• Support the design, administration, and operational delivery of benefits programs • Ensure accurate execution of enrollments, claims, payroll inputs, vendor coordination, and compliance • Act as an operational subject matter expert for employees, vendors, and internal stakeholders • Manage enrollments, terminations, and updates for SSS, PhilHealth, and Pag-IBIG • Prepare, validate, and coordinate timely remittances and statutory filings • Administer voluntary and company-sponsored programs • Reconcile payroll, government reports, and vendor statements • Liaise with benefits brokers, insurance carriers, and government portals • Respond to employee inquiries on statutory entitlements and company benefits • Monitor regulatory changes and vendor policy updates • Produce periodic reports on enrollment, utilization, contribution costs, and claims trends • Propose practical process improvements and support small automation efforts

• Under the supervision of the HR Supervisor, the HR Generalist uses knowledge and skills obtained through experience and training to assist in developing, and implementing HR practices, procedures, and solutions • Works with the HR Team to support the execution of human resources plans and practices • Perform I-9 compliance and file audits • Conduct exit interviews and stay interviews • Provide open enrollment support (possible onsite) • Communication with employees to announce open enrollment • Facilitation of a meeting with the client, broker, HR team, and any other relevant internal PuzzleHR service teams • Compile EEO-1 reporting • Assist with employee onboarding support • Next level support after Employee Onboarding Associate Creation of SOP • Assist in performing internal client investigations • Maintain employee records and information in client systems • HRIS familiarity to provide recommendations for HCM projects, working directly with HCM system support • Interact directly with clients in the areas of employee relations, compensation administration, benefits, talent acquisition, and organization talent development to support lead HR initiatives • Partner with internal service teams to ensure the delivery of services accurately and efficiently • Provide input and support for HRSP projects • Participate in developing and optimizing client systems and processes • Refine knowledge of progressive HR practices and key trends • Identify areas for continuous improvement of HR services and processes • Maintain current knowledge of legal requirements as well as state and federal regulations that impact human resource functions and ensure policies, procedures, and reporting are in compliance • Participate in all department staff meetings and attend other meetings and seminars • Perform other duties and responsibilities as assigned

• You'll shape and lead our global HRBP function - defining the operating model, standards, and expectations for business partnering across regions. • You'll partner directly with executives and senior business leaders on organizational design, workforce planning, leadership effectiveness, succession planning, and talent investment. • You'll lead and coach our North American HRBP team while providing functional leadership across HRBPs in China and India, helping build a consistent, high-performing global practice. • You'll guide leaders through organizational change, helping diagnose challenges, evaluate trade-offs, and build teams that can support the company's long-term growth. • You'll develop practical frameworks, career paths, and coaching that strengthen HRBP capability and create consistency across regions without losing local relevance. • Most importantly, you'll help ensure that People is viewed as a strategic business partner that enables growth—not simply a support function.

