• Serve as a strategic partner to the President and executive leadership team, driving organizational effectiveness, leadership performance, and business results. • Coach, influence, and challenge leaders to make effective decisions on organization, talent, culture, and resource priorities. • Identify and address organizational barriers and opportunities that impact execution, growth, and employee engagement. • Lead workforce planning, operating model, and organization design decisions to ensure the business has the capabilities, capacity, and structure required to deliver its strategy. • Drive organizational transformation initiatives that improve agility, accountability, productivity, and business performance. • Partner with leaders to anticipate future talent and capability needs, including those driven by technology, AI, and changing market demands. • Strengthen leadership capability required for current and future business needs through talent reviews, succession planning, and executive coaching. • Identify, develop, and accelerate high-potential talent while building leadership and team effectiveness across the organization. • Foster a high-performance culture that drives accountability, innovation, growth, collaboration, and continuous improvement. • Lead the people strategy for organizational change, including business transformations, leadership transitions, and growth initiatives. • Champion employee engagement and communication, translating employee feedback into meaningful action and improved experiences. • Drive adoption and effective use of AI-enabled tools and ways of working across the organization while leveraging technology to improve workforce effectiveness and HR impact. • Lead and develop a high-performing HR team, ensuring delivery of strategic partnership, operational excellence, and integrated people solutions.

• Partner with leadership to drive people strategy and align HR initiatives • Ensure alignment between business goals and HR initiatives • Lead talent management efforts, including performance management and career pathing • Act as a key resource for employee relations, providing guidance on conflict resolution • Implement programs that promote an inclusive work environment • Utilize HR analytics to track and measure the success of HR programs

• Partner with the HRBP Lead to support leaders and managers across assigned business groups. • Help prepare leaders for performance management, talent reviews, calibration sessions, and employee conversations. • Support organizational design and workforce planning initiatives. • Assist with change management efforts, team restructures, and organizational communications. • Help drive employee engagement survey administration, analysis, action planning, and follow-up. • Support employee listening strategies including focus groups, skip-level meetings, and pulse surveys. • Identify themes and trends across employee feedback and provide recommendations for improvement. • Partner with managers to create meaningful team-level action plans. • Support performance review cycles, talent assessments, calibration sessions, and succession planning initiatives. • Assist managers in creating development plans and growth opportunities for employees. • Help maintain consistency in performance management practices across the organization. • Support promotion and career development processes. • Partner on manager training and leadership development programs. • Help build scalable people programs that improve manager capability and organizational effectiveness. • Assist in developing resources, toolkits, and frameworks that help managers navigate people-related challenges. • Support workforce planning and headcount planning exercises. • Partner with the HRBP Lead on employee relations matters. • Assist with investigations, performance management processes, coaching plans, and employee concerns. • Track trends and recommend proactive interventions to improve team health and manager effectiveness. • Analyze people metrics and provide insights around engagement, retention, performance, turnover, and organizational health. • Build presentations and executive-ready summaries for leadership teams. • Use data to identify trends, risks, and opportunities within supported organizations.

• Act as an SAP HR functional consultant, responsible for analysis, configuration, and support of Human Resources modules. • Gather requirements from the client, propose solutions, and perform system parameterization in SAP. • Conduct tests, deliver training, and produce technical documentation. • Support the team and clients in resolving questions and issues related to SAP HR.