize every function of the dental practice through technology. As we expand our reach globally, Dandy is building the operating system for dental offices around the world—empowering clinicians and their teams with technology, innovation, and world-class support to achieve more for their practices, their people, and their patients. About the Role: Dandy is hiring a Compensation Lead for our recently formed Total Rewards function. This is a critical role within the People team, responsible for helping to deliver competitive, equitable, and scalable compensation programs. In the immediate term, you'll lead market pricing and benchmarking efforts, assist with our international expansion efforts, actively build and maintain compensation reporting/analytics, ensure business continuity and partner closely with HRBPs, People Operations and Talent Acquisition as a frontline resource to address various compensation related questions. The goal is for this role to own our core compensation programs (including the annual compensation cycle). You'll also play a key role in developing compensation educational content and serve as an important thought partner to our Head of Total Rewards on the topic of compensation. As Dandy continues to expand globally, this role will be instrumental in supporting the design and launch of compensation programs in new international markets, ensuring alignment with local market dynamics while maintaining consistency and compliance. This is an ideal opportunity for someone who thrives on ownership, building from 0 - 1, and who looks forward to broadening their experience across the compensation domain in a high-growth environment. What You'll Do: - Lead market pricing and benchmarking efforts, including survey completion, job code creation, job evaluations and leveling processes (e.g. matching job levels to Radford/Pave). - Support compensation-related efforts regarding international expansion plans. - Serve as the owner for core compensation programs, (e.g. annual compensation cycle). - Play a key role informing core compensation related work streams such as job architecture, compensation reporting and compensation data integrations. - Own updating compensation content across various internal platforms. - Own recurring compensation reporting & systems. - Partner closely with HRBPs, Talent Acquisition and People Operations to help address compensation-related questions and concerns. - Assist with compliance related requirements as needed. - Continuously assess and help improve compensation programs to align with market trends, business needs, local context and the overarching Total Rewards strategy. - Play a key role in developing compensation educational material & enablement content. - Serve as a key thought partner to the Head of Total Rewards What we're looking for: - 4+ years of experience in the compensation domain, with direct experience building compensation reporting/analytics, market pricing/benchmarking and supporting and/or leading compensation cycles. - Strong experience using analytics & data visualization software (e.g. Google Sheets, Looker, Hex, Tableau, PowerBI) - Working knowledge of LLM tools (e.g. Gemini, Claude, ChatGPT, Perplexity, etc) - Familiarity with broad-based compensation programs (base pay, bonus, equity, incentive plans, etc). - Demonstrated experienced scaling compensation-related solutions. - Builder; comfortable building minimum viable products that go from 0 to 1. - Passionate about building and scaling programs in a fast-growing environment. - Cross functional experience across legal, finance, HRBPs, talent acquisition, people operations, business leadership, etc. - A detail-oriented, curious mindset with a high bar for execution and accountability. Bonus points for: - Experience using Pave, Carta and/or UKG. - Having owned a core compensation program end to end (e.g. annual comp cycle). - Experience supporting high-growth or scaling organizations. - Familiarity working with external vendors in the compensation space. - Experience engaging with and influencing executive audiences. - Experience utilizing JIRA to address employee questions. - International compensation knowledge Req ID: J-1165 For full-time positions, Dandy offers a wide range of best-in-class, comprehensive, and inclusive benefits tailored to each country where we operate. Our local benefits packages typically include healthcare, dental, mental health support, parental planning resources, retirement savings options, and generous paid time off—ensuring our team members are supported no matter where they live and work. Dandy is proud to be an equal-opportunity employer. We are committed to building a diverse and inclusive culture that celebrates authenticity to win as one. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, disability, protected veteran status, citizenship or immigration status, or any other legally protected characteristics. Dandy also fully complies with the Americans with Disabilities Act (ADA). We are dedicated to embracing challenges and creating an accessible, inclusive workplace for all individuals. If you require any accommodations for your interview or have any questions beforehand, rest assured that we will do everything we can to meet your needs. Visit Dandy Careers for more! Data Privacy Notice: By submitting your application, you consent to Dandy collecting, storing, and processing your personal information for recruitment purposes in accordance with our Privacy Policy and GDPR regulations. You have the right to access, rectify, or request the deletion of your data at any time by contacting Privacy Requests.

• Manage the administration of Pyrotek benefit and leave programs • Coordinate the administration of employee benefit programs • Analyze existing benefit and leave policies and practices • Prepare and distribute effective written and verbal information • Manage leave entitlement program • Ensure compliance of benefit and leave programs with legal requirements • Analyze self-insured medical plan costs • Consult with and advise employees on eligibility and related matters