• Empower leaders, support employees, and execute HR initiatives • Act as an advisor to People Leaders and employees on local HR topics • Provide coaching and support on employee relations and compliance • Manage employee relations issues and grievance matters • Ensure compliance with local regulations/laws/policies • Execute and support HR initiatives across the talent lifecycle

• Lead the global people experience strategy across HR service channels, digital platforms and employee touchpoints to improve usability, adoption and satisfaction. • Establish and oversee a robust measurement framework for service effectiveness, self-service adoption, employee satisfaction and failed customer interactions (FCI). • Partner with HR Centres of Excellence, HR Technology and global product teams to design and optimise employee experiences across the full employee lifecycle. • Identify key moments that matter and collaborate with HR leaders and COEs to design and implement consumer-grade digital experiences that provide employee support at the point of need. • Implement "listening strategies" such as surveys and focus groups to gather feedback and monitor the external environment for innovations; translate insights into actionable plans to improve employee experience and satisfaction outcomes. • Drive awareness and adoption of channel & service delivery across all HR. • Manage team of service delivery specialists to build global, standard work to measure effectiveness of each service tier, identify opportunities for case deflection and provide product teams recommendations to improve FCI (Failed Customer Interactions). • Enhance transparency and reporting across all employee HR interactions by partnering with key vendors to integrate case data into Workday system of record. • Define standards and governance for digital HR experiences, including usability testing, enhancement roadmaps and continuous optimisation. • Own channel adoption and effectiveness, including deskless and mobile self-service; partner closely with change management to develop and deploy stakeholder engagement strategies, communication, and training to increase self-service adoption. • Oversee HR knowledge management (policy/content) including inventory, content/policy ownership and simplification activities.

• Act as a primary HR partner for assigned business units, advising leaders on people strategy, performance, and organizational design. • Coach managers on effective people practices including feedback, development conversations, performance management, and career conversations. • Partner with leadership to translate company priorities into team-level people plans and measurable outcomes. • Design, deliver, and iterate programs that drive employee engagement, inclusion, and wellbeing. • Support onboarding, development, and offboarding to ensure consistent, high-quality experiences across the employee lifecycle. • Collaborate with People Ops and cross-functional teams to gather feedback, analyze engagement data, and recommend improvements. • Manage HR processes for your portfolio including role changes, leaves, accommodations, and compensation inputs, ensuring accuracy and timeliness in HR systems. • Maintain up-to-date employee records, documentation, and process guides following company policies and applicable regulations. • Support audits, reporting, and ad-hoc people metrics to inform leadership decisions. • Partner with Talent and People teams to drive performance review cycles, calibration, and development programs. • Identify talent risks and gaps, support succession planning, and help coordinate internal mobility and development opportunities. • Support recruitment partners to ensure a smooth candidate experience and timely role fills for your business areas. • Champion inclusive practices and collaborate on initiatives that foster belonging across remote and distributed teams. • Collect and synthesize feedback from employees and leaders to propose and implement process improvements. • Contribute to People team projects, cross-functional working groups, and change management efforts.

