• Respond to the HR area's communication channel (email), assisting employees with questions and operational requests; • Support operational processes for hiring, terminations, promotions, vacations, and system entries/employee records; • Assist with payroll finalization by organizing information such as medical certificates, bonuses, benefits, and other payroll variables; • Schedule periodic medical exams and manage the corresponding certificates; • Maintain organization of employee files and records, ensuring information is up to date and compliant with LGPD; • Support operational internal communications by distributing notices about time banks (compensatory hours), salary adjustments, benefits, and other departmental announcements; • Support internal marketing (endomarketing) activities and company events (birthday coffee gatherings, commemorative dates, coffee breaks, and materials for meetings), coordinating internal areas (Reception, Marketing, Controllership) and external vendors to make them possible; • Support facility management and workspace organization, including operational orders (groceries, coffee, fruit) and monitoring deliveries and inventory; • Support Recruitment and Selection processes when requested: job postings, updating creatives/materials, initial screenings, and scheduling interviews; • Submit to Management any process stages that require validation, in accordance with workflows defined by the HR area.

Role Description As a Human Resources Business Partner (HRBP), you will provide experienced, autonomous generalist HR support across all international markets, building the operational foundations that enable consistent, compliant, and people-first HR delivery at scale, and laying the groundwork for a future HR shared services capability. - Work with market HR leads and central operations to develop coherent, consistent HR policies across all active markets. - Support the rollout and localisation of employment documentation, contracts, and HR frameworks per country. - Coordinate with local legal and Finance contacts on statutory compliance requirements across jurisdictions. - Build and refine standard operating procedures for international HR operations. - Support the upskilling of local HR staff across markets, helping build capability in lean market teams. - Serve as a central HR resource for market teams, providing guidance on employee relations, compliance, and HR best practice. - Manage employee relations cases across markets, escalating appropriately and maintaining thorough documentation. - Lead the standardization of HR reporting across markets, establishing consistent formats and rhythms that give the function clear visibility across all geographies. - Own onboarding end-to-end for international hires, ensuring a consistent and professional experience across markets. - Manage employee lifecycle processes including probation tracking, contract administration, and offboarding. - Maintain accurate, organised, and version-controlled HR records and documentation across all active markets, ensuring data integrity and accessibility across the function. Qualifications - 5+ years of HRBP-level experience, with meaningful exposure across more than one country or market. - Demonstrated ability to operate independently across multiple jurisdictions with varying employment law frameworks. - Comfortable managing employee relations cases with sound judgment and minimal supervision. - Experience developing HR policies and building HR capability in lean or early-stage environments. - Experience working in or providing HR support to developing or emerging market environments is required. Requirements - A minimum of two of the following three languages required, with all three strongly preferred: English, French, and Spanish. - The ability to operate comfortably across languages in a multi-market environment is essential to how this role functions in practice. - Familiarity with employment law and statutory compliance frameworks across multiple jurisdictions is a strong advantage. - Candidates with comparable depth in multi-country HR roles will be considered where experience is directly transferable. Benefits - 📈 401k with a match! - 🩺 Medical Insurance - 🦷 Dental Insurance - 👓 Vision Insurance - 💸 Competitive compensation & equity – We believe in sharing success. - ✈️ Flexible PTO – We focus on impact, not tracking vacation days. We encourage a minimum of 14 days. - 🍽️ In-office lunch, team events & culture

• Designing, piloting, and evolving HR service models using a phased, proof-driven approach including pilots to test, refine, and validate service offerings to determine potential for expansion • Developing initial pilot for above property support, including onboarding a team and establishing a foundational performance infrastructure • Validating opportunities for additional pilots • Actively supporting HR Evolution including evolution of the HR operating model • Leading other global initiatives, such as Great Place to Work

• Build the HR function and serve as a trusted advisor to the executive team, providing strategic guidance on organizational effectiveness, workforce planning, talent strategy, employee relations, and organizational design. • Partner with business leaders to align people initiatives with organizational objectives and operational priorities. • Lead and support employee relations matters, including workplace investigations, performance improvement plans, and conflict resolution. • Coach managers and leaders on performance conversations, employee development, feedback practices, accountability, and policy application. • Design, implement, and build HR programs, processes, and policies that support a safe, innovative, and high-performing workplace. • Drive change management initiatives and ensure the cultural norms and practices that define how we work are established, documented, and sustained through periods of rapid growth. • Partner with Operations and Finance establish GovWorx’s compensation philosophy and job-leveling framework, including building salary bands and promotion criteria from scratch. Additionally evaluate our long-term PEO strategy and benefits approach as the company scales. • Partner closely with IT and Security to ensure HR processes support company compliance obligations, including onboarding and offboarding controls, access management, background checks, policy acknowledgments, security training, audit evidence, and personnel-related requirements tied to SOC 2, CJIS, HIPAA, and other customer or regulatory commitments. • Establish meaningful goals, KPIs, and performance expectations in collaboration with business leaders, aligned to company objectives. • Build the foundational HR infrastructure — documented policies, an employee handbook, compliant onboarding and offboarding workflows, and basic HR technology. • Leverage HRIS platforms, workforce analytics, and organizational data to inform decision-making and measure program effectiveness. • Design and implement GovWorx’s formal performance management process, including review cycles, calibration frameworks, and the manager training to make them work. Succession planning is not a near-term priority at our stage. • Develop and deliver communications, FAQs, and policies that are clear, compelling, and aligned to company values. • Build manager capability through ongoing consultation, training, and practical leadership support. • Influence outcomes through collaboration across a decentralized and matrixed organization. • Manage and develop the current HR Generalist • Lead GovWorx’s recruiting strategy and execution, including managing in-house hiring processes, partnering with hiring managers to define roles and evaluate candidates, and overseeing outsourced recruiting partners when needed to ensure a consistent, high-quality, and compliant hiring experience.