• Partner with leadership on headcount planning, organizational design, role clarity, and scaling strategy aligned with company goals. • Build scalable recruiting processes, interview frameworks, onboarding programs, and hiring manager enablement to support rapid growth with high quality. • Design performance management, feedback cycles, goal-setting frameworks, and career progression systems that drive accountability and growth. • Own compensation philosophy, leveling frameworks, equity programs, benchmarking, and benefits strategy to attract and retain top talent. • Coach and support managers on hiring, feedback, performance management, employee development, and difficult conversations. • Own HR operations including payroll, benefits administration, employment compliance, policies, documentation, and HR tooling. • Design and continuously improve onboarding, engagement, retention, and employee communications across a remote-first workforce. • Help articulate and reinforce company values, operating norms, and leadership behaviors as Astra scales. • Build people analytics and dashboards to inform leadership decisions on retention, performance, hiring velocity, and organizational health. • Partner with legal and finance on employment risk, policy compliance, investigations, and sensitive employee matters.

• Architect and lead the full ecosystem of internal programs, systems, and experiences that power our employee lifecycle. • Operate as the product leader for the People function, owning the strategy, execution, and continuous improvement of critical People programs. • Define how Luxury Presence scales its culture, leadership, and talent experience across a growing workforce. • Ensure people programs are world-class, data-driven, and built for the future of AI-enabled work. • Help attract, engage, develop, and retain top talent.

• Lead, organize, and drive culture and engagement strategy for a growing and diverse virtual workforce • Improve and enhance the employee experience from sourcing through separation/retirement • Support new hire orientation, recognition, internal communications, and mentorship programs • Develop and steward culture-building initiatives that reinforce company values and the employee experience • Serve as a trusted advisor to leaders on building engaged, inclusive teams and embedding culture into operational practices • Lead the design, execution, and communication of engagement surveys, pulse checks, and feedback mechanisms • Translate survey insights into enterprise-level action plans, tools, and resources to activate and encourage employee engagement year-round • Equip leaders—particularly leaders in our operational environments—with the tools, training, and accountability needed to foster high engagement within their teams • Drive execution of the company’s strategy, ensuring alignment to company-wide annual goals and quarterly objectives • Stay current on external trends and best practices in engagement and inclusion, bringing innovative approaches to the organization • Consistently demonstrate company values in daily work, acting as an example for peers • Organize and execute virtual team-building activities, lunch & learns, workshops, and culture-related virtual and in-person events • Act as a conduit between leadership and team members, providing feedback and ensuring company-wide alignment • Support People Department, recruiting, and company-wide marketing efforts • Support Business Operations and other assigned functions as necessary • Work directly with the Company President and Principals to execute annual and quarterly company priorities

• Configure, maintain, and optimize people technology platforms, focusing on Workday • Act as a technical subject matter expert, managing user access and troubleshooting complex system issues • Implement customizations that enhance productivity and ensure seamless team collaboration • Responsible for the architecture of Workday integrations, including EIBs, Core Connectors, and Cloud Connect • Develop advanced custom processes, reports, and calculated fields • Partner with HR, Payroll, Finance, and IT teams for high-level support and enhancements • Provide troubleshooting support for Workday module configuration, particularly Payroll and Time Tracking modules • Identify, validate, and test business processes and configuration updates related to changes or improvements • Analyze and investigate system issues and updates, keeping Workday knowledge current • Develop and maintain business processes within Workday functional modules • Execute system changes, manage and troubleshoot data loads and system integrations • Monitor recurring issues and proactively identify potential sources of increased efficiency.