• Retouch on model images for Free People’s Web Studio. • Meet the retouching standards for FP Brands so that all images feel cohesive and natural. • Meet minimum daily image goals (80-100 images per day). • React quickly to requests and pivot when necessary. • Work collaboratively with lead retoucher & team. • Be available to answer emails / messages promptly.

Role Description To enable People Technology to run efficiently and effectively, while actively improving how work gets done at SUSE. This role owns controlled BAU delivery, HCM/Workday release readiness and critical People cycles, using data, automation, AI fluency and customer feedback to reduce friction, simplify, improve UX, and create capacity for higher-value People Team work. How You'll Contribute - Lead controlled day-to-day functional HRIS/People Technology operations, including BAU work, configuration changes, data updates, access processes and system maintenance. - Plan and deliver critical People cycles such as annual salary reviews, bonus, performance and benefits enrolment with clear sequencing, testing, readiness and risk controls. - Use ticket themes, cycle metrics, A.I tools, root-cause diagnosis, and feedback to predict risks and remove manual work. - Translate context and needs into system, data and workflow requirements to improve usability, accuracy and self-service. - Identify and implement practical automation, knowledge-content and AI-enabled support opportunities to improve speed, impact and UX. - Partner with People Team SMEs, IT, Payroll, Finance and vendors to manage ownership, controls, and dependencies. Qualifications - Experience in HRIS, Workday/HCM, annual People cycles, automation transformation, and complex process delivery. - A forward-looking and continual improvement mindset, with the ability to plan ahead, prioritize by impact, and challenge and automate low-value ways of working. - Strong focus on customer service, building contextual awareness, communicating clearly, and simplifying processes. - Comfort and experience using AI, automation, analyzing data and ticket patterns, to improve delivery, processes and UX. - Ability to distinguish functional process issues from technical incidents and partner effectively with HRIT without blurring accountabilities. Skills & Competencies - Forward-looking continuous improvement mindset. - Value-based prioritization and trade-off judgement. - Cycle and process planning and optimization. - Automation mindset and capability. - AI fluency. - Customer-service mindset. - Data accuracy, security and governance. - Digital adoption and self-service enablement. - Cross-functional collaboration, partnering and relationship building. - Root-cause diagnosis and improvement. - Requirements gathering and translation. - Curiosity and bravery. Success Looks Like - People Technology BAU, Workday/HCM releases and annual cycles run reliably and efficiently with high user engagement. - Repeat issues, manual workarounds and unclear handoffs consistently reduce through root-cause fixes. - Users receive clear guidance, intuitive self-service and consistent support. - Operational work is planned, prioritized and improved based on value, risk and user impact. - Automation, AI-enabled support and better knowledge content unlock measurable capacity across the People Team. - People Technology is viewed as reliable, context aware, proactive, improvement-focused, and easy to work with. The Mindset We Value We are looking for a forward-looking, curious and proactive problem solver who brings strong ownership, customer-service judgement and disciplined delivery. This person uses data, AI and automation responsibly, challenges low-value work, anticipates risks early and improves People cycles so work gets done more easily, accurately and consistently at SUSE. Benefits - Benefits designed to enhance employee experience and well-being. - Prioritization of flexibility, inclusivity, global collaboration and innovation. - Commitment to social responsibility reflected in global volunteering day off and Employee Resource Groups. Company Values - Choice: We are continuously making choice happen. - Community: Nobody is smarter than everybody. - Trust: We are trusted to deliver with integrity. - Innovation: We foster a culture of experimentation and embrace change.

• Manage day-to-day HR operations including payroll processing, benefits administration, leave management, and employee lifecycle actions (e.g., onboarding, offboarding, role changes, processing leaves, etc.); • Serve as the primary point of contact for employee relations matters, navigating sensitive situations with care, consistency, and sound judgment; • Manage immigration processes for staff, partnering with external counsel as needed; • Maintain accurate employee files, complete I-9 verifications, and support audits and compliance reporting; • Maintain and continuously improve HR data systems and reporting, ensuring accuracy, accessibility, and meaningful insights for decision-making; • Monitor and track changes in employment law, compliance requirements, and HR regulations across all states where Murmuration operates - proactively surfacing implications and driving any necessary updates to policies or practices before they become issues; • Draft and maintain HR policies that are clear, equitable, and aligned with our values and legal obligations; • Support employee engagement efforts (e.g., surveys, programming, etc.); • Identify and close operational gaps - if something is inefficient, unclear, or missing, you spot it and address it; • Partner with the Diversity, Equity, Inclusion, and Belonging (DEIB) steering committee to help embed equitable practices into people systems, policies, and programs. • Design, build, and deliver training for employees and managers, including manager-specific programs that promote inclusive leadership and equitable people practices; • Create practical tools (e.g., guides, templates, facilitation materials, training curricula) that help managers show up well in their roles; • Assess learning needs across the organization and develop programming that is targeted, useful, and grounded in real gaps rather than generic content; • Facilitate training sessions and workshops with confidence in both live and async formats; • Build and maintain an L&D resource library that managers and staff can access on demand; • Track the effectiveness of training programs and iterate based on feedback and outcomes.

People Partner Sydney, NSW People & Performance - People & Performance / Full time, Max Term Contract / Hybrid -- The Role This is a maximum term contract until April 2027, and a genuine chance to make your mark. As our People Partner, you own Brighte's People practice as a hands-on individual contributor. You deliver across the full remit: employee relations, hiring, performance and remuneration. This is a senior practitioner role, not a manager. You lead, advise and execute, with AI tooling giving you the leverage to work at the top of your scope. You are the person leaders come to when something is hard. You bring clear thinking and a steady hand to the complex stuff, and the pace and curiosity to keep raising the bar on how the work gets done. The Ideal Candidate You are exceptional at critical thinking. You apply sound judgment that straddles empathy and pragmatism, knowing when to lean into the human and when to make the commercial call. You also bring: - An AI mindset. You use AI tooling actively to do the work, not just operate alongside it. - Pace and a real appetite for learning. You move quickly, pick things up fast, and stay curious as the work changes around you. - Strong collaboration. You build trust easily and work well across the business, never in a silo. - 8+ years experience, with strong employee relations knowledge & practice. - Experience in high-growth, fast-paced environments, ideally fintech or startup. - The commercial nous and confidence to lead a lean practice as an individual contributor. - High emotional intelligence and a steady hand in ambiguity. Ownership Areas The People practice - Advise and coach leaders through live issues in real time. - Bring clear recommendations on the matters that carry real weight. Employee relations - Handle complex and sensitive cases with empathy and pragmatism. - Work towards outcomes that stand on genuine, defensible footing and stay rooted in our values. - Lead grievances and investigations, with external legal support on high-risk matters. Bringing in the best people - Own hiring from brief to offer, including interviewing. - Use AI tools to take out the legwork, keeping your focus on judgment, candidate experience and getting the right people in. - Assess AI capability in every hire. Performance and remuneration - Support and drive a high-performance culture that lifts organisational productivity. - Lead performance calibration across the business. - Run the annual remuneration review, linking reward to contribution and holding the team to our Raise the Bar standard. Organisation and role design - Shape how Brighte is structured and how roles are built. - Plan for the workforce we will need as the business evolves, keeping the org a step ahead with the right shape and the right roles. Change management - Guide Brighte through change and make it land. - Bring a clear, steady plan that takes people with you and keeps the business moving, whether that is new ways of working or a new leader joining.