Title: Sr. Human Resources Business Partner Location: Remote - California Job Description: The Senior Human Resources Business Partner (Sr HRBP) serves as a strategic business partner to various business unit groups, exercising independent judgment to provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies. The Sr HRBP works closely with HR and business unit leadership as a trusted advisor and thought partner to shape and drive strategic HR direction that optimizes people, structure, and culture, with the goal of achieving business results and fostering a positive work environment. Acts as the primary HR contact and strategic advisor for assigned business units in the areas of recruitment, employee relations, benefits, compensation, performance management, and talent development, exercising sound independent judgment on complex and ambiguous matters. Operates independently with senior leadership, exercising judgment on approach without requiring direction on how to engage at the executive level. Major Responsibilities - (35%) HR Consulting - Maintain a deep, forward-looking understanding of the organization's current needs and future direction, proactively advising business decisions to account for people-implications (e.g., culture, retention, development, etc.) and minimize company risk. - Actively influence leadership discussions by providing proactive insight, challenging assumptions when appropriate, and recommending people strategies aligned business objectives. - Independently gather and analyze data (e.g., employee turnover, employee satisfaction survey, exit interview feedback, etc.) to develop, drive, and implement effective plans for resolution. - Leverage deep HR expertise and organizational knowledge to independently advise on complex, ambiguous people-related challenges, delivering business-aligned solutions. - Represent client group interests within the HR function on program initiatives and activities, balancing advocacy for business needs with support of broader HR strategy and objectives, often shaping that strategy directly. - Independently diagnose complex or ambiguous organizational challenges using data and business insights, exercising judgement to recommend and implementing solutions that improve performance, retention, and engagement without requiring direction on approach. - (25%) Workforce Planning - Identify division needs and opportunities, to lead management in creating and implementing development and succession plans for their departments, driving alignment with broader talent strategy. - Lead complex workforce structure changes, including job description development, risk assessment, change management, and communications, exercising sound judgment and thoughtful execution. - Serve as a strategic partner to business leadership and Talent Acquisition throughout the recruitment and onboarding process, proactively identifying and addressing staffing needs. - Serve as the primary HR advisor on base pay recommendations for assigned client groups, including complex, sensitive, or high-impact situations. Independently assess business, organizational, and talent considerations to develop and advocate for compensation recommendations, influencing leaders through sound judgment while ensuring alignment with established compensation programs, guidelines, and practices. - Lead on organizational design and organizational capability building, partnering with leaders to shape team structures and develop capabilities needed to support business goals. - Lead change adoption, guiding leaders and teams through complex structural and cultural change. - (20%) Performance Management & Employee Relations - Partner with leadership to consult on and help shape year-round performance management activities based on established company programs (i.e., goal setting, performance management process, etc.). - Lead divisional management in the areas of performance management, including coaching, training and development, and appropriate disciplinary actions in accordance with company policy, exercising independent judgment and keeping HR management informed on higher-risk or precedent-setting matters. - Serve as a trusted advisor to employees and managers across the organization on complex or sensitive employee relations issues, coaching, and conflict resolution. - Independently lead and conduct thorough and objective internal investigations related to complex or high-risk employee relations issues, ensuring findings are well-documented and resolutions align with company policy, legal requirements, and best practices to maintain a fair and respectful workplace. - Leads employee separation activities, exercising independent judgment in alignment with business, Legal, and HR management. - Serve as a trusted advisor and coach to senior leaders on leadership effectiveness, organizational dynamics, team performance, and complex people-related decisions, .exercising independent judgment on how best to advise and challenge executive-level thinking. - (20%) HR Administration - Exercise sound judgment to interpret HR policy in ambiguous or complex situational contexts, offering guidance in support of both compliance and the workforce. - Support the implementation of HR programs, policies, and change initiatives, providing meaningful insight to inform their design and ensuring effective adoption among the employee population. - Partner with HR functional teams to deliver integrated, scalable enterprise solutions, and help shape enterprise HR programs and policies. - Take an active leadership role in cross-functional HR projects and initiatives as assigned. - Serve as a subject matter expert (SME) to the broader HR team as needed, providing guidance, best practices, and consultative support on complex determined by organizational needs and/or assignment. - Manage current and accurate headcount reporting and org charts for assigned client groups. - Responsible for all HR activities (e.g., transfers, job changes, ad hoc reporting, etc.) in support of assigned client groups. - Ensure timely, accurate administration of HR tasks, maintaining data integrity and compliance with company policies and processes. - Mentor and coach less experienced HRBPs, sharing best practices and providing consultative guidance to strengthen the broader HR team. - Perform other duties as assigned - Comply with all policies and standards - The preceding functions have been provided as examples of the types of work performed by employees assigned to this job classification. Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job Work Experience - 8+ years progressive experience in human resources roles required - 5+ years experience in an HR Business Partner or related role directly supporting senior leadership with demonstrated ability to operate independently required - 2+ years experience providing strategic HR recommendations and innovative solutions for business and operational challenges for complex business and operational challenges with minimal oversight required - Direct work experience supporting CA based operations with strong comprehension of CA employment law Education - Bachelor Degree in Arts/Sciences (BA/BS) Human Resources Management Preferred Licenses and Certifications - SHRM Certified Professional (SHRM-CP) - Society for Human Resource Management (SHRM) Preferred Upon Hire - SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management (SHRM) Preferred Upon Hire - Professional in Human Resources (PHR) - HR Certification Institute (HRCI) Preferred Upon Hire - Senior Professional in Human Resources (SPHR) - HR Certification Institute (HRCI) Preferred Upon Hire Knowledge, Skills, Abilities - Deep, cross-functional knowledge across HR functional areas, including compensation, benefits, workforce planning, talent development, and performance management. (Intermediate-Advanced) - Working knowledge of employment law and regulations with demonstrated ability to interpret and apply employment law to complex, ambiguous, or high-risk situations. (Intermediate-Advanced) - Advanced knowledge of HR principles and practices with demonstrated ability to apply that knowledge to exercise sound, independent judgment on complex and ambiguous matters. (Advanced-Authority) - Must adhere to highest degree of professionalism and strict confidentiality with highly sensitive information. (Advanced-Authority) - Ability to provide high level of integrity and trust, providing sound and guidance with minimal direction. (Intermediate-Advanced) - Ability to drive human resources strategies and programs from concept to execution. (Intermediate-Advanced) - Consultative and relationship-building skills, with a ability to establish credibility and authority as a trusted advisor to leaders across the organization. (Advanced-Authority) - Strong interpersonal skills, including the ability to collaborate, influence, negotiate, resolve conflicts, and effectively coach across all levels. (Intermediate-Advanced) - Strong analytical and problem-solving skills, with the ability to navigate ambiguity and complexity. (Intermediate-Advanced) - Strong business acumen, with the ability to translate business strategy into workforce priorities that drive organizational effectiveness and business performance. (Intermediate-Advanced) - Must be an organized, result-oriented individual with the ability to prioritize and manage multiple complex initiatives simultaneously. (Developing-Intermediate) - Outstanding verbal, listening and written communication skills. (Intermediate-Advanced) - Must be proficient in Microsoft Office (Word, Excel, and Power Point). (Developing-Intermediate) - Must be proficient with applicant tracking systems and HRIS. Experience with Workday is preferred. (Developing-Intermediate) Physical Demands - Stationary Position/Seated: Frequently - Communicate/Talking: Frequently - Communicate/Hearing: Frequently - Repetitive Motions: Frequently - Seeing/Observing: Frequently Travel Requirements - 20% Driving Domestic: Essential - 20% Driving Domestic: Essential We support Remote work in the following states: Alabama, Arizona, California, Colorado, Connecticut, Delaware, District of Columbia, Florida, Georgia, Hawaii, Idaho, Illinois, Indiana, Kansas, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, Tennessee, Texas, Utah, Virginia, Washington, Wisconsin Pay Range $108,900.00 - $166,125.00 Salary to be determined by education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data.

Title: HR & Training Generalist Location: Pleasant Prairie, WI Job Description: time type Full time job requisition id R-01027578 Job Summary Provides staffing, training, and general HR support for exempt and non-exempt employees in the assigned Market Unit Distribution Center. Acts as a liaison, consultant, and coach between employees and management to resolve employee relations issues. Interprets and applies Human Resource policies consistently among the workforce. This position will also be responsible for data entry into the Learning Management System, delivering courses and materials in a variety of formats (e-Learning, distance learning and in-person instruction), tracking, and communicating learning needs to assigned workgroup(s). Responsibilities *This position requires working onsite in Pleasant Prairie, WI 4 days per week. Remaining days may be worked remotely. *This position is not eligible for sponsorship either now or in the future. Salary Range: $61,000 - $76,000 Final pay determinations will depend on various factors, including, but not limited to experience level, education, knowledge, skills, and abilities. Our benefits and programs are comprehensive and thoughtfully crafted to ensure our colleagues live healthy lives and have support when it matters most. Benefits offered include a 401(k) plan with company contributions, paid vacation, holiday and personal days, employee assistance program, and health benefits to include medical, prescription drug, dental and vision coverage. Responsibilities 1. Provide employee relations support to local management to include appropriate counseling, guidance, and employment disciplinary action/termination when necessary. 2. Serve as the daily contact for the local site staff to handle employee relations issues including benefits issues, compensation issues, or general employment concerns. 3. Conduct investigative interviews when employee complaints arise (i.e. sexual harassment or discrimination). Evaluate information gathered and determine the best course of action from a business, ethical and legal compliance standpoint. Follows through with the most appropriate action and follows up with original complainant. 4. Manage the recruitment and onboarding processes for open exempt and non-exempt headcount positions at the local site. 5. Conduct new employee orientation, including distribution of new hire paperwork and benefits materials to local site staff. 6. Conducts exit interviews and investigates key issues or concerns. 