• Provide expert administrative support across the full employee lifecycle globally — including onboarding (I-9 verification), employment changes, absences, benefits, and offboarding. • Process bi-weekly US payroll and support monthly payroll in European and Australian markets; maintain accurate colleague data across the HRIS in compliance with local labour laws. • Serve as the primary contact for colleague and manager enquiries on people policies, procedures, and HRIS; monitor the ticketing system to ensure requests are triaged, actioned, and resolved to SLA. • Maintain the internal people knowledge base and coordinate ISO audit preparation, including record-keeping, stakeholder liaison, and compliance documentation management. • Act as first-line support for HRIS enquiries, providing basic training and resolving routine issues; assist in creating standard reports and maintaining documentation of procedures, settings, and workflows. • Identify automation and process improvement opportunities; support system upgrades, integrations, and new implementations to meet Digital Science's operational needs. • Investigate and resolve people operations issues by applying established policies and controls; coordinate with employees, managers, People Partners, and vendors to enable timely resolution. • Identify recurring issues, data inconsistencies, or process gaps and contribute recommendations for improvement. • Regularly identify and implement ways of working improvements; act as a bridge between the people team and the business to drive automation, simplification, and process efficiency. • Use people data and HR analytics to identify trends, surface risks, and inform priorities; contribute to regular reporting on people metrics and advocate for the employee experience using lifecycle and pulse survey insights. • Invest in personal and professional growth, engage in cross-functional knowledge sharing, and foster a collaborative, innovative team environment.

• Manage job postings, screen applicants, conduct first-round interviews, and coordinate follow-up interviews with hiring managers • Onboard new employees: employment agreements, software licenses, equipment, accounts, and first-week orientation • Administer payroll onboarding and benefits enrollment in QuickBooks Online Payroll; payroll processing is owned by Finance • Schedule and facilitate 3-month probation reviews and annual performance reviews • Run offboarding: departure documentation, exit interviews, and access revocation • Maintain company policies in Confluence and train employees on new and updated policies • Plan and deliver the annual company retreat • Maintain a compliance calendar covering WorkSafeBC, provincial employment standards, and employee privacy requirements • Maintain compliant employment and contractor agreements across jurisdictions, working with external counsel or EOR providers as needed • Manage and organize all signed contracts, NDAs, and legal agreements, coordinating outside legal review where required • Administer IP documentation, invention assignment agreements, and access controls; support execution of IP strategy with leadership and external counsel • Manage corporate records in OneDrive and maintain due diligence readiness, including a structured data room • Keep product Terms and Conditions current and aligned with what we sell, working with legal counsel • Lead evaluation and implementation of an HRIS; solutions affecting payroll or accounting systems require Finance approval

• Concertación de videollamadas y reuniones presenciales para presentar y prescribir nuestro servicio de reclutamiento y headhunting. • Captación de ofertas de empleo de empresas que necesiten incorporar talento a sus equipos. • Prospección y contacto con potenciales clientes a través de herramientas como Linkedin Sales Navigator o Apollo.

Role Description EVC is in a dynamic period of growth and organizational change. We are seeking a strategic, experienced, and trusted Senior Director of People & Culture to lead the organization’s people strategy and strengthen core People & Culture operations. Partnering closely with the CEO and leadership team, this role will improve performance, accountability, employee relations, and culture, bringing structure, sound judgment, and steady leadership in a complex environment. As EVC’s senior People & Culture authority, the Senior Director of People & Culture shapes and drives strategic direction to achieve long-term organizational goals, consistently delivering results despite obstacles. The Senior Director will oversee and optimize organizational operations, drive entire organizational initiatives from start to finish with minimal oversight, and help evolve the function from primarily compliance-driven support into a credible, transparent, and trusted strategic partner able to support EVC’s mission, staff, and leadership as the organization scales in complexity, visibility, and risk. What You Will Do in Your Role - Strategic People & Culture Leadership - Shape and drive EVC’s long-term People & Culture strategic direction in alignment with organizational values and goals, consistently delivering results despite obstacles. - Serve as senior advisor to the Chief Executive Officer and leadership team on people-related strategy, risk, and decision-making. - Establish clear decision-making frameworks to reduce bottlenecks and over-centralization. - Champion diversity and inclusion at a strategic level, ensuring equitable practices and collaboration across diverse groups. - Prepare for and present to the Board of Directors as needed. - Employee Relations, Investigations & Accountability - Own employee relations strategy, including intake, triage, investigation, and resolution of workplace concerns. - Design and implement standardized investigation and corrective action protocols. - Serve as escalation point for sensitive employee matters, leadership conduct issues, and compliance risk. - Ensure bi-directional accountability across staff, managers, and leadership. - Equity, Performance & Culture - Lead the design and implementation of equitable performance management, promotion, and compensation systems. - Reduce subjectivity by establishing clear rubrics, documentation standards, and timelines. - Partner with leadership to address systemic inequities and rebuild psychological safety and trust. - Translate workplace culture assessment findings into actionable, measurable improvements. - Foster a culture of continuous improvement and resilience, leading by example in embracing feedback. - Systems, Policies & Compliance - Own People & Culture policy architecture, SOPs, and governance. - Serve as system owner for HRIS governance and data integrity. - Ensure compliance with employment law, union requirements, and internal standards. - Directly manage and mentor the People & Culture team. - Own budget for the People & Culture function. Core Competencies - Growth mindset: Demonstrated ability to take and receive feedback professionally and gracefully from peers, staff, and supervisors. - Relentlessly goal oriented: Enjoys working toward and achieving ambitious goals; willing to overcome any obstacle to meet goals with a proven track record of creating and managing comprehensive strategic goals. - Cultural competency: Able to build relationships and collaborate with colleagues, partners, and stakeholders across multiple lines of identity difference. - Remains focused on problem solving while balancing multiple priorities within a constantly evolving political environment: Demonstrated ability to stay focused on finding solutions amidst shifting priorities in the dynamic political landscape. Requirements - Progressive HR / People & Culture leadership experience at the senior or executive level. - Demonstrated success leading HR in complex, high-accountability environments (e.g., rapid change, high ER volume, labor/employee relations intensity). - Significant experience in employee relations and workplace investigations — you have handled complex issues and can stand up strong, defensible processes. - Proven ability to shape and drive strategic people initiatives org-wide with minimal oversight. - Experience leading People & Culture functions in complex or unionized environments. - Strong judgment, executive presence, and the ability to advise and influence leaders at all levels including the Board of Directors. - Proven ability to rebuild trust in low-trust organizational contexts. - Experience with budget ownership for a People & Culture function. - SHRM-SCP, SPHR, JD, or equivalent credential strongly preferred. Benefits - Flexible Paid Time Off. - 100% cost coverage of employee health benefit premiums. - Dedicated weekly “Flex Day.” - 401K with an automatic employer contribution regardless of employee contribution level. - $1,000/yr toward Professional Development. - Free virtual therapy. - Stipend for ergonomic office setups. - Generous extended medical and personal leave.