Title: Office & Culture Coordinator Location: Austin, Texas, United States Job Description: The Office & Culture Coordinator is the connective tissue between our people, our spaces, and the moments that make joining this company feel like a great decision. Based in our downtown Austin office, this person is equal parts HR coordinator, office champion, and new hire advocate — someone who believes that a great employee experience doesn’t just start on Day 1, it starts the moment someone says yes. This role exists to accelerate how quickly new hires feel connected – to their team, to the mission, and to each other. That means removing friction before Day 1, showing up as a warm and organized guide through the onboarding process, and making sure the Austin office is a place people actually want to come to. When this role is done well, new hires hit the ground running and employees feel like someone's got the office handled. In the near term, this role carries two significant priorities: supporting the People & Culture team with new hire onboarding and HRIS data coordination, and serving as the Austin office point of contact through an upcoming office move running from late June through September 2026. Over time, as those initiatives wind down, the role will shift toward a steady rhythm of office operations, new hire coordination, and employee culture programming. This is a great entry point for someone who is curious about an HR career path. We actively want this person to grow, whether that’s toward HR Operations, Employee Experience, Talent Development, or HRBP, and we’ll actively invest in that path as opportunities emerge. Key responsibilities New Hire Experience and HR Coordination - Serve as a friendly, organized point of contact for candidates preparing to become new hires, sending pre-start communications, collecting information needed for system setup (including parking access, building credentials, other new hire benefits), and answering questions ahead of Day 1 - Enter new hire information into the HRIS system accurately and on time within the first three days of each hire’s start - Verify I-9 documentation in compliance with federal requirements; maintain accurate records and flag any issues - Serve as the first point of contact for new hire benefits questions, directing employees to the appropriate resources and escalating to the HR Ops team as needed - Process approved HRIS updates for manager changes, title changes, and compensation adjustments once documented and approved through the HRBP team - Collaborate closely with the Austin-based IT hire to coordinate system access, equipment setup, and technical onboarding logistics for new hires Workplace Experience and Culture - Serve as the primary Austin office point of contact for employees, the go-to resource for questions about the space, amenities, day-to-day logistics, and office norms - Support the Austin office move (late June – September 2026): help employees navigate the new space by answering questions about seating, building access, phone booths, hot desking, gym access, restrooms, and general orientation to the new environment - Provide remote coordination support for a parallel office move in San Francisco, and San Diego, ensuring employees in those locations have the information and resources they need during their own transitions - Coordinate weekly office lunches: vendor coordination, headcount tracking, dietary accommodations, and logistics - Bring the Austin office to life through seasonal and cultural programming, holiday decorations, team celebrations, recognition moments, and other touchpoints that make the space feel welcoming and connected - As part of the Employee Experience team, align on broader culture initiatives, contributing ideas and handling logistics for company-wide or multi-office programs - Build a working relationship with the counterpart coordinator in the Bay Area (and eventually San Diego) to share best practices and ensure consistency in the employee office experience across locations Qualifications Required - 1–3 years of experience in an administrative, coordinator, HR, office management, or related role – or equivalent experience in hospitality, event coordination/planning, education administration, retail management, or similar fields; we also welcome candidates returning to the workforce after a career break - Highly organized and detail-oriented; reliable with time-sensitive tasks and comfortable managing multiple things at once without dropping the ball - Warm, professional communicator — written and verbal; equally comfortable helping a nervous new hire and coordinating with a vendor - Comfortable with data entry and basic HRIS or payroll system navigation; accuracy is non-negotiable in this work - Proactive and self-directed — able to identify what needs to happen next without being told - Discretion with sensitive information, including compensation, personal employee data, and HR matters - Comfortable being in the office more frequently than a typical hybrid role requires, particularly during the office move period and high-volume onboarding weeks Preferred - Prior experience in a technology company or startup environment - Familiarity with HRIS or payroll platforms (iSolved, Rippling, BambooHR, HiBob, or similar) - Interest in building a career in HR — whether in operations, employee experience, talent development, or HR business partnering - Experience supporting an office move, facilities transition, or similar operational project - Bachelor’s degree or equivalent experience in a related field About the Company: Seekr is a leader in explainable and trustworthy artificial intelligence designed to power mission-critical decisions in enterprises, government, and regulated industries. SeekrFlow™, our end-to-end AI platform, provides secure, auditable AI solutions tailored to sectors where transparency, accuracy, and compliance are paramount. Available across cloud, on-premises, and edge environments, SeekrFlow reduces bias, strengthens data integrity, and simplifies model oversight so organizations can rely on trusted AI decisions in high-stakes settings that impact society’s most sensitive and vital systems. Trusted by leading enterprises and government agencies, we partner with defense, finance, telecom, and critical infrastructure leaders to enable AI solutions that drive real-world results with unmatched transparency and control. We are a team of strategic thinkers and problem-solvers tackling the toughest challenges facing critical infrastructure and global enterprises through best-in-class AI models and customer deployment. Our team operates with unwavering commitment to our core values and mission: - We are driven by outcomes—our customers' success is what we strive for every day. - We believe trust is earned, which is why we build explainability and transparency into the entire AI lifecycle. - We take our responsibility to deliver secure AI seriously. - We believe innovation drives progress—we are building the technologies that power the systems our society depends on. Company Benefits: - Meaningful Mission & Impact - Work with a deeply talented, collaborative team solving some of the toughest AI challenges that matter. - Equity Ownership – RSUs that let you share directly in Seekr’s long‑term success and growth. - Time Off That Respects Real Life – Unlimited PTO plus 14 paid company holidays to truly recharge. - Work Your Way – A flexible hybrid work environment with offices in Reston, VA and Austin, TX. - Competitive Total Rewards – A role‑appropriate compensation structure that supports long‑term growth, including base salary, bonuses, or commission plans depending on role. - 401(k) with Company Match – Build your future with a retirement plan that includes employer matching. - Comprehensive Health & Wellness – Medical, dental, vision, and life insurance coverage starting day one—for you and your family. - Parental Leave – Paid parental leave to support employees as they welcome a new child through birth, adoption, or foster placement.