• Builds the business partner relationship with executives, management, and teams; understands the business, goals, and challenges; and identifies and develops solutions to address systemic issues. • Provides advice to executives and supports management teams in areas of organizational effectiveness, workforce planning, employee engagement, performance management, training, and development. • Analyzes HR trends and metrics, including conducting exit interviews, reviewing turnover data and engagement results. • Partners with practice leaders to develop effective and consistent people solutions, programs and policies throughout the business. • Advises, influences and coaches to build and support a diverse, inclusive, productive and high integrity work environment. • Provides guidance and input on restructures, workforce planning and succession planning. • Coaches and counsels managers on maintaining positive employee relations for a wide range of issues. • Supports managers with PIPs and involuntary terminations. • Conducts investigations in response to complex employee relations issues and recommends/implements courses of action based on investigation results. • Collaborates with business leaders on employee development and talent planning decisions. • Assists leaders with annual reviews and development plans for employees. • Develops strategies for practices to leverage tools, such as our HCM tool, UKG, to help them grow their business. • Produces HR-related information for the practice/discipline during the RFP process. • Maintains knowledge of legal requirements related to the management of employees, reducing legal risks and ensuring regulatory compliance. • Drives key HR team projects by taking a leadership role and managing project efforts including scheduling and resources as well as owning responsibility for holding project team members accountable for deliverables. • Identifies opportunities to develop and implement process improvement initiatives.

• Operationalize global talent programs across Canada and the US, including onboarding, mentoring, rewards, recognition, and employee engagement initiatives. • Provide day-to-day guidance to employees regarding general HR queries, company policies, procedures, and local labor laws. • Support US and Canadian benefits management, including the annual renewal process, market analysis, open enrollment, and complex issue escalation. • Collaborate closely with the Finance and Payroll teams to prepare and verify specific data required for accurate, timely payroll processing. • Advise on and direct matters related to compliance and North American employment law; ensure strict adherence to local Labor Code requirements. • Update, maintain, and audit internal HRIS (Workday) data to ensure data integrity and maximize process efficiency. • Collaborate with the Global Talent Team on regional and global internal compliance projects. • Manage full-cycle recruitment for mid-to-senior level positions across multiple departments. • Develop and execute creative sourcing strategies using a variety of tools (LinkedIn Recruiter, specialized job boards, networking, and referrals). • Screen, interview, and evaluate candidates for both technical capability and cultural alignment. • Partner closely with hiring managers to understand evolving role requirements and provide strategic talent acquisition guidance. • Maintain, audit, and update the Applicant Tracking System (ATS) to ensure data accuracy and compliance.

Role Description We are seeking a dynamic and strategic Vice President, Human Resources Business Partner (HRBP) to lead HR for our global Business AI, Technology and Product (BATP) organization. This role serves as a trusted advisor to senior Technology, Product, Data, and AI leaders, driving organizational effectiveness, talent strategy, workforce planning, leadership capability, and business transformation across a complex global organization. Working closely with executive stakeholders, the VP will help shape people strategies that support growth, innovation, and evolving operating models. The ideal candidate combines strategic thinking with strong execution, brings deep expertise supporting technology-focused organizations, and has a track record of driving meaningful organizational outcomes in fast-paced, global environments. They are passionate about enabling business performance while fostering an inclusive, high-performing culture. Job Responsibilities - Strategic HR Leadership: - Partner with executive leaders and their leadership teams to align people strategies with business objectives. - Serve as a trusted advisor on organizational design, workforce planning, leadership effectiveness, and change management. - Lead people strategies that support transformation, operating model evolution, and business growth across a global technology-focused organization. - Partner with senior Technology, Product, Data, and AI leaders to assess organizational effectiveness and implement changes that improve business performance. - Serve as a member of the senior leadership team, contributing to business decisions and strategy formulation. - Partner with Finance on headcount planning, workforce investments, and related budgetary decisions. - Talent Management and Development: - Develop and execute talent strategies that attract, retain, and develop high-performing technology and product talent. - Evaluate leadership capability and organizational talent needs, building succession and development strategies for critical leadership roles. - Develop and implement leadership development, succession planning, and employee engagement initiatives. - Identify and address capability gaps to build a high-performing and agile workforce. - Employee Relations and Culture: - Foster a positive, inclusive, and high-performing work environment across the BATP organization. - Handle complex employee relations matters in partnership with local Country HR Directors and Centers of Excellence. - Champion a culture of accountability, collaboration, innovation, and continuous improvement. - Performance and Rewards: - Partner with Total Rewards to ensure competitive, equitable, and market-aligned reward programs. - Drive performance management practices that strengthen business results, employee growth, and leadership accountability. - Operational HR Excellence: - Lead HR initiatives, process improvements, and organizational programs that support scalability and effectiveness. - Ensure compliance with applicable labor laws and regulations across multiple geographies. - Use workforce and organizational data to identify trends, diagnose business challenges, and influence decision-making. - Monitor HR metrics and provide actionable insights to support business and talent strategies. - Inspire, Coach & Lead: - Lead, develop, and coach the BATP HR team while fostering a high-performance, high-accountability culture. - Balance strategic leadership with execution in a dynamic environment with evolving priorities. - Drive HR operational excellence while delivering a strong employee and manager experience. Qualifications - 12+ years of progressive HR experience, including senior HRBP leadership experience supporting technology, product, engineering, AI, data, or digital organizations. - Experience partnering with senior technology executives in large-scale, global organizations, influencing decisions related to organizational design, workforce strategy, talent planning, and business transformation. - Proven success leading organizations through growth, transformation, operating model change, restructuring, and other complex business initiatives. - Deep expertise in organizational design, workforce planning, and talent strategy within evolving and complex business environments. - Global HR experience, including multi-country workforce practices, employee relations, and organizational leadership. - Experience supporting technology-led, software, SaaS, analytics, product-centric, or digital-first organizations strongly preferred. - Demonstrated ability to influence and challenge senior leaders, build credibility quickly, and drive alignment across complex stakeholder groups. - Strong knowledge of employment law, HR best practices, and compliance within a global business environment. - Excellent communication, consulting, and problem-solving skills, with the ability to influence, coach, and build credibility with senior leaders. - Bachelor's degree in Human Resources, Business Administration, or a related field required. - HR certification (SPHR, SHRM-SCP) preferred. Benefits - Comprehensive package of benefits including paid time off, medical/dental/vision insurance, and 401(k) to eligible employees. Location Remote, US (CT/ET time zones preferred). As a member of a global HR leadership team, you will partner with leaders and employees across regions while enjoying the flexibility and autonomy of a remote-first environment.

