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Position Details Location: Remote (FL, CO, IL, MA, NH, RI, ME, CT, GA, SC, NC, TX) Type: Contract / 1099 Work Model: Remote-first (Work From Where It Makes Sense –...

Company DescriptionAt Shockingly Different Leadership, we are changing the way HR-functions scale up their teams during peak periods of work!

Harbor is seeking a HR Workday Transformation Consultant to advise US clients on HR transformation and Workday, helping them plan, select and deliver change that lasts. Our HR and Payroll Transformation practice is growing quickly in the US, and this role is central to that growth. We advise organizations on how to modernize their HR and payroll functions, from the early business case through to system selection, implementation oversight and post go live support. Much of our work is with professional services firms, particularly large law firms, where we have built a strong reputation for independent, practical advice on Workday.

Our US client base has grown rapidly over the past two years. We now need an experienced consultant on the ground who can lead client conversations, shape engagements and help us win new work.  This is a remote position that can be worked from anywhere in the US, with preference given to those candidates located in the Eastern Time Zone near a major metropolitan area.

Responsibilities:

The role splits broadly into five areas, with the balance shifting depending on the client work in hand.

HR Transformation Advisory

• Lead discovery and current state reviews of HR, payroll and people processes, and set out clear, costed options for change.
• Build business cases for HR technology investment, including benefits, costs, risks and timelines.
• Design target operating models for HR and HRIS teams, covering roles, governance, service delivery and support.
• Advise senior stakeholders, including CHROs, COOs and CFOs, on transformation strategy and priorities.

Workday Advisory and System Selection

• Run HCM system selection exercises, including Workday against Oracle, SAP SuccessFactors and other platforms.
• Manage systems integrator (SI) procurement: write RFPs, set scoring criteria, run supplier demonstrations and lead evaluation.
• Review SI proposals, statements of work and commercial terms, and help clients negotiate a fair deal.
• Act as the client’s independent adviser during implementation, providing quality assurance, design review and challenge to the SI.

Delivery

• Plan and manage engagements to time, budget and quality, with clear reporting to clients and internal leadership.
• Support workstreams such as testing, data migration, change management, training and job architecture.
• Produce high quality client deliverables, including reports, presentations, evaluation packs and operating model designs.

Workday Training for HR Teams

• Assess training needs across HR, payroll and people operations teams, and design a training plan that fits each role.
• Deliver Workday training to HR teams, both in person and online, covering core HCM processes, reporting and day to day administration.
• Create clear training materials, including user guides, quick reference cards, exercises and recorded walkthroughs.
• Prepare HR teams to support themselves after go live, including train the trainer sessions and handover to internal Workday support teams.
• Provide refresher and update training as Workday releases new features twice a year.

Business Development and Practice Growth

• Build and maintain relationships with HR, finance and operations leaders across the US market.
• Identify new opportunities within existing clients and help shape proposals and pricing.
• Contribute to thought leadership, events and the development of our methods and tools.
• Coach and support more junior consultants.

Skills and Experience:

The right person will have at least eight years in HR transformation, with a strong track record on Workday programs.

Essential

• At least eight years’ experience in HR transformation, HR technology or HR operations, ideally with some of that time in consulting.
• Hands on involvement in at least two full Workday HCM implementations, either as a client lead, program manager or advisory partner.
• Sound knowledge of Workday HCM and how it fits with payroll, finance and other connected systems.
• Experience of running or supporting HCM system selection and SI procurement.
• Proven experience designing and delivering Workday training to HR teams, with the confidence to run sessions for groups at all levels.
• Good understanding of US HR and payroll practice, including multi state payroll and benefits administration.
• Confidence working with senior stakeholders and presenting to leadership teams.
• Excellent written skills, with the ability to produce clear, well-structured client reports.

Desirable

• Experience in professional services firms, especially law firms, and an understanding of how partner and fee earner roles differ from standard employee models.
• Workday certification in HCM, Payroll, Compensation or Recruiting.
• Knowledge of Workday Payroll or third-party payroll providers such as ADP.
• Experience of global or cross border programs, including work with UK or European teams.
• A background in business development within a consulting firm.

Other Qualities

We want someone clients trust to tell them the truth, and colleagues enjoy working with.

• Independent and confident enough to challenge suppliers and clients when needed.
• Practical and focused on outcomes rather than theory.
• Comfortable working on your own in a growing market, while staying closely connected to a team across the US and UK.
• Curious, organized and able to manage several engagements at once.
• Commercially aware, with a genuine interest in helping the practice grow.

About Us:

Harbor is the preeminent provider of expert services across strategy, legal technology, operations, and intelligence. Our globally integrated team of 900+ strategists, technologists, and specialists navigate alongside our clients – leading law firms, corporations, and their law departments – to provide essential resources and invaluable insights. Anchored in a rich heritage of deep knowledge, steadfast relationships, and mutual respect, our unwavering dedication lies in shaping the future of the legal industry and fostering enduring partnerships within our community and ecosystem.

Harbor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, sexual orientation, gender identity, marital status, civil union status, national origin, ancestry, age, parental status, disabled status, veteran status, or any other legally protected classification, in accordance with applicable law.

Job Title: HR Enablement Lead Job Location: US Remote — This is a fully remote opportunity and can be worked from any location in the United States. ABOUT THE COMPANY:...

