• Own and improve core People Ops processes across the employee lifecycle (onboarding, offboarding, role changes, etc.) • Act as a first point of contact for employee and manager questions, providing thoughtful and timely support • Maintain and improve HRIS data integrity and workflows (Rippling) • Partner with managers to support performance cycles and engagement programs • Help build scalable processes as the company grows globally • Own access management across People systems and company tools, ensuring strong data control, security, and audit readiness • Identify opportunities to leverage AI and automation to improve People Operations processes, reduce manual work, and enhance the employee experience • Support compensation cycles (benchmarking, salary reviews, promotions, and adjustments) • Help maintain and evolve compensation frameworks and job architecture • Administer and improve global benefits programs (e.g. health, leave, wellness, and new offerings) • Partner with external vendors and brokers to help manage renewals and implementation • Ensure compliance with local regulations across different countries • Assist with international employment setup and ongoing operations (e.g. EORs, payroll coordination, documentation) • Support policy creation and updates • Help manage audits, reporting, and documentation across regions • Contribute to key People initiatives (e.g. manager training, performance improvements, new benefits rollouts) • Identify inefficiencies and proactively suggest improvements • Help build documentation and internal resources for managers and employees • Coordinate interview scheduling across multiple time zones • Manage candidate experience, ensuring timely updates and follow ups • Support job posting setup and updates across the careers site and external job boards • Support pre-boarding and onboarding processes

• Work the helpdesk: Triage and resolve incoming People Operations tickets in FreshService (transitioning to Serval). Answer employee questions on HR policies, processes, and systems. Know when to escalate and when to just handle it. • Process transactions in Workday: Enter and maintain accurate employee data across the full lifecycle: new hires, terminations, job changes, transfers, and more. Own data quality in your lane. • Support onboarding and offboarding: Coordinate day-one logistics, ensure Workday records are set up correctly, and help employees and managers navigate transitions cleanly. • Pull and deliver reports: Run standard and ad hoc reports out of Workday to support the People team, Finance, and leadership. Know your data well enough to flag something that looks off. • Spot and flag improvements: You won't be asked to redesign the function, but if you notice a recurring ticket that could be automated, a process step that adds no value, or a gap in our knowledge base, we want to hear it.

• Coordinate the HRBPs and Total Rewards & Career teams, ensuring alignment, quality and consistency in deliverables. • Act as a strategic partner to leaders, supporting people-related decisions on structure, performance, retention and movements. • Guide the team in handling sensitive topics with business areas, ensuring a consultative, hands-on and well-targeted approach. • Monitor people metrics and translate data into practical recommendations for the business. • Lead initiatives related to career, compensation, internal mobility and recognition. • Support the design and evolution of career policies, salary structures, promotions, merit increases and job classifications. • Conduct analyses of internal equity, pay competitiveness and the impacts of workforce movements. • Support leaders in decision-making about people development, considering criteria, performance, potential and budget. • Design and oversee succession planning processes, talent mapping and attrition risk assessments. • Support performance management cycles, feedback, PDI (Individual Development Plans) and potential assessments. • Connect people diagnostics with leader and team development actions. • Ensure performance and succession practices are aligned with the company strategy. • Strengthen organizational culture by translating values and expected behaviors into day-to-day practices. • Support leaders and teams in change processes, transformation, restructuring or new working models. • Lead climate/engagement initiatives that foster engagement, communication, alignment and change adoption. • Identify cultural risks and propose simple, practical actions aligned with the reality of the business.

• Processing bi-monthly payroll with accuracy—from data changes through reporting and pay-change audits—ensuring all compliance requirements are met. • Performing various new hire onboarding and offboarding tasks to ensure a consistent, high quality experience that exceeds employee expectations, suggesting improvements to automate where practical and ensuring compliance with the respective laws of each state in which we operate. • Partnering with our benefits broker to administer employee benefits, including answering employee questions and supporting annual enrollment. • Managing our current HRIS, ADP, ensuring 100% accurate data at all times, running routine and ad-hoc reports, and quickly learning the ins and outs of the system to understand what customization is available based on changing organizational needs. • Handling the administrative side of the HRIS transition and implementation projects—data entry and migration, testing, documentation, and coordination—as the team adopts new systems. • Working with our leave management vendor to support employee leaves of absence, understanding the basics of leave management and being comfortable explaining our company leave policies and practices, following up with employees to request required forms, and documenting leaves in our HRIS. • Administering worker's compensation programs, reporting claims, and liaising with employees, managers, and claims adjusters to ensure employees are taken care of and claims move through the process in a timely manner. • Supporting the performance review cycle in our performance management software by setting up the cycle, keeping track of important dates, and moving the cycle through its various stages. • Maintaining multi-state compliance by keeping accurate records, helping prepare and submit required filings and registrations, and staying current on the regulations that affect our team. • Documenting, maintaining, and evolving HR policies that support the business, partnering with People Team leadership to keep them clear, compliant, and up to date. • Contributing to process-building and improvement—helping design and strengthen the processes that allow our team to scale, and bringing forward recommendations to move us ahead of where we are today. • Collaborating with the People Operations team to deliver the best support and service to every OLIPOP employee.