• Partner closely with APJ leaders and managers to drive organizational effectiveness, team health, and strong performance. • Bring a thoughtful people lens to leadership decisions including team design, performance management, and talent development. • Act as a trusted partner to leaders navigating complex employee situations and evolving organizational needs. • Serve as the regional point of contact for employment practices and compliance across APJ. • Partner with Legal and external advisors to ensure alignment with local employment laws and regulatory requirements. • Ensure global people programs and policies are appropriately implemented and adapted to local requirements where needed. • Own key People Operations processes across APJ, ensuring regional execution aligns with global standards while meeting local requirements. • Lead the regional execution of core people programs, including performance cycles, compensation processes, and talent initiatives. • Identify opportunities to improve the scalability and effectiveness of regional people processes. • Support the operational needs of the region including vendor coordination, documentation practices, and local employment process management where applicable. • Act as the bridge between APJ and the global People organization, bringing regional insight into company-wide initiatives. • Collaborate closely with cross-functional partners including Legal, Finance, and leadership teams. • Ensure APJ perspectives are incorporated into global people strategies and programs.

Role Description The Director, People Integration & Enablement will lead Amerit's People workstream for acquisitions from early diligence through Day 1, post-close stabilization, and business-as-usual handoff. This role will build the integration playbook, lead cross-functional HR deal pods, identify human capital risks and opportunities, and ensure acquired employees and leaders experience a clear, compliant, and practical transition into Amerit. This is a strategic operator role for someone who can create structure in ambiguity, lead through influence, translate enterprise People processes into the realities of a field-based workforce, and make every integration faster and better than the last. Essential Duties & Responsibilities - Lead People integration and governance - Serve as the primary People integration lead for assigned acquisitions, managing timelines, milestones, owners, risks, decisions, and executive updates. - Stand up and lead cross-functional integration pods across HRIS, Payroll, Benefits, Compliance, People Relations, L&D, People Operations, People Business Partners, Legal, Finance, IT, Safety, Operations, and acquired-company leaders. - Define the governance model, meeting cadence, escalation path, deal-tiering approach, decision rights, and post-integration lessons-learned process. - Own HR diligence and human capital risk assessment - Lead HR diligence, including data requests, workforce analysis, organizational structure, compensation, benefits, payroll, timekeeping, HR systems, policies, employee relations matters, leaves, contracts, and employment compliance. - Partner with Legal, Finance, Payroll, Benefits, Compliance, Operations, and Corporate Development to identify workforce liabilities, cultural risks, transition complexity, retention needs, and mitigation plans. - Translate diligence findings into clear recommendations, integration assumptions, required decisions, and Day 1 readiness requirements. - Drive Day 1 readiness and employee experience - Own the People Day 1 readiness plan so acquired employees know what is changing, what is not changing, what actions they need to take, and where to get help. - Coordinate readiness across payroll, HRIS, benefits, onboarding, employee support, policy communication, manager enablement, compliance requirements, and system access. - Create employee FAQs, manager talking points, transition guides, issue-routing processes, office hours, pulse checks, and feedback loops to monitor and improve the employee experience. - Enable operations, talent, and culture integration - Partner with Operations and PBPs to translate People processes into practical field execution for technicians, supervisors, dispatchers, managers, and site leaders. - Support talent mapping, org design, reporting-line transitions, leadership alignment, culture assessment, critical-role identification, and retention planning. - Activate field integration champions and partner with Learning & Development on manager enablement, culture onboarding, and change adoption. - Build a scalable People integration engine - Create and maintain reusable tools, including HR diligence checklists, integration project plans, Day 1 readiness trackers, payroll/benefits/HRIS trackers, compliance risk logs, talent dashboards, manager guides, employee communications, and retrospective templates. - Continuously improve the playbook after each deal so integrations become less dependent on ad hoc effort and more consistent, efficient, and measurable. What Success Looks Like - Every acquisition has a documented People integration plan, risk log, owner map, and executive-ready status update. - HR diligence is completed for applicable acquisitions and key workforce, compliance, payroll, benefits, talent, and culture risks are surfaced early. - Day 1 milestones are completed on time, with minimal first-paycheck, benefits, system-access, or employee-support issues. - Critical talent and leadership risks are tracked, field leaders feel equipped to support acquired employees, and employee questions are resolved within agreed service expectations. - Lessons learned are captured after each integration and used to improve tools, timelines, governance, and employee experience. Qualifications - 8+ years of progressive HR, People Operations, HRBP, HR transformation, HR PMO, or M&A integration experience. - Experience supporting distributed, field-based, hourly, operational, or multi-site workforces. - Broad HR fluency across HRIS, payroll, benefits, compliance, employee relations, onboarding, talent, communications, and change management. - Proven ability to lead complex, cross-functional projects through influence in a matrixed environment. - Strong project management, risk tracking, executive reporting, written communication, and employee-facing communication skills. - Ability to operate in fast-paced, ambiguous environments and travel across North America as needed. - Direct experience with M&A integration, post-merger integration, HR diligence, or acquisition-related HR transformation. - Experience with HRIS, payroll, benefits, timekeeping, or employee-data transitions. - Experience supporting multi-state, multi-site, or North American employee populations. - Experience in fleet services, field services, transportation, logistics, automotive, manufacturing, facilities, or another operationally intensive environment. - Experience with culture integration, organizational design, talent mapping, retention planning, or change management. Benefits - Full benefits within 30 days - Medical, dental, vision, prescription drug coverage, life insurance, disability insurance - 401(k) match program - Unlimited vacation, holidays, and sick time - Commitment to your safety through boot and prescription safety glasses reimbursement - Career and learning development with an extensive training program through our Amerit University - Employee referral program, up to $500 bonus - ASE certification program with fee reimbursement and bonus - Employee recognition platform that includes opportunities to redeem points for merchandise - Employee Assistance Program (EAP) - 24/7 nurse triage line - Employee discounts on cell phone service and entertainment tickets - Employee resource groups (ERGs) that foster inclusion