7. Facilitate and support the performance review process semi-annually and annually 8. Assist in the design, development, implementation, and facilitation of programs associated with Qualified Trainers, Job Specific Tasks, GMP, and other topics. 9. Performs additional duties and projects as assigned 10. Filing, auditing, archiving. 11. All employees are responsible for ensuring the compliance to company documents, programs and activities related to the Health, Safety, Environment, Energy, and Quality Management Systems, as per your roles and responsibilities. Requirements • Bachelor’s Degree or equivalent work-related experience required with high school diploma . Must possess 3–5 years of strong HR Generalist experience • 1-3 years training experience in a GMP regulated field preferred • Must have excellent communication skills, solid understanding of HRIS and Applicant Tracking systems (preferably Workday), and be proficient in Windows Suite Programs • Demonstrated ability to train, provide feedback, and re-train employees • Excellent oral and written communication skills • Must be able to assist in designing, developing, implementing and leading dynamic presentations that are directed and focused at the departments educational, cultural and business needs • Ability to prioritize multiple responsibilities and projects • Superior computer expertise, specifically in Microsoft office Suite (High competency level in PowerPoint) and database management • Must have a solid understanding of labor law and previous recruitment experience Additional Information We offer an excellent salary and benefits package including medical, dental and vision coverage, as well as life insurance, disability, 401K with company contribution, and wellness program. Please note that joining our team does not create a guaranteed or permanent employment arrangement. All employment is at‑will, meaning both the employee and Fresenius Kabi have the right to end the employment relationship at any time, in accordance with applicable federal and state laws. Fresenius Kabi is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, citizenship, immigration status, disabilities, or protected veteran status.

Role Description The Lifecycle Specialist, Employee Relations & Transitions manages employee exits for Remote's external employees with a focus on legal compliance and providing delightful customer service. Additionally, the specialist provides first-level Employee Relations support, guiding clients through workplace concerns and coordinating appropriate resources when needed. As part of a larger employee Lifecycle team, the Specialist is also expected to contribute to process improvements and initiatives in line with Remote's strategic goals and values. Key Responsibilities - Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees. - Provide sound guidance 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. - 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, balancing multiple stakeholders with competing interests. - 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, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. - Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders. - Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes. - Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations. - Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters. - Support clients in understanding progressive disciplinary approaches and documentation requirements. - Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders. - Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes. Qualifications - Experience as a HR Advisor or HR Business Partner, with generalist HR competencies and exposure across the employee lifecycle. - Proven experience with a strong background in managing voluntary and involuntary exits (terminations) with care, sensitivity and legal compliance; and providing comprehensive HR support and guidance on employment laws and regulations, spanning various jurisdictions. - Ability to interpret and apply industrial instruments, analyze complex HR issues, undertake research, provide practical solutions and effectively communicate recommendations to clients and internal stakeholders when operating in ambiguous and unfamiliar environments. - Basic understanding of employee relations principles, progressive discipline approaches, and workplace investigation fundamentals. - Excellent communication, influencing, conflict management, and negotiation skills, with the ability to confidently lead difficult conversations to a positive outcome, often where parties have conflicting interests, maintaining professionalism and strict confidentiality. - Business-level (advanced) proficiency in written and spoken English, with additional languages considered a plus. - Aptitude and appetite to innovate and optimize processes, continuously identifying and implementing opportunities for automation and championing best practices. - Efficiency in operations, with an awareness of the importance of thorough record-keeping and data integrity. - Tech-savvy, with the ability to successfully collaborate asynchronously on various tools, and adapt to new and evolving systems. - Ability to work autonomously and cohesively in an international team in a fast-paced, asynchronous, remote environment with multiple priorities. Willingness to work flexible hours as needed. - Proactive and self-motivated with a strong sense of ownership and accountability. - Demonstrates strong automation and AI capabilities and AI fluency. Requirements - You'll report to: Manager Employee Lifecycle, Employee Relations & Transitions - Team: Lifecycle, Employee Relations & Transitions - Location: EMEA Benefits - Work from anywhere - Flexible paid time off - Flexible working hours (we are async) - 16 weeks paid parental leave - Mental health support services - Stock options - Learning budget - Home office budget & IT equipment - Budget for local in-person social events or co-working spaces

• Provide as-needed support for core HR functions including onboarding, offboarding, file audits, and employee inquiries • Assist with data entry and HRIS updates in UltiPro UKG • Respond to assigned HR tickets, emails, and routine employee requests • Support LOA tracking and documentation under HR supervision • Prepare templates and forms for HR team use • Help maintain confidentiality and compliance with applicable labor laws • Jump in to support special projects or coverage for vacations, peak workload, or emergent needs • Collaborate cross-functionally with Operations, Payroll, IT, and other departments to ensure seamless execution of HR processes and issue resolution