Role Description The HR Director provides strategic and hands-on HR leadership with a strong focus on leader partnership, employee support, HR service delivery, and operational excellence. This role serves as a trusted advisor to leaders and employees, helping resolve workplace matters, strengthen communication, support organizational effectiveness, and ensure HR programs are delivered with a high level of customer service. This position partners closely with the VP of HR, senior leaders, people managers, and the broader HR team to support employee engagement, performance, policy interpretation, employee relations, compliance, and day-to-day HR needs. The ideal candidate is a strong HR generalist leader who can balance strategic guidance with practical support, while creating a responsive and employee-centered HR experience. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field; master’s degree preferred - SHRM-CP or SHRM-SCP certification strongly preferred - 8+ years of progressive HR experience, including 3+ years in a leadership role - Strong background as an HR generalist or HR business partner supporting leaders and employees - Experience providing guidance on employee relations, performance management, policy interpretation, compliance, and organizational effectiveness - Strong knowledge of employment law, HR best practices, and employee lifecycle processes - Experience leading or supporting HR operations, HR programs, and cross-functional HR initiatives - Excellent communication, leadership, coaching, problem-solving, and customer service skills - Proven ability to build trust with leaders and employees while fostering collaboration, accountability, and consistency Requirements - Business Acumen - Customer Focus - Leadership - Employee Relations - Organizational Awareness - Dealing with Ambiguity - Communication - Problem Solving - Strategic Thinking Benefits - Leadership & HR Partnership - Serve as a trusted HR partner to leaders, managers, and employees across the organization - Provide practical guidance and coaching to leaders on employee matters, performance concerns, team dynamics, and workplace issues - Help leaders navigate change, communicate effectively, and build stronger team engagement - Support consistent application of HR policies, practices, and procedures across the organization - Lead, mentor, and support HR team members while promoting a service-oriented HR culture - Employee Support & Customer Service - Ensure employees and leaders receive timely, thoughtful, and solutions-focused HR support - Act as an escalation point for employee questions, concerns, and workplace matters - Promote a positive employee experience by helping resolve issues with professionalism, empathy, and consistency - Partner with HR team members to improve response times, communication, and overall HR service delivery - Identify opportunities to simplify processes and make HR easier to access and understand - Build trust by being visible, responsive, and approachable to both leaders and employees - Employee Relations & Performance Support - Provide guidance on employee relations matters, including conflict resolution, performance concerns, attendance, behavior, and policy-related issues - Conduct or support workplace investigations as needed, ensuring fair, consistent, and well-documented outcomes - Coach leaders on performance management, corrective action, documentation, and employee conversations - Partner with leadership to identify trends and recommend proactive solutions to reduce recurring employee issues - Support a culture of accountability, respect, and open communication - HR Operations & Compliance - Oversee day-to-day HR operations to ensure HR processes are effective, compliant, and aligned with business needs - Advise leaders and employees on the interpretation and application of HR policies, procedures, and employment-related requirements - Support updates and communication of the employee handbook, policies, and HR practices - Partner with HR functional experts on benefits, leaves, compensation, HRIS, payroll, and compliance matters as needed - Ensure employee data, personnel actions, and HR documentation are accurate, timely, and compliant - Support regulatory and compliance processes, including required reporting, audits, and documentation - Organizational Effectiveness & Engagement - Partner with leaders to identify organizational needs and recommend practical people solutions - Support employee engagement efforts, feedback processes, and action planning - Help strengthen manager capability through coaching, guidance, and HR best-practice support - Support workforce planning, role clarity, team structure discussions, and organizational changes - Use employee feedback, HR trends, and data to identify opportunities for improvement Essential Job Functions - Ability to sit or stand at a desk for extended periods of time while working on a computer - Available for virtual meetings in a non-distracted environment - Ability to work independently and meet deadlines - Ability to support leaders and employees in a remote work environment - Ability to manage sensitive and confidential information with discretion - Ability to work a flexible schedule that includes regular business hours - Ability to travel up to 5% as needed