• Assist with recruiting activities by vetting candidates, scheduling interviews, and maintaining candidate records. • Review and track employee write-ups and disciplinary documentation. • Ensure payroll hours are accurately tracked, reviewed, and approved. • Collaborate with management to resolve payroll-related discrepancies. • Maintain employee records and HR documentation in accordance with company policies. • Support ongoing HR administrative processes and employee record management. • Track and manage vehicle registrations and licensing requirements. • Monitor compliance deadlines, renewal schedules, and required documentation. • Maintain accurate compliance records and supporting documentation.

• Leads a team of HR Business Partners to ensure HR strategies are consistently implemented across the network. • Own the People Team relationship with our operations leaders (RVP, AD, GM); articulating HR’s value through measurable business outcomes (e.g., retention, internal fill rate, time-to-fill, succession plan readiness, talent and performance, etc.). • Convert company and regional business priorities into a 12–24 month people plan with clear KPIs, milestones, and ROI. • Coach senior leaders to elevate enterprise leadership behaviors; build managers’ capability to lead change, give/receive feedback, and manage performance. • Establishes direction and priorities for the regional HR team and direct reports, while identifying capabilities and competencies to develop top HR talent in their region. • Partners with other HRBP leaders (e.g., EMEA, LACAR, FSC) to ensure an enterprise mindset as we support the company’s global people strategy. • Leverage cross-COE solutions (Comp/Benefits, TA, Talent Management, Learning, Leadership Development, Communications) to solve complex challenges, and proactively engage with COEs when process or work product refinement is needed. • Champion and take accountability for the full talent lifecycle, from talent attraction, selection, onboarding, performance enablement, development, movement. • Drive rigorous talent reviews and succession planning; increase bench strength in ‘ready-enough’ and ‘ready in 12 months’. • Partner with workforce optimizations (WFO) to help model scenarios (cost vs efficiency trade-offs) while keeping safety and guest experience at the forefront. • Diagnose org effectiveness (spans/layers, role clarity, decision rights, skills) and lead redesigns that improve speed, quality, and accountability. • Plan and lead regional components of transformations (e.g., systems, operating model, M&A integration); define impacts, readiness, and adoption metrics. • Use data to proactively spot risks/opportunities (attrition, vacancy rate, safety, employee relations). • Meet and exceed new HRBP KPIs and review monthly with operations leaders, adjusting actions to increase performance. • Partner with TA to forecast needs and accelerate time-to-fill for critical roles. • Serve as escalation point for complex union and/or employee relations matters to the Director, Labor and Employee relations. • Manage an HR budget in accordance with company spend/savings objectives and ensure fiscal responsibility within their team

• Lead day-to-day HR operations for a remote and globally distributed team • Manage employee onboarding, orientation, documentation, and offboarding processes • Maintain accurate employee records, organizational charts, HR files, contracts, and compliance documentation • Support workforce planning, succession planning, and organizational structure updates • Serve as a key point of contact for employee relations, workplace concerns, policy guidance, and HR compliance • Advise managers and employees on HR policies, performance expectations, documentation, and employee development • Coordinate with payroll, bookkeeping, finance, and benefits teams to ensure accurate HR and payroll-related processes • Support Ecuador-related HR and payroll compliance where applicable, including coordination of statutory benefits, local employment documentation, and government-mandated requirements • Lead performance review cycles, employee development initiatives, corrective action processes, and HR strategy implementation • Review, improve, and standardize HR policies, procedures, templates, and workflows • Ensure HR practices align with applicable labor, employment, payroll, tax, and data privacy requirements • Provide HR insights and reporting to support leadership decisions • Promote a positive, professional, compliant, and performance-driven remote work culture

• Partner with regional executives to map out workforce plans that support regional expansion. • Provide change management support during organizational shifts and market entries. • Act as a direct communication bridge between Global HQ HR and local regional entities. • Deliver data-driven people insights to regional leadership to improve operational efficiency. • Design localized talent acquisition strategies for executive and high-impact sales leadership roles. • Manage regional succession planning to ensure strong leadership pipelines for emerging markets. • Conduct annual regional talent reviews and design targeted upskilling programs. • Implement standardized corporate appraisal systems adapted to local market conditions. • Coach regional country managers on performance enablement and constructive feedback loop styles. • Drive a high-performance culture aligned with Tiens Group’s values and direct-selling business model. • Oversee employee engagement initiatives to reduce cross-border turnover rates. • Monitor localized labor law developments across all assigned countries to mitigate legal risk. • Resolve complex employee relations, grievances, and local compliance conflicts. • Advise on standard compensation adjustments and localization of corporate benefit schemes.