🌎 About Us

At TeamSnap, we believe when the world connects through sports; the world becomes better. TeamSnap is a sports and communication platform dedicated to taking the work out of play in youth sports. We also believe our jobs should excite us, our teammates should support us and our bosses should inspire us. We empower our people to bring big ideas and tiny egos, landing us on Outside Magazine’s list of “ Best Places to Work” and Built In’s “ 100 Best Remote-First Places to Work.”

TeamSnap is scaling fast, and our People Experience team needs a specialist  who thrives on variety. Someone equally comfortable troubleshooting a benefits question, auditing HRIS data, and helping run orientation for new hires. This role exists to keep the day-to-day HR engine running cleanly across every function: operations, systems, benefits, compliance, and culture. You won’t own one lane; you’ll be the versatile, hands-on support that makes the whole People Experience team move faster. If you like learning across the full breadth of HR rather than specializing in one piece of it, this is your seat.

What You’ll Do:

• You’ll be a first line of support for employee and manager HR questions (policies, benefits, systems, employee lifecycle changes) resolving routine inquiries directly and routing anything complex to the right specialist, so nothing employee-facing falls through the cracks.

• You’ll support HRIS (Paycor) data integrity across the employee lifecycle, processing new hires or offboarding employees, while updating data accurately and flagging discrepancies before they surface in an audit.

• You’ll partner closely with Payroll to ensure every employee change (new hires, terminations, compensation adjustments, leaves, and status changes) is communicated and reflected accurately and on time, so paychecks are always right and nothing slips between systems.

• You’ll own our parental leave practice end-to-end, walking employees through the process from the moment they share their news, coordinating timelines and paperwork, and serving as their main point of contact so they feel supported (not confused) through one of the biggest moments in their life. You’ll bring a strong understanding of Paid Leaves and FMLA requirements, ensuring employees receive the full benefits and protections they’re entitled to while maintaining clear communication throughout their leave.

• You’ll own the execution of annual benefits, open enrollment, drafting communications, answering employee questions, uploading rates into our HRIS, and supporting the broker relationship so the process runs smoothly from your seat in the room. This includes coordinating with Finance and Payroll to ensure rates are accurately loaded and communicated to employees.

• You’ll maintain compliance documentation (I-9s, leave paperwork, training trackers) so our records stay audit-ready across federal, state, and local requirements.

• You’ll run onboarding, orientation, and culture programming, making sure new TeamSnappers feel set up for success and that remote team-building efforts actually land.

What Will Set You Up for Success:

• 3-5 years of experience in an HR, People Operations, or HR Generalist-type role. You don’t need to have done everything here before, but you’ve touched at least a couple of these areas (employee support, HRIS, benefits, or compliance).

• Comfort learning and working inside an HRIS platform (Paycor experience is a plus, not a requirement).

• Careful attention to detail. You catch the small things before they become compliance or payroll problems.

• Strong service instincts and communication skills. You can walk someone through a sensitive process, like parental leave, with clarity and empathy.

• Ability to juggle several different types of work in the same week without losing track of details.

• Comfort supporting a remote or distributed team.

Nice-to-haves:

• Exposure to benefits administration or open enrollment cycles.

• A natural eye for process improvement; you notice where a workflow is clunky and enjoy finding a better way to do it.

• Familiarity with I-9 verification, leave administration, or other compliance documentation.

Got cold feet? If you’re thinking you don’t meet 100% of the above qualifications, you should still seriously consider applying. We’re all humans with special talents that go beyond what’s listed here.

Compensation

We’re committed to equitable compensation for all TeamSnappers. The minimum starting point for this role is $70,000, inclusive of base and bonus, with comp updated based on multiple factors. Our comp is highly competitive in our space and we adjust overall comp based on relevant experience, skills, certifications, and geographic location.

🖥 Location

TeamSnap is a fully remote company, so you need to be very comfortable working with people who aren’t in the same time zone as you. We are always expanding, but there is a small list of states we do not hire in, including Alabama, Alaska, Delaware, District of Columbia, Hawaii, Iowa, Louisiana, Mississippi, Nebraska, New Mexico, Rhode Island, South Dakota West Virginia and Utah and while we love all parts of the world, we can only hire permanent US residents at this time.

🚀 Opportunities to Grow

At TeamSnap, we work hard to provide a culture of trust, accountability, inclusivity, and boundless opportunities to grow, along with the chance to make a lasting impact and have some fun while doing it.

🎩 Total Rewards

• We’re proud to be remote-first . We’ve been remote since 2009, long before COVID made it cool

• Unlimited PTO and paid parental leave for ALL parents (not just primary or secondary)

• 100% premium coverage of medical/dental/vision for you and your family

• 401K to help you invest for the future

• $1,500 annual learning and development stipend

• Travel to fun locations for all-company meetings and team events

• Generous home office allowance to set you up for success

• TeamSnap SWAG to our store upon starting and a $50 credit on every work anniversary thereafter

• A monthly stipend reimbursement for health & wellness and so much more!

• TeamSnap Total Rewards

🏆 Working at TeamSnap

At TeamSnap, you’re not a culture fit, you’re a culture add. Check out our Culture Playbook and learn how we succeed at being remote-first, what makes our company so unique, and how we’re inspired by our people, our customers, and our values.

🧡 Inclusion and Diversity

Creativity and innovation can’t thrive when we’re cookie-cutter images of each other. We’re quickly growing more diverse, but there’s always room for improvement. We are committed to inclusion and diversity at TeamSnap, and we hold ourselves accountable for building an environment where everyone feels valued. If you need any disability-related adaptation during the recruitment process, just let us know! We are an Equal Employment Opportunity Employer.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

ROLE:Senior People Business Partner LOCATION: United States - REMOTE This is a fully remote opportunity and can be worked from any location in the United States.

