• Own Operational Execution of People Priorities • Lead the translation of People strategy into execution, building workstreams, governance structures, timelines, and stakeholder alignment plans that move critical priorities forward at pace. • Manage vendor and system relationships across the HR technology stack, driving day-to-day execution and partnership management on all people systems; surface systems strategy and investment recommendations to the CPO with supporting analysis. • Proactively identify and resolve risks, dependencies, and blockers across concurrent initiatives, maintaining operational visibility for People leadership through AI-powered tracking and reporting tools. • Other duties as assigned. • Drive Operational Excellence Across the People Function • Own the People team’s operating rhythms, planning cadences, and accountability mechanisms, ensuring visibility, prioritization, and coordination across all active workstreams. • Identify operational friction and directly redesign processes and workflows to improve efficiency, consistency, and execution quality across the People function, using AI-enabled automation wherever possible. • Drive adoption and operational integration of AI-enabled tools, automation workflows, and agentic capabilities within the People function, advancing the team’s AI-native operating model as it evolves. • Lead change management and implementation for organizational transformation initiatives, new processes, and technology rollouts, driving adoption and follow-through directly. • Own Global Compliance & Employment Law • Own HR compliance across all Billtrust operating countries, including the United States, United Kingdom, Netherlands, Germany, Poland, Belgium, and India, as well as future geographies as the company expands. • Partner with the Chief Legal Officer on statutory requirements, works council obligations, and employment law changes, translating legal guidance into operational policy and practice. • Maintain the global employee handbook and all country-specific policies, ensuring currency, accuracy, and legal defensibility across every jurisdiction.

• 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.