• Strategic HR & Culture Leadership • Develop and implement People & Culture strategy aligned with business growth goals • Build and maintain a high-performance, accountability-driven culture • Design and oversee career progression frameworks (tiers, salary progression, promotions) • Lead staff engagement initiatives for remote teams • Act as internal advisor to leadership on people-related decisions • Talent Lifecycle Management • Develop onboarding frameworks for new hires • Manage compliant onboarding processes (contracts, documentation, benefits enrollment) • Oversee full and proper staff offboarding process (conducting exit interviews) • Implement structured performance review cycles • Oversee payroll coordination and compensation structuring

• Lead the design and execution of people programs that support organizational growth, engagement, and performance. • Partner with executive leadership to identify workforce needs, talent strategies, and organizational development priorities. • Develop scalable onboarding, performance management, leadership enablement, and career development frameworks. • Ensure people initiatives align with business priorities, company values, and long-term organizational sustainability. • Support organizational design initiatives including role clarity, leveling frameworks, and workforce planning. • Establish programs and feedback mechanisms that strengthen employee engagement, retention, and workplace effectiveness. • Serve as a trusted and objective resource for employees and managers in navigating workplace challenges and development opportunities. • Create and maintain clear expectations and frameworks around communication, conduct, and team collaboration. • Measure and improve employee experience through engagement surveys, retention analysis, and workforce insights. • Maintain accountability for HR compliance across all regions where aytm operates. • Partner with Legal, Compliance, and Security teams to ensure People programs align with regulatory requirements, internal policy frameworks, and certification obligations. • Oversee policy development, training, documentation, and enforcement. • Ensure People processes support audit readiness and risk mitigation efforts. • Maintain neutrality, confidentiality, and ethical standards in all People-related matters. • Own and continuously improve HRIS, ATS, performance management, and People analytics platforms. • Drive adoption of scalable systems, automation opportunities, and operational workflows that improve efficiency and data accuracy. • Oversee benefits administration, compensation program support, and open enrollment processes. • Develop and maintain People Operations documentation, training materials, and execution standards. • Partner with leadership to design recruiting strategies aligned with growth and hiring quality. • Oversee workforce planning, hiring pipeline forecasting, and recruiting process optimization. • Support compensation frameworks, leveling architecture, and career growth pathways. • Lead and develop the People Operations team through coaching, accountability frameworks, and professional development programs. • Establish execution standards, documentation rigor, and program scalability across the People function. • Partner cross-functionally to ensure alignment between People initiatives and operational execution. • Establish workforce metrics and dashboards that provide visibility into engagement, retention, hiring effectiveness, and organizational health. • Translate workforce insights into executive-ready reporting that supports strategic decision making. • Support leadership planning cycles, retrospectives, and business reviews with data-driven People insights.

• Conduct end-to-end recruitment processes for sales, customer service, technology, marketing, and regulatory areas. • Develop talent attraction strategies aligned with the profile of a scaling startup. • Structure competency-based interview tracks and assess cultural fit. • Implement and oversee the onboarding process for new hires. • Ensure alignment with organizational culture, compliance, and regulatory standards. • Monitor probation periods and early adaptation and performance indicators. • Support the establishment of individual goals and performance indicators. • Conduct performance review cycles and provide structured feedback. • Track individual development plans. • Conduct employee engagement/organizational climate surveys and propose action plans. • Support leaders in developing high-performing teams. • Act in conflict prevention and internal mediation. • Monitor metrics such as turnover, absenteeism, cost-per-hire, and average time-to-fill. • Prepare strategic reports for the executive team.

• Define org design frameworks and reporting clarity • Maintain role ownership discipline across functions • Ensure hiring plans align with strategic capacity needs • Oversee performance review frameworks • Maintain high bar hiring and retention standards • Identify capability gaps early • Align pay structures with measurable output • Build variable compensation logic tied to outcomes • Strengthen accountability culture • Protect speed and clarity in decision-making