Remote (Global) | Full-Time Permanent | Machine Learning, Data Annotation & AI Workforce Operations Every breakthrough AI model depends on people: the annotators, linguists, and domain experts who shape the data behind it.

Headquarters: Remote - USA

Clover Health’s People Operations team is the strategic force behind our human capital management. We attract and recruit top talent and we’re proud of our data-driven approach to talent engagement and feel privileged to support our global workforce. We’re looking for an experienced Contract Technical Recruiter to join our high-performing Talent Acquisition team for a six-month engagement supporting our subsidiary, Counterpart Health, partnering with stakeholders across every team to understand business objectives, develop strategic hiring plans, and recruit amazing talent.

Our ideal candidate has experience recruiting for a variety of technical skill sets ideally in the HealthTech space and is eager to take on the challenge of our growing company and working with some of the best tools on the market. Most importantly, you are excited to experiment with new approaches to talent acquisition in order to build a best in class team at Clover Health.

As a Contract Technical Recruiter you will:

• Own full-cycle recruiting for a subset of Clover's technology teams. Partner with hiring managers to understand role scope and business needs in order to build out effective job descriptions, hiring/interview plans and targeted sourcing strategies.
• Track, analyze, and share pipeline and performance data with hiring teams and internal recruiting partners, facilitate good decision making and advise on roadblocks in tandem with recommended solutions to deliver top talent.
• Find ways to enhance the Clover talent brand to attract top talent. Develop creative sourcing tactics to actively engage passive candidates and increase pipeline diversity.
• Use market intelligence and funnel metrics to inform your search strategy and build a trusting relationship with leaders and hiring managers.
• Serve as the first point of contact with prospective candidates through effectively pitching Clover and the hiring teams.

Success in this role looks like:

• Self-driven to gather and organize the data you need to build and execute successful searches leveraging AI and automation wherever possible. 
• You consistently show up as a strategic partner with strong data insights to inform good decision making. 
• You actively come up with solutions to problems and influence both candidates and hiring teams and manage changing environments and priorities seamlessly. 

You should get in touch with us if:

• You have at least 5 years of experience as a technical recruiter with at least a year of in-house experience, preferably in a high growth HealthTech organization
• You have a proven track record of sourcing, assessing, and pitching candidates with niche skill sets and strong understanding of the US HealthTech space.
• You have a high sense of accountability and ownership, you drive processes and facilitate good decision making. 
• You are committed to comprehensive search, candidate and pipeline data and have direct experience using data to influence hiring teams and candidates. 
• You have experience leveraging Greenhouse, GEM, LinkedIn and AI tooling to develop job descriptions, hiring plans, and talent maps for unique and niche roles. 

Benefits Overview: 

• Financial Well-Being: Our commitment to attracting and retaining top talent begins with a competitive base salary and equity opportunities. Additionally, we offer a performance-based bonus program, 401k matching, and regular compensation reviews to recognize and reward exceptional contributions.
• Physical Well-Being: We prioritize the health and well-being of our employees and their families by providing comprehensive medical, dental, and vision coverage. Your health matters to us, and we invest in ensuring you have access to quality healthcare.
• Mental Well-Being: We understand the importance of mental health in fostering productivity and maintaining work-life balance. To support this, we offer initiatives such as No-Meeting Fridays, monthly company holidays, access to mental health resources, and a generous flexible time-off policy. Additionally, we embrace a remote-first culture that supports collaboration and flexibility, allowing our team members to thrive from any location. 
• Professional Development: Developing internal talent is a priority for Clover. We offer learning programs, mentorship, professional development funding, and regular performance feedback and reviews.

Additional Perks:

• Employee Stock Purchase Plan (ESPP) offering discounted equity opportunities
• Reimbursement for office setup expenses
• Monthly cell phone & internet stipend
• Remote-first culture, enabling collaboration with global teams
• Paid parental leave for all new parents
• And much more!

About Clover: We are reinventing health insurance by combining the power of data with human empathy to keep our members healthier. We believe the healthcare system is broken, so we've created custom software and analytics to empower our clinical staff to intervene and provide personalized care to the people who need it most.

We always put our members first, and our success as a team is measured by the quality of life of the people we serve. Those who work at Clover are passionate and mission-driven individuals with diverse areas of expertise, working together to solve the most complicated problem in the world: healthcare.

From Clover’s inception, Diversity & Inclusion have always been key to our success. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences, perspectives, opinions, and backgrounds, who share a passion for improving people's lives. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employee’s points of view are key to our success, and inclusion is everyone's responsibility.

#LI-REMOTE

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We are an E-Verify company.

 

Final pay is based on several factors including but not limited to internal equity, market data, and the applicant’s education, work experience, certifications, etc.

A reasonable estimate of the base salary range for this role is:$76,900—$100,000 USD

To apply: https://weworkremotely.com/remote-jobs/clover-health-contract-technical-recruiter

This is a remote position. Key responsibilities • Identifying, Connecting, and Validating the potential candidates for the said position • Brief the candidates about the said position • Correspond and coordinate with candidate to get his/her unpdated resume • Supporting Team Leader in interview coordination RequirementsProfile: • Post Graduate with or without experience.

