• Run the rollout and ongoing management of performance feedback cycles, including building the process, managing all communications, tracking completion, and facilitating follow-ups. • Foster a culture of growth, collaboration, and innovation, aligned with Huckleberry’s values. • Partner with team managers to set up systems that make team development consistent and effective, ensuring managers are equipped to lead performance conversations. • Support employee engagement by identifying patterns, surfacing root causes, and proactively recommending improvements to how the team works together. • Serve as a trusted, confidential resource for employee relations issues by listening with empathy, establishing the facts, investigating professionally, and guiding all parties toward constructive, amicable resolutions. • Ensure all HR practices and policies are legally compliant with federal and state laws, including multi-state employee and contractor compliance. • Manage performance management processes as a compliance and development tool, ensuring documentation and practices meet legal standards. • Navigate HR issues with composure and sound judgment, serving as a stabilizing guide through challenging situations. • Maintain and improve HR processes and records that are accurate, organized, and compliant. Attention to detail is key.

• Partner with business leaders to develop and execute strategic people plans aligned with company objectives. • Drive organizational design, workforce planning, succession planning, and talent development initiatives. • Coach leaders on performance management, leadership effectiveness, employee relations, and team effectiveness. • Build and nurture a high-performance culture through robust feedback, development, and performance practices. • Lead engagement and retention initiatives that improve employee experience and strengthen company culture. • Use people analytics and HR data to identify trends, solve business challenges, and shape people strategy. • Champion organizational development initiatives, including capability building, leadership development, change management, and growth frameworks. • Leverage AI and innovative HR practices to improve productivity, decision-making, and employee outcomes. • Act as a strategic thought partner during periods of transformation, growth, and organizational change.

• Manage end-to-end onboarding and offboarding: offer letters, background checks, documentation, and induction coordination • Maintain accurate and up-to-date employee data in Brightedge’s HRIS systems • Ensure smooth coordination of employee confirmations, transfers, and exits • Continuously refine HR processes to ensure scalability and efficiency as the organization grow • Prepare, validate, and process monthly payroll inputs (attendance, variable pay, new joiners, exits, etc.) • Work with Finance and external partners to ensure accurate and timely payroll execution • Act as a trusted point of contact for employee queries related to HR processes or systems • Partner with the People & Culture team to build a positive, inclusive, and performance-oriented work environment

• Develop and implement global HR strategies that align with business objectives. • Provide leadership and guidance on organizational structure, workforce planning, and succession planning. • Act as a strategic advisor to senior leadership on human capital matters. • Drive initiatives for cultural alignment across regions. • Partner with legal and compliance teams for global risk mitigation. • Develop recruitment strategies to attract and retain top global talent. • Oversee onboarding programs to integrate employees across various geographies. • Implement training and development initiatives to upskill employees. • Manage performance appraisal processes and ensure consistency in evaluations. • Create and execute employee engagement programs to improve satisfaction and retention. • Resolve employee grievances and handle complex employee relations issues across regions. • Design and manage competitive global compensation and benefits programs. • Ensure compliance with local labor laws and tax regulations. • Monitor changes in employment law and update policies as needed. • Oversee office administration across global locations to ensure smooth operations. • Manage budgets for HR and administrative functions. • Implement and oversee global HR information systems (HRIS).