• Reviews, tracks, and documents compliance with mandatory and non-mandatory training (e.g., anti-harassment, regulatory) using HRIS platforms like Workday, and leverages AI-assisted reporting to flag completion gaps and generate compliance summaries. • Performs routine HR program support across compensation, benefits, leave, disciplinary matters, and performance management — using tools Microsoft Copilot to draft documentation, meeting notes, and corrective action write-ups. • Maintains compliance with federal, state, and local employment law by using AI-assisted policy review tools and subscribing to regulatory update feeds; applies judgment to translate regulatory changes into updated internal practices. • Stays current on HR trends, technology, and employment law — including emerging AI tools for talent management, predictive analytics, and employee engagement — and brings relevant insights back to the team. • Develops and updates HR processes and procedures in partnership with HR leaders, using tools like Copilot in Word to draft, version, and standardize documentation efficiently. • Participates in employee engagement initiatives, supporting analysis of survey data to surface insights that inform key results and objectives. • Exercises professional judgment on day-to-day employee relations matters — corrective actions, PIPs, exit interviews — using AI drafting tools to ensure consistent, legally sound written communications. • Supports Business Partners with complex employee relations issues, including preparing documentation and synthesizing case history using AI-assisted search and summarization within your HRIS. • Facilitates HR meetings and trainings, using Copilot in Teams for real-time notes, action item capture, and follow-up generation. • Contributes to corporate HR initiatives and project work, applying AI tools to accelerate research, data analysis, and deliverable creation across cross-functional projects.

• Own and develop the Life at Nectar Social employer branding strategy. • Build Nectar’s presence as a desirable workplace across LinkedIn, Instagram, and other relevant platforms. • Create and manage content calendars for employer branding and culture-focused campaigns. • Capture and share employee stories, team highlights, office moments, events, achievements, and behind-the-scenes content. • Partner with design and marketing teams to create high-quality visual content, videos, posts, reels, and campaigns. • Ensure all employer branding content reflects Nectar’s culture, tone, values, and visual identity. • Track engagement and continuously improve employer branding campaigns based on performance. • Build and manage relationships with universities across Pakistan, especially in Lahore and other key talent markets. • Develop campus branding initiatives to position Nectar Social as a preferred employer for fresh graduates. • Organize university sessions, tech talks, career fairs, ambassador programs, and student engagement activities. • Create long-term graduate hiring pipelines for engineering, product, design, marketing, and operations roles. • Work with the Talent team to plan annual fresh graduate hiring campaigns and internship programs. • Identify top universities, societies, faculty members, and student groups for strategic partnerships. • Plan and execute in-house events that strengthen Nectar’s culture and employee experience. • Lead initiatives around office events, team activities, onboarding moments, celebrations, offsites, speaker sessions, and community-building activities. • Support the development of a strong internal culture that reflects Nectar’s values and growth mindset. • Partner with Operations to make the office experience more engaging, welcoming, and memorable. • Create content and campaigns around internal events to showcase Nectar’s culture externally. • Partner with the Talent team to support hiring campaigns for priority roles. • Create recruitment marketing content for open roles, hiring drives, and talent campaigns. • Help improve candidate-facing communication, job posts, hiring announcements, and employer brand touchpoints. • Support initiatives that improve how candidates experience Nectar from first interaction to onboarding. • Build campaigns that help attract high-quality candidates across experienced and early-career talent pools.

• Serves as a primary point of contact for employee inquiries, managing and responding to requests received through shared inboxes, collaboration tools, and other intake channels; triages inquiries, resolves routine issues, and escalates complex matters as appropriate. • Supports the day-to-day operations of People Operations by coordinating employee lifecycle activities, including onboarding, offboarding, and employee changes, ensuring a seamless and positive employee experience. • Maintains HRIS data integrity by processing employee transactions, ensuring accurate and timely updates to employee records and supporting data validation and auditing activities. • Provides backup support for payroll operations, including reviewing payroll reports, assisting with payroll cycles, and supporting compliance with multi-state payroll tax requirements, as needed. • Maintains documentation of payroll and People Operations processes to support internal controls, audit readiness, and business continuity. • Supports compliance with federal, state, and local employment and payroll laws, ensuring proper documentation, record retention, and adherence to internal policies and procedures. • Collaborates cross-functionally with teams such as Total Rewards, Finance, and Talent. • Experience to ensure accurate data flow and alignment across systems and processes. • Monitors trends in employee inquiries and operational workflows, contributing to the development of knowledge base content, standard operating procedures, and process improvements to enhance efficiency and service delivery. • Evaluates People Operations processes, identifying opportunities for increased efficiency, improved controls, and enhanced employee experience; participates in implementation of process improvements. • All other duties as assigned.

• Serve as a primary point of contact for employee relations matters, including performance concerns, interpersonal issues, investigations, and complex workplace scenarios • Coach managers through difficult conversations, feedback delivery, performance management, and documentation • Provide consistent, fair, and legally sound guidance across key employee lifecycle moments • Act as a trusted advisor to leaders on people-related risks, decisions, and trade-offs • Partner with the Head of People to translate company strategy into people practices that are right-sized for scale • Identify patterns and systemic issues early and recommend practical, upstream interventions • Serve as a change partner to leaders, helping design, position, and operationalize organizational changes to drive understanding, adoption, and trust • Support performance management processes, goal-setting, feedback cycles, and manager capability building • Partner with leaders on team structure, talent and succession planning, and ways of working that enable strong performance and sustainable growth • Help managers navigate underperformance, role clarity challenges, and organizational change • Reinforce a culture of high performance without unnecessary bureaucracy • Lead the offboarding and separation experience with employees and managers, including exit interviews, separation agreements, and coordination with Finance • Partner on compensation cycles end to end, including merit and promotion rounds, off-cycle adjustments, and preparing change-of-salary and promotion letters • Serve as a trusted point of contact for manager and employee compensation questions, using judgment on what to resolve directly and what to escalate • Help build and refine People processes, templates, documentation, and manager resources • Partner on tools and workflows that improve consistency, efficiency, and employee experience • Balance compliance, speed, and sound judgment as the company grows • Partner with the Head of People to support change initiatives (e.g., policy updates, process shifts), including re-education, leader enablement, and reinforcement • Partner with People Ops, Legal, and Finance to ensure compliance with federal, state, local, and our local partners with regard to international employment laws • Support leave administration, policy application, and complex employee situations • Help ensure People practices are defensible, consistent, and aligned with company values • Act as the point of contact for work authorization needs, including H-1B, STEM OPT and Form I-983, and TN visa reviews • Partner with immigration counsel on case strategy and coordinate with candidates, employees, and hiring teams through each step