Position: Recruitment/ HR Assistant (Full time)

Role Overview:

The HR Coordinator supports the client’s HR consultants across several client accounts. Each coordinator works alongside an assigned consultant on day-to-day HR administration for clients in healthcare, behavioral health, nonprofit and multi-unit industries. The role is built for someone who wants to grow their HR skills through hands-on work in different systems, industries and HR functions. Coordinators support client HR work only. They do not handle Corel’s internal marketing or social media.

Key Specific Tasks the HR Coordinator Will Do:

1. Recruiting support: Post jobs, screen applicants, schedule interviews, communicate with candidates and keep applicant tracking up to date.
2. Reference and pre-employment checks: Run reference checks, start background checks and verify licenses or credentials where a role requires them.
3. Onboarding coordination: Prepare offer letters and new hire packets, collect I-9s and other onboarding paperwork, set up employees in client HRIS systems and track onboarding checklists to completion.
4. Offboarding support: Process separation paperwork, keep checklists and records up to date, and update the HRIS.
5. HR document creation: Draft and format job descriptions, offer letters, policies, forms, templates and employee communications using AI tools and client templates.
6. SOP writing: Write clear, step-by-step SOPs and process guides for client HR workflows and client’s internal processes. Document how tasks are done in each client’s HRIS.
7. HRIS administration and data entry: Keep employee records accurate across client HRIS and payroll platforms. Run reports and check that data matches between systems.
8. HR audits and spreadsheet work: Run PTO audits, personnel file audits, headcount and roster reconciliations, and compliance tracking.
9. Inbox management: Manage and triage email for assigned consultants and client HR inboxes. Draft replies, flag priorities and route requests to the right person.
10. Task and project management: Turn meeting transcripts and consultant notes into action items with AI tools, then create, track and update tasks in Asana so deliverables are met on time.
11. AI-assisted workflows: Use Claude and other AI tools every day to draft documents, summarize calls, analyze data and streamline repeatable HR tasks.
12. Internal HR library support: Help build and maintain Corel’s HR Q&A library, SOPs and templates.
13. General HR administration: Handle other HR support tasks as assigned by the consultant.
14. Ability to Work with a team and respond to requests timely

Software Tools and Websites Required:

1. HRIS and payroll platforms: Hands-on experience with at least one or two of the platforms below is a plus. Candidates should list the specific platforms they’ve used and what they did in each, such as onboarding, employee record updates, reporting, PTO tracking or payroll data entry. If they don’t have HRIS, a relevant CRM, Project Management or other can be considered as applicable experience.

   • ADP (Workforce Now / Run)
   • Gusto
   • Paylocity
   • Paycom
   • Paychex Flex
   • Rippling
   • BambooHR
   • UKG (Ready / Pro)
   • Paycor
   • Justworks
   • Namely
   • Workday (a plus)

2. AI tools, especially Claude (strongly preferred), ChatGPT or Gemini: Comfortable using AI for writing, summarizing, data work and process efficiency. This is a core skill for the role.

3. Google Workspace (Gmail, Meet, Chat, Docs, Sheets, Drive): Proficiency required.

4. Asana or a similar project management tool (Monday, ClickUp, Trello): Experience required.

5. Excel and Google Sheets: Strong data management skills required, including formulas, lookups, filtering and data cleanup

Ideal Candidate Qualifications:

1. 3+ years of HR administration, HR coordinator or HR assistant experience or relevant education and degree in Human Resources.
2. Hands-on experience in at least one major HRIS, such as ADP, Gusto or Paylocity or similar platform
3. Proven ability to understand SOPs, process documents or training guides. It is a plus if the candidate can write and create documentation processes.
4. Understanding of the basic employee lifecycle: recruiting, onboarding, employee records and offboarding
5. Strong attention to detail when handling confidential employee data
6. Can manage several clients and priorities at once and communicate clearly with consultants
7. Eager to learn HR and take on more over time
8. US-based HR experience is a plus
9. Excellent written and verbal English and Spanish communication

Software Tools and Websites  Willing to train on:

1. Internal Asana workflows and templates
2. Client’s AI workflows and Claude projects
3. Client-specific HRIS platforms
4. Company-specific processes and SOPs
5. Client-specific HR procedures and compliance requirements

Salary: $800 TO $1000 USD per month

Schedule 5am-2pm Pacific Time

Location: Remote/Home-based

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Headquarters: Remote
URL: https://www.toptal.com/

Job Description

Summary:
Toptal is an exclusive network of the top freelance software developers, designers, finance experts, product managers, and project managers in the world. Top companies hire Toptal freelancers for their most important projects.

We’re currently looking for a new member of our English Screening Team. In this hourly, remote engagement, you will serve as one of the first points of contact for applicants entering the Toptal network. Your ability to communicate clearly, assess candidates effectively, and create a positive experience will play a key role in maintaining Toptal’s high talent bar.

Responsibilities:

• Conduct English screening assessments through live interviews and recorded video submissions, evaluating candidates’ English proficiency, professionalism, as well as their overall fit for the Toptal network

• Provide notes and documentation after each interview

• Guide candidates through the screening process and ensure a smooth and positive experience

• Collaborate with the team to ensure alignment on screening standards and processes

• Contribute to continuous improvement of screening workflows and candidate experience

What to Expect:

• Engage with candidates from diverse professional backgrounds (developers, designers, finance experts, etc.)

