• Support the planning, coordination, and delivery of People projects, keeping activities on track and ensuring milestones are achieved. • Maintain master project plans, action logs, and documentation, proactively escalating risks or blockers where appropriate. • Coordinate several projects and workstreams simultaneously, adapting quickly to changing business priorities while maintaining high organisational standards. • Track project progress, budgets, and key performance measures to produce clear updates and reports. Help measure project outcomes and contribute to post-implementation reviews. • Build positive relationships across HR, Technology, Communications, and Learning & Development to prepare engaging project updates, presentations, and meeting materials. • Identify opportunities to simplify ways of working, improve processes, and maximise the value of technology and AI within the People function.

• You'll be the dedicated people manager for all Product Owners • Line management of all POs - 1:1s, performance conversations, and compensation reviews done with both clarity and care • Career development for every PO - levelling, individual development plans, and an honest path forward • Team health - engagement, conflict resolution, retention, and catching burnout before it becomes a problem • Hiring and onboarding end-to-end - from role definition through to final hire decision • Capacity allocation in partnership with product leadership - balancing where people are needed against where they need to grow • A real PO community with rituals people actually value - peer learning, retrospectives that improve how the function works • Define and keep alive the career ladder and competency framework

• Build scalable People Operations processes from the ground up, creating systems that enable the company to grow while staying lean • Support recruiting operations, including interview scheduling, candidate coordination, ATS administration, reporting, and recruiting metrics to provide visibility into hiring health across the organization • Own benefits administration end-to-end, including enrollment, employee support, vendor management, compliance, annual renewals, and continuous improvements to the employee experience • Own HR compliance administration across multiple states, including claims management, compliance, and coordination with insurance carriers and external partners, catching gaps before they become liabilities • Own onboarding execution, including employment documentation, HRIS setup, benefits enrollment, and first-day readiness • Support compensation planning, market benchmarking, equity administration, and annual compensation review cycles in partnership with leadership • Serve as the primary point of contact for employee questions related to benefits, policies, and HR operations, exercising sound judgment on when to resolve issues independently versus when to involve leadership or outside counsel • Own and continuously improve HR systems, documentation, workflows, and reporting to increase operational efficiency and reduce administrative burden

• Serve as a strategic People Partner to leaders across an assigned portfolio of programs and departments, with accountability for driving the people agenda and talent strategy. • Partner with leaders and the People Team to develop and execute people strategies related to performance management, organizational design, change management, employee engagement, and workforce planning. • Deliver a seamless People Team experience by coordinating and influencing key partners across Talent Acquisition, Total Rewards, People Operations, and Employee Experience to meet business and employee needs. • Coach and advise leaders to strengthen team effectiveness, leadership capability, and organizational performance. • Lead annual compensation, performance review, and talent planning processes, while supporting engagement, diversity, equity, and inclusion (DEI) goals and other people-related initiatives. • Partner with People Team experts to design and implement DEI strategies, programs, metrics, and solutions that advance an inclusive workplace. • Translate organizational strategy into talent plans by identifying future workforce needs and partnering with leaders to attract, develop, retain, and deploy talent. • Proactively assess organizational needs and lead change initiatives that align team structures, talent, and capabilities with business priorities. • Drive long-term organizational and talent strategies, including organizational design, leadership effectiveness, and change management efforts that improve impact and scalability. • Leverage HR technology and people analytics to identify trends, inform decisions, and proactively address workforce challenges and opportunities. • Monitor and improve key people metrics, including engagement, retention, diversity, inclusion, learning, and leadership effectiveness. • Lead workforce planning efforts, partnering with leaders to forecast talent needs and align hiring and talent strategies with organizational objectives. • Assist as needed with Recruitment.