• The Human Resources Generalist is responsible for managing the full employee lifecycle for all office staff from sourcing and recruitment through onboarding, credentialing, active employment administration, and offboarding. • Source qualified candidates for all open office staff positions through job boards, professional networks, referrals, and targeted outreach • Post and manage job listings across active recruiting platforms and maintain accurate job descriptions for each office role • Conduct initial phone screens to evaluate candidate qualifications, cultural fit, and availability • Schedule and coordinate interviews between candidates and hiring managers or the HR Director • Manage offer communications, pre-employment documentation collection, and hiring decisions in alignment with HR policy • Maintain an active and organized candidate pipeline for all open office positions and provide weekly updates to the HR Director • Execute the full onboarding process for all incoming office staff from offer acceptance through completion of the first week • Ensure all pre-employment requirements are completed and verified before the employee's first day, including credentials, I-9 documentation, E-Verify, and signed offer materials • Facilitate new hire orientation, ensuring employees understand policies, systems, expectations, and culture • Coordinate with IT, operations, and department managers to ensure workstation access, system logins, and equipment are ready on Day 1 • Track onboarding completion for each new hire and follow up on any outstanding items until fully resolved • Serve as the primary point of contact for new hire questions during the onboarding period • Enroll all incoming office staff in the fingerprint clock-in system on or before their first day of employment • Verify that each employee's fingerprint profile is active, functional, and linked to their correct HRIS record before their first shift • Troubleshoot and resolve fingerprint enrollment issues promptly in coordination with IT or the system administrator • Process clock-in system deactivations for separated employees on the same day as their termination effective date • Maintain accurate records of all active fingerprint clock-in enrollments and flag any discrepancies to the HR Director • Identify and collect all required credentials, certifications, and licenses for each office role before the employee's start date • Verify the authenticity and validity of all submitted credentials before the employee begins work • Maintain a credential tracking system for all office staff that includes issue dates, expiration dates, and renewal deadlines • Send proactive renewal reminders to office staff in advance of any credential expiration • Escalate any credential gaps, delays, or verification issues to the HR Director immediately • Ensure zero office staff members begin employment with incomplete or unverified credentials • Complete E-Verify submissions for all office staff new hires within 3 business days of the date of hire • Document all submission dates, case numbers, and final E-Verify statuses in the employee's personnel file • Manage Tentative Non-Confirmation (TNC) cases in accordance with federal guidelines and escalate to the HR Director immediately upon receipt • Maintain 100% E-Verify compliance across all office staff hires with no exceptions or missed submissions • Maintain a current and accurate probation tracker for all office staff employees serving a probationary period • Log each employee's probation start date, scheduled end date, and applicable performance review milestone upon hire • Issue timely notifications to the HR Director and the employee's direct manager in advance of each probation period end date to ensure performance reviews are completed on time • Document probation outcomes, including successful completion, extension, or termination, in the employee's personnel file and HRIS record • Escalate any employee who reaches their probation end date without a completed review to the HR Director immediately • Ensure no employee transitions out of probationary status without a documented and approved performance determination • Initiate the full offboarding process on the same day a separation is confirmed, whether voluntary or involuntary • Collect all company property, including access badges, equipment, and keys, on or before the employee's last day • Deactivate system access, HRIS records, and fingerprint clock-in enrollment on the effective date of termination • Process and file all required separation documentation, including resignation letters, termination notices, and final pay notifications, in coordination with payroll • Conduct or coordinate exit interviews as directed by the HR Director and document findings for HR records • Ensure COBRA or benefits continuation notices are issued within legally required timeframes in coordination with the benefits administrator • Update the employee's HRIS status and personnel file to reflect separation accurately and on time • Maintain a termination log that tracks all separations by date, type, and department for reporting purposes • Enter all office staff new hire information into the HRIS on the same business day as hire confirmation • Update employee records in the HRIS at each employment milestone, including onboarding completion, status changes, promotions, and terminations • Ensure all HRIS records for office staff are complete, accurate, and audit-ready at all times • Run HRIS reports on office headcount, onboarding status, probation, open positions, and separations as requested by the HR Director • Identify and correct any data entry errors or record discrepancies promptly • Maintain complete and organized personnel files for all office staff in compliance with documentation standards and applicable employment law • Ensure all required documents are collected, filed, and current for each active employee, including offer letters, I-9s, signed policies, credentials, probation records, and performance documents • Conduct routine audits of office staff personnel files to identify and resolve any gaps or missing documentation • Safeguard the confidentiality and security of all employee files and records • Maintain separated employee files in accordance with applicable records retention requirements • Maintain and update the new hire orientation PowerPoint presentation to reflect current policies, procedures, organizational structure, and any operational changes • Review and revise the orientation deck before each new hire orientation cycle to ensure accuracy and relevance • Collaborate with the HR Director and department heads to incorporate updated content, compliance requirements, or cultural messaging into orientation materials • Ensure orientation materials are professional, consistent with branding, and aligned with the employee experience standard set by the HR Director • Maintain a complete and up-to-date birthday tracker for all active office staff • Add new hires to the birthday tracker upon onboarding completion and remove separated employees promptly • Provide timely notifications or reminders to the HR Director or leadership team as directed to support employee recognition efforts • Keep the tracker accurate, organized, and accessible for the HR team's use • Complete additional tasks and special projects as assigned by the HR Director • Support HR operations during audits, compliance reviews, open enrollment, or high-volume hiring periods • Assist with policy updates, HR communications, and process improvement initiatives as directed • Participate in HR team meetings and contribute to the continuous improvement of HR systems