• Lead the onboarding and offboarding processes, ensuring a seamless and positive experience for all employees. • Partner with the Talent Acquisition team to support the hiring process. • Analyze HR metrics and prepare reports to support management decision-making regarding staffing, turnover, and cost analysis. • Awareness and support mediating and resolving disputes, disagreements, and conflicts between employees, or between employees and management. • Support fair, consistent, and legally compliant application of the company's disciplinary procedures, up to and including termination. • Manage and execute the end-to-end payroll process for all US and international employees (including contractors) using our current payroll systems. • Ensure accurate and timely processing of salaries, deductions, taxes, and statutory contributions, adhering to local, state, federal, and international regulations. • Maintain meticulous employee records, ensuring data integrity and compliance across all HR systems. • Serve as the primary internal resource for HR compliance, staying current on all relevant US labor laws (federal and state) and international employment legislation.

• Act as a primary HR partner for assigned business units, advising leaders on people strategy, performance, and organizational design. • Coach managers on effective people practices including feedback, development conversations, performance management, and career conversations. • Partner with leadership to translate company priorities into team-level people plans and measurable outcomes. • Design, deliver, and iterate programs that drive employee engagement, inclusion, and wellbeing. • Support onboarding, development, and offboarding to ensure consistent, high-quality experiences across the employee lifecycle. • Manage HR processes for your portfolio including role changes, leaves, accommodations, and compensation inputs, ensuring accuracy and timeliness in HR systems. • Maintain up-to-date employee records, documentation, and process guides following company policies and applicable regulations. • Partner with Talent and People teams to drive performance review cycles, calibration, and development programs. • Champion inclusive practices and collaborate on initiatives that foster belonging across remote and distributed teams.

• Design, build, and maintain secure, scalable integrations across the People Technology ecosystem. • Act as the technical backbone of interoperability between Darwinbox and external platforms while ensuring clean data flow, schema governance, and operational continuity. • Define integration architecture across the People Technology ecosystem connecting various systems. • Own field-level mapping and schema documentation for all integrated systems. • Manage Darwinbox APIs, webhooks, and data feed configurations for secure data transformations. • Monitor daily integration syncs and investigate integration failures for resolution. • Maintain integration documentation and enable cross-functional knowledge sharing.

• Partner with business leaders in Global Supply Chain and Home Warranty to identify, prioritize, and build organizational capabilities, structures, processes, and behaviors. • Leverage data insights and technology to support and drive fact-based, strategy-focused talent decisions. • Collaborate with HR Operations, Employee Relations Center, and Centers of Excellence to develop integrated approaches that further business objectives and deliver solutions to HR-related challenges. • Lead talent development, succession planning, employee engagement, organizational change, and organizational design initiatives. • Support acquisition, divestiture, and integration of organizations as needed. • Drive talent acquisition, learning, and performance management processes. • Oversee compensation strategies and ensure alignment with business goals. • Assist in forecasting and planning talent pipeline requirements to support business strategy. • Provide expert advice and coaching to employees and leaders, aligning development opportunities with current and future performance standards. • Identify and share best practices across functional and business lines, maintaining knowledge of progressive HR practices and trends. • Contribute to HR and cross-functional initiatives, including new organization designs, compensation plans, talent recruitment, and behavioral change via learning initiatives.