• Represent Toptal as a first touchpoint, ensuring a strong and professional brand impression

• Work in a fast-paced, fully remote environment with a focus on efficiency and quality

• Handle multiple screenings per day while maintaining high evaluation standards

• Work under an hourly engagement structure

• Workload may vary, but you can generally expect up to 8 hours of work per day depending on team needs and your availability

Requirements:

• Excellent written and verbal English communication skills

• Strong interpersonal and interviewing skills

• Experience conducting interviews or candidate assessments is preferred

• Comfortable handling video calls and engaging with global candidates

• Highly organized with strong time management skills

• Ability to work independently and manage workload effectively

• Comfortable using tools such as Slack and other collaboration platforms

• Experience in remote work environments is a plus

 

Preferred Qualifications:

• Background in recruitment, HR, BPO, or talent operations

• Experience working with international candidates

• Familiarity with screening or evaluation frameworks

 

Availability:

• Ability to commit to a consistent schedule 

• Flexibility to cover key time zones (APAC, EU and US time zones)

• Availability to support an hourly engagement model, with capacity to work up to 8 hours per day as needed

 

To apply: https://weworkremotely.com/remote-jobs/toptal-english-screener-1

Now Hiring: Talent Acquisition Specialist (High-Volume)!

About Us

Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.

Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.

The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.

At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.

About The Position

As an HR Specialist in the Employer of Record (EOR) industry, you’ll be a key business partner to our clients, not just a service provider. You’ll sit at the intersection of global expansion and workforce management- advising clients on complex HR matters across EMEA. You’ll own the full employee lifecycle, act as their trusted in-country HR expert, and ensure smooth operations, compliance, and growth.

What You Will Do

• Employee Experience & Lifecycle Support: Act as the primary HR contact for onboarding, lifecycle events, and terminations to ensure a smooth and compliant employee experience across the Czech Republic.
• Complex Employee Relations & Terminations: Manage sensitive cases, attend calls or meetings, and draft legally sound documentation.
• Partner Management: Build and manage relationships with payroll providers, benefits brokers, and HR legal advisors.
• International HR & Consultation: Be the first point of contact for client queries on benefits, compliance, and workforce planning.
• In-Country Expertise: Stay ahead of labor laws and cultural nuances in EMEA to provide actionable guidance.
• Employment Law & Contract Advisory: Review and advise on employment contracts and risk mitigation.
• Performance & Compensation Support: Guide clients through Performance Improvement Plans (PIPs) and ensure timely salary changes.
• Immigration & Mobility: Act as SPOC for employees’ immigration/mobility needs in collaboration with the Global Mobility team.
• Workload Transition & Knowledge Transfer: Identify delegable tasks, document processes, and ensure smooth handover for efficiency.
• Digital Transformation & Process Optimization: Drive automation and AI adoption to streamline HR processes.
• Compliance projects: Drive and lead compliance governance projects across EMEA.
• Global Initiatives & Continuous Improvement: Lead efforts to standardize and improve HR practices globally.

What We Are Looking For Minimum requirements:

• 3+ years of HR experience
• Deep expertise of regional labour laws
• Experience supporting complex employee relations.
• Exceptional communication, negotiation, and problem-solving skills.
• Tech-savvy with HRIS, Zendesk, Jira, Confluence, Tableau, and collaboration tools like Zoom & Slack.

Preferred Requirements:

• Language skill: German
• Knowledge of the EOR industry
• Experience in employee lifecycle management in Germany or Austria

The annual gross fixed pay range for this position is 658,400 CZK - 823,000 CZK plus variable compensation.

Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate’s relevant skills, experience, and specific qualifications for the role.

Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:

• Sales Roles: This position is eligible for a commission structure in addition to base salary.
• Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.

Individuals residing, or applying to work, in the United States: California or Philadelphia, Pennsylvania, please review the following additional information:

G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here:Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here:Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.

G-P. Global Made Possible.

G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.

G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.

Wanna join the adventure?

We’re looking for a Technical Sourcer with a strong background in hardware and engineering talent identification to support Loft Orbital’s growing hiring needs on a six-month contract, with the possibility of extension. In this remote role, you’ll focus on proactively identifying, engaging, and building pipelines of highly specialized engineering talent for some of our most challenging positions. You’ll work closely with our recruiters and hiring managers to develop targeted sourcing strategies, map competitive talent markets, and connect with exceptional passive candidates across hardware engineering disciplines.

Must Haves:

• 3+ years of technical sourcing or recruiting experience, with a strong focus on hardware and engineering talent.
• Demonstrated expertise in proactive headhunting, including LinkedIn Recruiter, advanced Boolean search, talent mapping, and creative sourcing techniques to identify hard-to-find candidates.
• Experience sourcing technical talent across hardware engineering disciplines, including mechanical engineering, electrical/electronics, embedded systems, firmware, RF/wireless, systems engineering, and hardware test.
• Strong understanding of hardware engineering concepts and terminology, including CAD, PCB design, embedded systems, microcontrollers, FPGA, RF systems, and hardware verification and validation.
• Proven ability to identify and engage passive candidates for niche, highly specialized engineering positions.
• Experience conducting initial candidate outreach, generating interest, and evaluating basic technical alignment before handing candidates over to recruiters.
• Ability to independently develop sourcing strategies, identify target companies, and build talent pipelines for multiple technical requisitions.
• Strong research and market-mapping skills, with the ability to identify relevant companies, emerging talent pools, and competitive hiring markets.
• Ability to effectively pitch Loft’s mission, culture, and technical challenges to highly specialized, passive candidates.
• Strong organizational skills and ability to manage multiple sourcing priorities while maintaining accurate candidate records and pipeline activity.
• Proficiency with LinkedIn Recruiter and ATS tools (Lever preferred), including maintaining accurate sourcing pipelines and tracking outreach activity.
• Collaborative mindset and ability to work closely with recruiters and hiring managers, providing sourcing insights, market intelligence, and candidate recommendations.
• Excellent written and verbal communication skills, with the ability to work independently in a remote environment.

