• Partnering with business leaders across your allocated business areas, you'll provide pragmatic, commercially focused people advice across the full employee lifecycle. • You'll build trusted relationships with managers, helping them navigate employee relations matters, organisational change, workforce planning and performance, whilst ensuring an exceptional employee experience. • This is a varied, fast-paced role requiring someone who is comfortable working in ambiguity, balancing operational priorities with longer-term people initiatives, and providing practical solutions to complex people challenges.

• Execute and monitor day-to-day Workday transactions, including hires, job changes, terminations, compensation updates, and organizational changes • Support inbound requests, tickets, and issues, ensuring timely resolution in alignment with service expectations • Monitor business process inboxes and exception reports to proactively identify and resolve issues • Perform routine system checks and validations to ensure data accuracy and process completion • Assist data loads (EIBs) following established templates and quality controls • Perform data audits, reconciliations, and corrections to maintain system integrity • Ensure accuracy of employee records by validating inputs and identifying discrepancies • Adhere to defined Workday processes and governance standards, including proper sequencing of transactions and required approvals • Ensure all changes follow established controls, documentation, and audit requirements • Escalate system issues or process risks as needed to maintain operational continuity • Support audit requests by providing data extracts, documentation, and validation support • Provide timely updates and status communications for requests and operational activities • Assist with onboarding and offboarding tasks, including coordination of system-related activities • Identify trends in operational issues and recommend process improvements • Support standardization of Workday processes and transaction handling • Contribute to documentation improvements (SOPs, job aids) to drive consistency in execution • Maintain a focus on efficiency, accuracy, and turnaround time for all operational tasks

Role Description You'll sit at the holdco level as the right hand to the HR Director, owning recruiting end to end and keeping our people operations running clean. Recruiting is the heart of the job, sourcing, screening, qualifying, and closing great candidates, but it's not the whole job. You'll also run onboarding, support payroll and HR ops, help shape the day-to-day people experience, and pick up whatever needs doing as we scale. You wear multiple hats, you figure things out, and you make sure no candidate and no detail slips through the cracks. What You'll Do - Own full-cycle recruiting: intake with hiring managers, sourcing, screening, scheduling, interviewing, and closing. - Build and work pipelines across multiple roles and markets. - Keep candidates warm and moving. - Respond to applicants fast. - Write sharp job descriptions and postings, and keep them current. - Run onboarding so every new hire is welcomed, informed, and productive from day one. - Maintain accurate employee records and keep HR documentation organized and current. - Coordinate HR admin processes, from offer paperwork through offboarding. - Support people operations: engagement, culture, performance and feedback processes, and HR policies that scale with the company. - Be an approachable first point of contact for employee questions. - Provide light payroll support and keep comp and contractor details accurate. - Keep the ATS clean and current: every contact, every stage, every note. - Take on ad-hoc projects for the HR Director as priorities shift, a reliable right hand across HR and ops. - Use AI and automation to outwork manual recruiting. If a process is repetitive, you want to automate it. Qualifications - 1–3 years in recruitment or a related field. You've run full-cycle recruiting and closed candidates. - Experience hiring internationally and in the USA. - AI-native or AI-curious. You already use AI tools daily and you're hungry to learn more. - Builder mindset. If you see a manual process, you want to automate it: workflows, templates, dashboards, prompts. - Multiple hats. Comfortable taking on tasks outside a strict job description. Bias toward action. - Organized and ATS-fluent. Comfortable using Applicant Tracking Systems and staying organized during high-volume cross-brand hiring. - Available on US hours. Comfortable working Eastern Time (EST) to stay in sync with the team and hiring managers. - Sharp communicator. Excellent written and verbal English. - Self-driven. You operate independently with minimal hand-holding, with reliable internet and a professional remote setup. Requirements - Experience hiring across multiple international markets. - Exposure to HR compliance, contractor management, or payroll coordination. - Experience building or improving onboarding programs from scratch. Benefits - Fully remote work with a team that values autonomy and ownership. - Direct mentorship from and close collaboration with the HR Director. - A high-impact role where your work directly shapes who joins the company and how. - Room to grow as Stayd grows. Compensation USD $1,200 to $1,400 per month

• Providing ongoing guidance, coaching, employee relations and overall HR support for respective client group(s). Inclusive of employee relations, talent review, organization design and performance management. • Operating as a thought partner to managers and leaders, and being able to influence by presenting solutions in ways that are heard, understood and supported. Add insight that positively influences senior management decision-making. Communicate with clarity, conviction and confidence across regions/cultures, including upward when necessary. • Working closely with leadership and staff as part of employee relations work to improve relationships, build morale, and increase productivity and retention, including mediating complex staff issues with compassion, active listening, and understanding, while maintaining confidentiality. • Consistently offering quality advice, counsel and insight within the client group. Engaging with honesty and integrity to constructively address issues, in order to create and maintain trust. • Organizational Development and Design: builds and maintains strong relationships with teams and leaders as a foundation for diagnosing, designing, and implementing large and small scale solutions that improve employee engagement, retention, leadership development, org culture, and productivity. • Collaborating with other HRBPs and People Centers of Excellence (Recruiting, People Growth & Belonging, Learning & Development, Compensation and Operations), implementing solutions to meet changing business and talent needs to support the Foundation and team objectives, proposing plans which build capability, and delivering against the strategic initiatives of the People department.