Role Description We are hiring a HRBP for the Tech and Product teams at Docplanner. This person will partner with our leadership on all people-related topics, being the point of contact for managers and employees, will work on onboarding, engagement, and development, to ensure that our Docplanner culture, values, and objectives reflect our People Experience best practices, all done by a data driven approach to HR. This is a new opportunity where you will be empowered to accelerate your career growth, develop deep business acumen, and hone your strategic HR skills. The position is based in Poland, Warsaw (preferable) and we are remote friendly. How will you make an impact? - Oversee critical business areas including Product and Engineering teams, delivering core BAU activities and value creation by delivering on KPIs as per targets. - Partner, advise & coach leaders at all levels on day-to-day management issues, organizational design, individual performance reviews, promotions, learning needs and compensation strategies. - Contribute to developing our Talent strategy and lead key initiatives such as performance management, mentoring, and career path development. - Participate in core PX global projects and initiatives, being the voice of Tech on projects. - Manage end to end the people process within your areas of responsibility. - Support employees with daily inquiries from their onboarding to offboarding, providing guidance on learning and development opportunities, and supporting their career progression within the company. Qualifications - You have significant experience with Human Resources processes or related (e.g., hiring, training, performance management, compensation, etc). - A depth of experience as HRBP (Human Resources Business Partner) including Org Design, Organizational Development, Change Management and Talent Management. - You are numbers and data oriented, connecting business needs & goals to relevant numbers. - You speak Polish fluently and advanced English. - If you have experience partnering with Engineering teams is a plus. - If you worked and have experience with labor law in Spain, Poland, Germany or Italy is a plus. - Spanish speaking is a plus. Requirements - Intro Chat – A first call with our Talent Partner Giuliana to explore mutual fit around relevant skills, value alignment, and motivation. - Hiring Manager Interview – A deeper conversation about your background, aspirations, and experience with Bianca, Head of People. - Business Case – A take-home exercise incl. a few days' preparation time, designed to understand how you approach real-life problems. - Stakeholder Interview – A conversation with one of your potential future stakeholders. - Final Interview – A final conversation with another senior leader from our Global People Experience Team. - References & Offer! Benefits - Global Benefits – Healthcare insurance, wellness support, and time off that counts. - Local Perks – Depending on your location, local benefits like meal vouchers, transport allowances, or extended parental leave. - Career Growth – Opportunities to learn, develop, and explore new paths. - A Truly Global Team – Work with talented people from all over the world in a diverse and inclusive environment. - Flexibility That Works for You – Remote work and flexible hours.

• Develop, implement, and maintain HR policies, procedures, and best practices • Ensure compliance with applicable federal, state, and employment regulations • Advise leadership on HR-related risks, opportunities, and organizational needs • Support workforce planning and organizational design initiatives • Partner with leadership to create practical, people-centered policies that support consistency and accountability • Oversee day-to-day HR operations including onboarding, offboarding, employee changes, and documentation • Manage HR processes and reporting through ADP Workforce Now • Maintain personnel records and employment documentation • Support benefits administration, leave tracking, and related employee programs • Ensure data integrity and reporting accuracy across HR systems • Serve as a trusted advisor to employees and managers • Partner with leaders to navigate employee relations matters fairly, consistently, and with sound judgment