Nice to Haves:

• Direct experience sourcing talent within the space, satellite, aerospace, defense, or adjacent complex hardware/deep-tech industries.
• Experience sourcing for specialized profiles such as avionics, GNC, RF engineering, PCB/board design, manufacturing engineering, or assembly, integration, and test (AI&T).
• Prior experience as a dedicated technical sourcer, research specialist, or sourcing partner within an in-house recruiting team or agency.
• Experience supporting high-volume sourcing initiatives or rapid engineering team expansion.
• Knowledge of US and European aerospace and hardware engineering talent ecosystems, including key companies, startups, and talent hubs.
• Familiarity with ITAR, EAR, and compliance considerations relevant to US-based space and defense hiring.
• Experience using sourcing analytics to track outreach effectiveness, candidate engagement, and pipeline conversion.
• Prior experience supporting startup or high-growth technical organizations.

*Research shows that while men apply to jobs where they meet an average of 60% of the criteria, women and other underrepresented people tend to only apply when they meet 100% of the qualifications. At Loft, we value respectful debate and people who aren’t afraid to challenge assumptions.  We strongly encourage you to apply, even if you don’t check all the boxes.

Who We Are

Loft: Space Made Simple.

Founded in 2017, Loft provides governments, companies, and research institutions with a fast, reliable, and simple way to deploy missions in orbit.

We integrate, launch, and operate spacecraft, offering end-to-end missions as a service across Earth observation, IoT connectivity, on-orbit AI, national security missions, and more. Leveraging our existing space infrastructure and an extensive inventory of satellite buses, Loft is reducing years-long integration and launch timelines to months. With more than 30 missions flown, Loft’s flight heritage and proven technologies enable customers to focus on their mission objectives.

With a growing fleet on track to reach 30 satellites by 2027, we are scaling up quickly across our offices in San Francisco, CA | Golden, CO | and Toulouse, France to meet accelerating demand for space infrastructure.

As an international company your resume will be reviewed by people across our offices so please attach a copy in English.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Headquarters: Germany (Remote) ; Ireland (Remote); Netherlands (Remote) ; Portugal (Remote) ; Spain (Remote) ; United Kingdom (Remote)

Who we are

Typeform is a refreshingly different form builder. We help over 150,000 businesses collect the data they need with forms, surveys, and quizzes that people enjoy. Designed to look striking and feel effortless to fill out, Typeform drives 500 million responses every year—and integrates with essential tools like Slack, Zapier, and Hubspot.

About the Role

We’re looking for a Freelance Principal Recruiter to join Typeform on an initial, full-time engagement. In this role, you’ll operate as a full-cycle Talent Acquisition Partner, owning hiring end-to-end across a mix of technical and business roles. You’ll work in a small, high-ownership TA team, where the focus is not just on delivery—but on consistently raising the bar on talent and hiring quality.

Things you will do:

• Own and drive 8–12 active roles simultaneously across both technical, commercial and business functions
• Build and maintain high-quality candidate pipelines, with a strong focus on sourcing passive talent
• Partner closely with hiring managers to define role scope, success criteria, and hiring strategy
• Run structured hiring processes from intake through to offer, ensuring clarity and alignment at every stage
• Drive proactive communication with stakeholders, anticipating needs and keeping momentum high
• Deliver a strong candidate experience while maintaining a high and consistent hiring bar
• Close candidates by building trust, alignment, and long-term fit

What you already bring to the table:

• Proven experience as a full-cycle recruiter in a global SaaS or technology company
• Comfortable hiring across both technical and business roles
• Strong sourcing capability—you know how to identify, engage, and convert passive candidates
• Confidence in assessing talent and contributing to high-quality hiring decisions
• Strong stakeholder management—you bring structure, clarity, and momentum
• High ownership and autonomy—you’re comfortable operating at speed with limited direction
• Ability to thrive in fast-moving and sometimes ambiguous environments
  

 

 

*Typeform drives hundreds of millions of interactions each year, enabling conversational, human-centered experiences across the globe. We move as one team, empowering our collective efforts by valuing each individual’s unique perspective. This fosters strong bonds grounded in respect, transparency, and trust. We champion our diverse customer base by anticipating their needs and addressing their challenges with priority. Committed to excellence, we hold high expectations for ourselves and each other, continuously striving to deliver exceptional results.

We are proud to be an equal-opportunity employer. We celebrate diversity and stand firmly against discrimination and harassment of any kind—whether based on race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or expression, or veteran status. Everyone is welcome here.

To apply: https://weworkremotely.com/remote-jobs/typeform-freelance-principal-recruiter

We’re looking for a hands-on Head of People Operations who loves making things work well, every single day. The foundations are already here: our HR systems, policies, and core processes are in place. What they need now is someone who’ll sharpen them, make them consistent across every country we operate in, and keep them running smoothly as we grow.

This isn’t a pure strategy role. You’ll spend most of your time close to the work: advising managers on tricky employee relations cases, checking that a contract in Kenya meets local law, fixing the onboarding step that keeps tripping people up, and finding ways AI can take the admin off everyone’s plate. You’ll also own our yearly company offsite, from the agenda to the moment you open it on day one.

