• Support onboarding and offboarding for employees and contractors • Facilitate semi-monthly payroll processing with PEO • Support benefits administration, payroll coordination, tax, and compliance activities • Partner with People/HR leadership to roll out new policies, programs, and initiatives • Identify opportunities to streamline HR processes using technology • Manage Employer of Record (EOR) system for international team members • Support recruiting team in coordinating and scheduling interviews • Maintain data integrity, ensuring employee records are accurate and up to date • Generate reports and dashboards to support decision-making and compliance • Implement system enhancements, integrations, and process improvements • Audit HR data regularly to identify and resolve discrepancies

• 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.