• Senior HR leader/advisor to select clients in startup and transformation stages • Lead complex HR initiatives across compliance, benefits, and talent management • Oversee internal HR service delivery processes • Mentor and grow HR team members

• Translate organizational priorities into actionable people strategies that support growth, execution, and impact. • Partner with executive leadership to anticipate workforce needs, identify risks, and build plans that enable business outcomes. • Ensure organizational design, roles, and capabilities are aligned with strategic goals. • Lead end-to-end talent strategies including workforce planning, recruitment, onboarding, development, and retention. • Build a strong internal talent bench through succession planning, leadership development, and career pathway design. • Strengthen manager capability in coaching, performance management, and team leadership. • Serve as the lead advisor on sensitive and complex employee relations matters, applying sound judgment and discretion. • Navigate difficult personnel situations with clarity, fairness, and a focus on organizational health. • Drive a performance culture grounded in clear expectations, regular feedback, and accountability. • Oversee performance management processes that are practical, consistent, and aligned with organizational values. • Support leaders in addressing underperformance and making tough decisions when needed. • Oversee core HR operations including HRIS, compensation and benefits management, policies, retirement plan, and compliance. • Ensure systems and processes are efficient, scalable, and aligned with the organization’s people strategy. • Manage vendor relationships and continuously improve the employee experience through streamlined operations. • Maintain strong compliance with federal, state, and local employment laws and nonprofit requirements. • Proactively mitigate risk while avoiding unnecessary bureaucracy or process burden. • Balance legal requirements with practical, people-centered solutions. • Steward and strengthen organizational culture, ensuring Futuro Health’s mission and values are consistently reflected across performance, collaboration, and employee experience. • Lead enterprise-wide engagement efforts, including All-Hands planning, and serve as a trusted, visible connector for employees around culture, connection, and belonging. • Partner with leaders to build high-performing, inclusive teams that drive engagement, accountability, and long-term talent retention.

• Act as a key partner to executive and senior leadership teams to shape and deliver business strategy through people initiatives • Translate commercial priorities into workforce, capability, and organisational plans • Drive alignment between regional people strategies (primarily US, UK, Bulgaria) and global business objectives • Provide thought leadership on organisational effectiveness, productivity, and performance • Lead the development and execution of global people programmes • Ensure consistency while allowing for local market adaptation • Lead, develop, and mentor a team of HR Business Partners across regions • Build capability within the HRBP team to operate as high-impact business advisors • Coach senior leaders on leadership effectiveness, team performance, and organisational health • Foster a strong, inclusive, and high-performing People function • Act as the senior escalation point for complex employee relations issues across jurisdictions • Ensure compliance with local employment law (US, UK, Bulgaria) and mitigate organisational risk • Establish consistent principles while navigating regional differences • Partner with leadership to design and implement talent strategies including workforce planning, succession, and leadership development • Drive performance management practices aligned to business outcomes • Own and evolve approaches to engagement, retention, and development • Ensure robust pipelines of future leaders across regions • Lead organisational design initiatives across functions and geographies • Drive data-led workforce planning and capability shaping • Ensure alignment to job architecture, career pathways, and workforce strategy • Responsible for shaping pay and performance philosophies, ensuring market competitiveness and internal equity • Leverage data and analytics to inform decision-making and provide actionable insights • Monitor trends across regions (attrition, engagement, productivity) and drive interventions

• Reporting to and supporting the Director, People Operations, the People Operations Generalist works to ensure smooth, efficient, and tech-forward business operations relating to the People Department. • Act as the primary lead and subject matter expert for the HRIS. • Responsible for system configuration, troubleshooting, user training, and regular data audits. • Build, optimize, and maintain automated workflows within the HRIS to streamline employee lifecycles and departmental efficiency. • Own the end-to-end execution of company payroll, ensuring absolute accuracy, timeliness, and compliance with federal, state, and local regulations. • Generate, analyze, and distribute routine and ad-hoc HR metrics and payroll reports to support data-driven decision-making. • Act as the primary point of contact for the employee base; answer inquiries regarding company policies, payroll, procedures, and benefits. • Facilitate seamless execution of onboarding, workforce management, leaves of absence, and offboarding. • Assist with the administration of all benefits and retirement programs. • Participate in the planning and execution of company culture events and employee experience initiatives. • Collaborate with hiring managers and talent acquisition to assist with sourcing, scheduling, screening, and moving candidates through the pipeline. • Leverage and maximize modern recruiting technology to optimize the hiring process. • Maintain comfort with, and curiosity for, AI tools and automation to improve daily HR operations, drafting, and productivity. • Draft and maintain HR policies, Standard Operating Procedures (SOPs), and employee communications. Regularly review existing practices for compliance updates. • Operate with high discretion and maintain the strict integrity and confidentiality of all business and HR matters, records, and data.