Equally vital, you will champion and embody our company culture. You will safeguard our core values, model them in daily interactions, and comfortably lead challenging discussions when expectations aren’t met. Acting as a trusted advocate for employees with leadership, you will champion their interests while thoughtfully balancing staff needs, corporate values, and business priorities.

Job Details

• Job Title: Head of People Operations
• Reporting To: Chief Operating Officer
• Grade: M7 (Head of)
• Location: Remote in United Kingdom (but open to GMT +/- 3 hours time zone if you have UK HR Experience)
• Compensation: 60,000-70,000 GBP but this will be adjusted to a local benchmark if you are based outside of the UK
• Contract Structure: Permanent

Key Responsibilities

• Culture carrier. You’ll protect and live our culture and values every day, and hold others to them too. You’ll run engagement surveys, turn the results into specific actions, and follow through, keeping our culture strong across a remote-first, multi-country team.
• Employee relations. You’ll be the go-to person for managers and staff regarding grievances, disciplinary matters, performance concerns, absences, and exits. You handle cases fairly, document them properly, and close them out, and you know when to bring in local counsel.
• Multi-country compliance. You’ll make sure our contracts, handbooks, and policies comply with employment law in each country where we hire, whether through our own entities or an Employer of Record. That means tracking legal changes, keeping country-specific terms up to date, and flagging risk early. As a project-based business, you’ll also make sure people are classified correctly (permanent, fixed-term, project-funded, consultant or contractor) as projects start and end, with the right contracts, notice terms and exit processes for each.
• Refining systems and processes. Most of what we need already exists. Your job is to audit it, spot the gaps, and tighten it up: onboarding, offboarding, probation, performance reviews, leave, contract changes, etc.
• Using AI to work smarter. You’ll look for practical ways AI can save time and improve quality across the people function, such as drafting initial versions of letters and policies, answering routine employee questions, cleaning up HR data, or summarising survey results. You’ll roll these out safely, with clear guidance on data privacy.
• People operations and HR data. You’ll own the accuracy of our HRIS and people data, support payroll and benefits administration across countries, and produce clean, reliable reporting for the leadership team. Every process should be documented, owned, and easy to follow.
• Annual company offsite. You’ll lead the yearly offsite end-to-end: shaping the agenda with the leadership team, managing the venue, travel, visas, budget, and logistics, and hosting the sessions on the day. People should leave feeling more connected and clearer on where we’re going.
• Supporting managers. You’ll coach managers through the people side of their jobs and give them simple tools, templates, and training so they can handle more on their own.
• Clear, warm communication. You write clearly, explain policy in plain language, and can handle difficult conversations with empathy and directness.

What Success Looks Like

• First 3 months: you’ve reviewed every core people process and policy, met each manager, most of the company, and shared a prioritised list of fixes with the leadership team.

• By 6 months: the top-priority processes are refined, documented, and owned. Open employee relations cases are handled consistently, and managers and employees feel supported

• By 9 months: at least two AI-supported workflows are live and saving the team measurable time, with guidance in place on how to use them safely.

• By 12 months: you’ve delivered a well-run annual offsite that people rate highly, and managers say HR is fast, clear, and easy to work with.

• Solid HR generalist experience. You’ve got 7+ years in HR, with at least 2 years leading the people function or a significant part of it, including managing a small team. You’ll lead 3 direct reports here.

• Employee relations know-how. You’ve handled a wide range of ER cases yourself, from the first conversation to the final outcome, and you’re confident, calm, and fair under pressure.

• Labour law across multiple countries. You’ve worked with employment law in the UK but also in more than one jurisdiction and understand how contracts, notice periods, leave and termination rules differ between them. You know your way around Employer of Record models and when to call local counsel.

• Project-based business experience. You understand how people work in organisations funded by projects or grants. You know the difference between permanent, fixed-term, project-funded and contractor roles, how to classify people correctly in each country, and how to manage contract renewals and endings when funding changes.

• A process builder with an eye for detail. You can take a messy or inconsistent process and turn it into something simple and reliable. You notice the typo in the offer letter and the missing step in the leaver checklist, and you fix them.

• Comfort with HR systems and AI tools. You’re confident using an HRIS and comfortable experimenting with AI tools like ChatGPT, Claude or Copilot to make work faster and better. You can show us examples of where you’ve done it.

• Event planning experience. You’ve planned and run in-person events, ideally a company offsite or retreat for 50+ people, including agenda design, logistics, budget and facilitation.

• Clear, warm communication. You write clearly, explain policy in plain language and can handle difficult conversations with empathy and directness.

• Happy to travel. You’re comfortable travelling occasionally to our sites in Africa

Nice to have

• Experience working in Africa. You’ve supported teams or employed people in African countries such as Kenya, Uganda, Ghana, Nigeria and Ethiopia, and you understand local labour law, payroll and cultural context there.
• Global health or NGO background. You’ve worked in a mission-driven organisation
• CIPD Level 5 or above, or an equivalent HR qualification. Not required, but a plus.
• UK-based. The role is fully remote, but a UK base would be ideal.

5 Reasons to Join Simprints

Life is short. We believe work should be inspirational, meaningful and fun. At Simprints, we’re taking on global development’s biggest challenges, powered by an amazing culture and incredible people. Work with us, and you will grow faster, learn more, and take on great responsibilities with the potential to make lasting change.

1. Genuine Impact. Work directly with our partners and users to deliver technology that has the potential to impact millions of lives across the globe. At Simprints, you’ll be part of a team that is passionate about driving real change.

