• Responds to employee relations matters and counsel managers on employment law • performance management, and best practices for effective employee relations. • Proactively partners with leaders to address high volumes of complex performance and conduct issues • providing guidance to minimize risk and protect the business. • Coaches managers on effectively identifying and distinguishing between performance deficiencies and behavioral concerns • Ensures consistent, compliant resolution strategies aligned with established disciplinary process. • Counsels on how to provide constructive feedback, write effective disciplinary actions, and provide clearly written objectives and performance evaluations. • Partners with the National Service Center representatives on internal investigations as well as complex personnel issues. • Educates managers regarding the spirit and intent of laws, regulations, and company policy. • Investigates employee complaints of policy violations recommending resolutions to key stakeholders. • Provides excellent customer service through effective resolution of issues. • Ensures strict adherence to confidentiality and sensitivity in handling all aspects of private data and confidential matters. • Maintains accurate employee records & input personnel changes within the HRIS (OracleHCM).

• 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.

• Serve as the primary HR point of contact for assigned departments, providing guidance and solutions on people-related matters. • Support managers in implementing performance improvement plans and documenting employee relations matters. • Maintain current knowledge of Employee Handbook, Operations Manual and Environmental Health & Safety Manual. • Maintain compliance with employment laws, regulations, and internal policies. • Ensure employment documentation and records are accurate, secure, and audit-ready. • Recommend and implement process improvements that leverage automation and emerging technologies. • Partner with department leaders to develop and execute workforce strategies that support operational priorities and long-term objectives. • Provide consultative guidance on organizational design, talent planning, and leadership development. • Support change management initiatives, ensuring smooth transitions during organizational shifts and growth periods. • Use HR data, analytics, and predictive insights to improve decision-making, retention, and performance outcomes. • Work cross-functionally with internal partners to resolve HR matters and challenges. • Champion a high-performance culture by implementing effective performance management processes and coaching leaders on feedback, goal setting, and career growth. • Partner with managers to address employee relations issues, ensuring fair, consistent, and compliant resolutions. • Collaborate with Learning & Development to create targeted training and leadership programs. • Lead engagement strategies that enhance retention and strengthen employee connection in a remote-first organization.