• Provide tactical employee relations guidance/support and coaching to leaders and employees in assigned regions. • Provide guidance related to performance management, policies and procedures, and interpretation of employment laws. • Manages and resolves complex employee relations issues. • Conducts effective, thorough, and objective investigations. • Lead key organizational HR projects and initiatives. • Develop and facilitate HR training. • Coach leaders around requirements and best practices throughout the employee life cycle. • Manage unemployment claims and EEOC and DOL charges for assigned regions. • Manage leaves of absence for assigned regions. • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. • Conduct regular HR policy review. • Ensure regulatory compliance with federal, state, and local laws for assigned regions.

• Main objective: free up the founder from intensive administrative tasks to allow focus on strategic consulting, advisory, and business development. • Position starts as non-client facing, with opportunities to take on more responsibility over time. • Candidates able to support light outreach or commercial support tasks will have an advantage. • Write, update, and customize employee handbooks for different industries (prior experience required). • Research and apply state labor laws in the US (except California and New York). • Create and maintain SOPs, job descriptions, KPIs, and internal documentation. • Ensure accuracy, alignment, and professionalism in all HR materials. • Provide administrative support for recruitment under an hourly HR model. • Coordinate candidates, documentation, schedules, and pipeline follow-up. • Collaborate on internal HR projects related to clients (no direct client interaction). • Assist with light outreach, email follow-up, or prospect list creation. • Provide administrative support for sales or partnerships tasks.

• Consults on a variety of complex employee relations issues, including (but not limited it) performance management, workplace conflicts, and other policy violations • Working with business leaders, makes recommendations to People Managers for employee performance concerns, including editing and administering Corrective Action Plans • Partnering with the ER Manager and Legal, conducts internal investigations related to a variety of employee relations allegations, such as discrimination, harassment, retaliation, and policy violations • Utilizes the employee relations case management system to ensure appropriate documentation is captured; reviews and tracks case progress for investigation and performance cases • Helps with identifying gaps within the ER team and provides suggestions on how to address and close opportunities; tracks relevant employee data, metrics, and trends to help identify process improvements and approaches. • Drives cultural adoption of the employee relations team through communication and training for People Managers and employees; assists with the development of training and facilitates training for People Managers on ER-related topics (such as performance management and leadership best practices) • Stays updated on related employment law changes

• Freelancer lifecycle management (end-to-end) • Source and pre-select freelancers in line with the agreed operating model • Coordinate contracting and documentation (framework agreements, NDA, required consents and records) • Manage formal onboarding and ensure smooth start of cooperation • Coordinate the administrative side of ongoing cooperation in collaboration with Finance/HR • Collect post-project feedback, track quality, and update freelancer status accordingly • Freelancer database ownership (accuracy & data quality) • Own and maintain the freelancer database as a single source of truth (skills, seniority, rates, availability, statuses) • Ensure database accuracy and freshness by regularly validating availability and updating key profile details • Maintain cooperation history (projects, scope, quality ratings, TL/PM recommendations) • Ensure completeness of documentation and required records (contracts, NDA, consents) • Run periodic database reviews and initiate sourcing activities when capability gaps are identified • Stakeholder support & process governance (TL/PM collaboration) • Receive and manage freelancer requests (brief, budget, timeline, required competencies) • Deliver shortlists and recommendations based on availability and skill fit • Ensure clear ownership split: HR owns the process and relationship model, business owns delivery outcomes • Maintain process standards, reduce operational risk, and ensure alignment with internal rules • Process improvement, templates & tools • Create and maintain process documentation and templates (brief, SOW/order, feedback form, checklists) • Monitor process efficiency (SLA, database coverage, quality signals, pool availability) • Support tool improvements related to workflow, tracking, and reporting (database, ticketing, status management)