• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and employees. • Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members. • Provide comprehensive guidance on Remote's Employee Relations resources, helping clients navigate complex workplace scenarios. • Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward. • Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases. • Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations. • Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders. • Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle's internal stakeholders. • Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes. • Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and employees. • Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members. • Provide comprehensive guidance on Remote's Employee Relations resources, helping clients navigate complex workplace scenarios. • Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward. • Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases. • Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations. • Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders. • Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle's internal stakeholders. • Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes. • Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

• Provide HR admin platform support and troubleshooting • Assist with census management and data questions • Support enrollment dashboard usage and navigation • Handle funding and invoice inquiries • Manage and resolve Zendesk tickets efficiently • Handle employee situations and general benefits inquiries • Support employees with benefits questions • Research carrier databases for in-network providers • Research carrier formularies for covered medications • Assist with general plan information and benefits explanations • Participate in merged calls with insurance carriers to resolve member issues • Work directly with insurance carrier representatives to resolve complex member escalations • Assist employees with shopping and plan comparison • Provide platform navigation assistance to employees • Resolve member portal access issues • Help interpret carrier communications • Process Qualifying Life Event (QLE) support requests • Support new hire enrollment assistance • Document interactions thoroughly in Zendesk • Identify and escalate patterns and systemic issues • Provide feedback on product friction and carrier performance • Contribute to knowledge base and self-service resources • Participate in continuous improvement initiatives

Role Description In HR Executive Management for the group function Group Leadership and Executive Management, you will advise and support executives in a large, internationally positioned client area supporting DT segments across all individual HR-related matters, such as compensation, performance management and contractual topics. - Advise executives on complex, often cross-border cases as well as on demanding employment and HR legal matters, taking into account different national regulations. - Develop viable solutions, implement them and take responsibility for negotiating and drafting contracts, such as employment contracts, contract amendments and termination agreements, in an international context. - Actively drive the introduction and rollout of selected HR products within the client area. - Manage and take responsibility for executive recruiting processes — from job postings and collaboration with international executive search firms to selection processes, interviews and quality gates. - Support compensation decisions based on international benchmarks and take responsibility for contract preparation through to onboarding. - Facilitate and manage functional placement and succession management conferences with top executives. - Lead alignment rounds for performance and potential assessments across country borders. - Prepare executive-relevant topics for key governance bodies, such as the Corporate Spokespersons’ Committee and Supervisory Boards, and represent these topics with confidence — also in an international context. - Lead strategic HR projects, often spanning multiple functions and countries, and represent Executive Management in cross-functional initiatives at segment and Group level. Qualifications - Successfully completed a degree in business administration, law, international management or a comparable field. - Several years of professional experience in Human Resources Management, HR Business Partnering or HR project management. - Several years of experience as an HR Business Partner in a complex, ideally international corporate environment. - Sound experience in supporting senior leaders up to top management level. - Very good knowledge of key HR core processes, including performance management, compensation, talent management and succession management. - Strong advisory skills and a confident presence at top management level. - High integrity, discretion and trustworthiness when dealing with sensitive topics. - Strong analytical and conceptual thinking combined with a clear focus on implementation. - Confidence in complex and conflict-prone situations, as well as strong negotiation skills. - The ability to effectively involve and manage different stakeholders. - Excellent facilitation and communication skills, also in demanding settings such as performance and placement rounds. - A strong focus on quality, speed and impact — a true “Leading Attitude”. - A proactive, solution-oriented and entrepreneurial mindset. - The ability to work both operationally and strategically, and to set priorities with confidence. - A team-oriented approach and willingness to take ownership in a dynamic environment. - Fluent German and English language skills, including strong negotiation proficiency. Benefits - Balance between work and personal life. - An attractive and extensive work-life balance portfolio. - Over 25 different benefits to improve personal and professional life, including: - Financial benefits. - Benefits with focus on learning and development. - Benefits with focus on health and sport. - Benefits with focus on family and work-life balance. - Other benefits. - Final salary is negotiable, with a base salary depending on seniority level and previous experience. - Base salary will not be lower than 1800 € /brutto. - Remote working possibility is only available within Slovakia due to European taxation regulation.