• Support end-to-end employee lifecycle activities across France and Germany including onboarding, employee changes, transfers, and offboarding • Ensure a smooth onboarding experience for new hires through preparation of employee documentation and coordination of onboarding activities • Maintain employee records and HR systems while ensuring data accuracy and compliance with legal and company requirements • Manage employee-related data changes including working hours, leave administration, and benefits-related updates • Manage and coordinate French Works Council/CSE activities including preparation, consultation requirements, documentation, and stakeholder management • Provide guidance and support to managers regarding employee relations matters and local employment practices • Partner with HR Business Partners and leadership on employee cases including performance concerns, workplace issues, disciplinary actions, and policy interpretation • Act as a trusted point of contact for employees and managers on people-related matters • Ensure local compliance with labor laws and employment regulations • Support payroll preparation through management of employee data and variable payroll inputs • Coordinate compensation and benefits administration activities • Partner with payroll teams to ensure timely and accurate processing • Manage the administrative aspects of the French training plan and associated legal obligations. • Coordinate occupational health appointments and related processes • Support workplace well-being and employee engagement initiatives • Serve as disability advocate where applicable • Conduct analysis of HR data to support decision-making and provide operational insights • Create and maintain reports and dashboards tracking key HR metrics • Identify opportunities to improve People Operations processes and employee experience • Lead or participate in HR initiatives and projects, ensuring successful execution • Collaborate with global HR teams to support regional and global programs

• 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. • Facilitate competitive cross-border onboarding experiences tailored to regional nuances. • 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.

• Provide strategic leadership and oversight of all Human Resources functions • Accountable for the full talent acquisition lifecycle • Partner with firm leadership to support HR strategy • Ensure EEO compliance in all hiring • Oversee disciplinary processes and investigations • Champion employee engagement and well-being • Present HR dashboards to the Managing Partner and Executive Committee • Support the COO in administering Career Advancement Program (CAP) and Career Progression Program (CPP)

• Partnering with assigned leaders and business areas to provide practical HR guidance and employee relations support. • Regular travel in order to maintain appropriate onsite presence and support for all CA education program locations. • Handling mid-level to more complex employee relations matters involving manager coaching, performance management, conflict resolution, recurring issues, multi-step concerns, workplace investigations or higher operational impact. • Coaching managers on performance concerns, corrective action, documentation, communication, accountability and employee relations best practices. • Conducting or supporting workplace investigations, including planning, interviews, documentation, findings support and recommended next steps. • Providing guidance on ADA/accommodation matters, policy application, corrective action, performance management, employee concerns and workplace conduct. • Identifying employee relations trends and operational people issues and recommending practical solutions to assigned leaders and HR leadership. • Supporting employee experience, engagement, retention, culture and manager capability initiatives for assigned business areas. • Partnering with leaders on organizational changes, workforce transitions, new site support, restructuring support and other people-related operational needs. • Collaborating with HR Centers of Excellence, including Talent Acquisition, Benefits, Payroll, HRIS, Compliance, Training, and Legal to support consistent and integrated HR solutions. • Supporting implementation of HR initiatives, policy rollouts, manager training and employee communications. • Monitoring HR metrics, employee relations trends, turnover themes and manager support needs for assigned areas. • Escalating high-risk, legally sensitive, executive-level, enterprise-impact or complex matters requiring senior HR, Legal, CHRO or VP involvement. • Performing other duties as assigned to support HR department and organizational objectives.