• Serve as the senior Human Resources advisor to the CEO/COO and executive leadership team. • Develop and execute a long-term people strategy aligned with organizational growth objectives. • Partner with executive leadership on organizational design, succession planning, workforce planning, leadership effectiveness, and talent strategy. • Provide executive coaching and consultation on organizational effectiveness, performance management, employee relations, and leadership development. • Utilize workforce analytics and business metrics to support executive decision-making and organizational planning. • Lead enterprise-wide change management initiatives while ensuring a positive employee experience throughout periods of growth and transformation. • Foster a culture of accountability, transparency, continuous improvement, and employee engagement.

• Configure, maintain, and support Workday functionality and feature enhancements. • Manage system requests and improvements using agile project methodologies. • Support ongoing system maintenance and ensure service requests are resolved within established SLAs. • Stay current on Workday releases and assist with testing, deployment, and release management activities. • Analyze existing workflows and identify opportunities to improve efficiency, compliance, and user experience. • Perform gap analyses and recommend scalable system solutions when business needs evolve. • Develop and maintain documentation, configuration records, process maps, and user guides. • Monitor and maintain HR data quality, accuracy, consistency, and integrity across systems. • Support compliance with data privacy regulations and company governance standards. • Build reports, dashboards, and analytical models that provide actionable workforce insights and support data-driven decision-making. • Troubleshoot technical issues and partner with stakeholders to resolve system challenges. • Deliver training sessions, demonstrations, and guidance to business partners and team members. • Provide exceptional customer service while collaborating effectively across teams. • Support additional HR technology initiatives and projects as needed.

• Lead and develop best in class People Business Partners • Hire, develop, and grow people-facing business partners • Lead a team whose job is exceptional stakeholder support and operational excellence • Build accountability structures, performance expectations, development paths, and operating standards • Lead monthly People Strategy Meetings with operations stakeholders • Be a trusted advisor and thought partner to the VP of PEP • Spot risk early and recommend moves that matter • Lead the field-side rollout of enterprise People initiatives • Guide leaders and teammates through restructures and workforce actions • Carry labor strategy into the field • Own the People Business Partner workstream for acquisitions and joint ventures

Role Description The Global People Operations Specialist (Tier 1) provides advanced HR operations support, owning complex, sensitive, and high-risk employee cases that require sound judgment, deep system knowledge, and excellent attention to detail. This role operates with a high degree of autonomy and is accountable for accurate, compliant, and timely execution of nuanced HR transactions that have material business, legal, and employee-experience impact. - Owns high-risk Workday and case transactions requiring a high degree of accuracy across onboarding, offboarding, compliance, and confidential HR operations. - Applies professional judgment when policies, systems, or precedent are unclear. - Autonomously determines the appropriate course of action for cases that fall outside standard Tier 1 workflows. - Solves problems that do not have documented workflows, requiring investigation, root-cause analysis, and cross-team coordination. - Validates approvals, documentation, and downstream impacts to prevent financial, legal, or reporting errors. - Proactively identifies process gaps and system inconsistencies. - Supports training, documentation, and continuous improvement efforts. - Meets accuracy, compliance, and SLA expectations. - Maintains specialized knowledge on employee matters, assisting them with questions & necessary transactions. Qualifications - Requires a minimum of 2 years of related experience. - Proficiency in navigating and executing complex transactions within HRIS platforms (specifically Workday) spanning onboarding, offboarding, and data compliance. - Proven ability to autonomously investigate ambiguous, undocumented cases, identify core process gaps, and develop effective resolutions. - Exceptional accuracy in validating sensitive employee documentation, approvals, and data entries to mitigate financial, legal, and reporting risks. - Excellent relationship-building skills to effectively coordinate across diverse, downstream teams (e.g., Payroll, Legal, IT) and Tier 1 support channels. - Experience managing escalated employee inquiries, prioritizing complex workloads, and consistently meeting strict Service Level Agreements (SLAs). - Ability to translate complex workflows into clear standard operating procedures (SOPs), training materials, and documentation to support continuous improvement. Benefits - Quarterly bonuses. - Restricted Stock Units (RSUs). - Paid Time Off policy. - Region-specific benefits. Salary Range Disclaimer The base salary range represents the low and high end of the Indeed salary range for this position in the given work location. Actual salaries will vary depending on factors including but not limited to location, and experience. The range(s) listed is just one component of Indeed's total compensation package for employees. Compensation may also vary based on where a role is performed, as work locations are grouped into geographic pay tiers to reflect cost of labor differences in different geographic markets. Salary Range Transparency Tier 2 - Ireland 39,000 - 59,000 EUR per year. EEO and Accommodations Indeed is deeply committed to building a workplace and global community where inclusion is not only valued, but prioritized. We’re proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, family status, marital status, sexual orientation, national origin, genetics, neuro-diversity, disability, age, or veteran status, or any other non-merit based or legally protected grounds. Inclusion & Belonging Inclusion and belonging are fundamental to our hiring practices and company culture, forming an integral part of our vision for a better world of work. At Indeed, we’re committed to the wellbeing of our employees and on a mission to make this the best place to work and thrive.