2. An incredible, diverse team. Our work is at the intersection of technology and global development, and we’ve managed to build an amazing team drawn from all over the world. But don’t take our word for it—we’re an externally recognised as a Great Place to Work, and a 2025 Best Workplace for Women amonst many other accolades.

3. Mutual Flex. We champion a work culture where autonomy and trust are paramount, steering clear of mere face-time metrics. Whether it’s managing life’s essentials like healthcare appointments or adapting work hours to match your peak productivity times, we’ve got you covered. In return, we count on your reciprocal flexibility when mission-critical moments arise, like stepping up for a crucial client discussion on a Friday or tackling unexpected technical glitches beyond regular hours.

4. Ultimate work-life balance. As long as you’re driving results and fostering teamwork, we encourage you to strike that perfect balance between your professional and personal life. Our commitment to this model’s success is solidified through semi-annual productivity assessments with our board, ensuring that our high standards of performance are consistently met.

5. Professional development. We promote continual learning and put our money where our mouth is with development plans and access to global experts through the GLG network. We also have a generous professional development budget for each colleague – “Eduprints”. Is there some training you’d like, or maybe you could benefit from professional coaching? Simply provide a business case that shares your aspirations and the resources you need, and we’ll do our best to support you.  We care about both your development in Simprints and your holistic long-term career goals. Simprints Alumni have gone on to work for Google, World Bank, Gavi, Save the Children, and other top players.

About Us

Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.

Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.

The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.

At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.

About The Position

As an HR Specialist in the Employer of Record (EOR) industry, you’ll be a key business partner to our clients, not just a service provider. You’ll sit at the intersection of global expansion and workforce management- advising clients on complex HR matters across EMEA. You’ll own the full employee lifecycle, act as their trusted in-country HR expert, and ensure smooth operations, compliance, and growth.

What You Will Do

• Lead end-to-end TUPE processes across the UK/Ireland regions acting as the primary HR subject matter expert for incoming and outgoing business transfers.
• Coordinate and facilitate mandatory employee consultation processes, manage election of representatives where required, and ensure compliance with statutory consultation timelines.
• Oversee the collation, audit, and exchange of employment data, noting measures, and identify contractual risks and legacy benefits implications
• Manage sensitive transfer-related cases, pre- and post-transfer harmonisation queries, potential redundancy procedures, attend calls or meetings, and draft legally sound documentation.
• Build and manage relationships with external payroll providers, benefits brokers, pension administrators, and specialised employment legal advisors to ensure seamless benefit alignment and pension transfer compliance.
• Be the first point of contact for client queries on benefits, terms and conditions protections, compliance, and post-transfer integration strategies across the UK and Ireland.
• Stay ahead of evolving UK/Ireland TUPE regulations and cultural nuances to provide actionable, risk-aware guidance.
• Review and advise on measures statements, contract variations post-transfer, restrictive covenants, and overall risk mitigation strategies.
• Guide clients through post-transfer alignment, performance management, and ensure timely salary and benefit changes in line with legal protections.
• Drive automation and AI adoption to streamline TUPE diligence, documentation, and client-facing transfer HR processes.
• Provide cross-functional support on broader HR operational tasks, employee onboarding, lifecycle administration, etc. as business priorities dictate.
• Contribute to wider EMEA HR initiatives, projects, and ad-hoc operational requirements as part of the wider HR Operations team.

What We Are Looking For

Minimum requirements:

• 3+ years of specialised HR experience with strong hands-on exposure to UK/Ireland TUPE regulations.
• Deep expertise of regional labour laws and regulatory frameworks in the UK and Ireland.
• Proven experience leading end-to-end business transfers, consultations, and managing complex employee relations.
• Exceptional communication, negotiation, consultation, and problem-solving skills.
• Tech-savvy with HRIS, Zendesk, Jira, Confluence, Tableau, and collaboration tools like Zoom & Slack

Preferred Requirements:

• Knowledge of the EOR industry

The annual gross fixed pay range for this position is €54,800 - €68,500 plus variable compensation.

Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate’s relevant skills, experience, and specific qualifications for the role.

Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:

• Sales Roles: This position is eligible for a commission structure in addition to base salary.
• Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.

Individuals residing, or applying to work, in the United States: California or Philadelphia, Pennsylvania, please review the following additional information:

G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here:Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here:Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.

G-P. Global Made Possible.

G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.

G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.

About Us

Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.

Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.

The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.

At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.

About The Position

As an HR Specialist in the Employer of Record (EOR) industry, you’ll be a key business partner to our clients, not just a service provider. You’ll sit at the intersection of global expansion and workforce management- advising clients on complex HR matters across EMEA. You’ll own the full employee lifecycle, act as their trusted in-country HR expert, and ensure smooth operations, compliance, and growth.

What You Will Do

• Employee Experience & Lifecycle Support: Act as the primary HR contact for onboarding, lifecycle events, and terminations to ensure a smooth and compliant employee experience across the Czech Republic.
• Complex Employee Relations & Terminations: Manage sensitive cases, attend calls or meetings, and draft legally sound documentation.
• Partner Management: Build and manage relationships with payroll providers, benefits brokers, and HR legal advisors.
• International HR & Consultation: Be the first point of contact for client queries on benefits, compliance, and workforce planning.
• In-Country Expertise: Stay ahead of labor laws and cultural nuances in EMEA to provide actionable guidance.
• Employment Law & Contract Advisory: Review and advise on employment contracts and risk mitigation.
• Performance & Compensation Support: Guide clients through Performance Improvement Plans (PIPs) and ensure timely salary changes.
• Immigration & Mobility: Act as SPOC for employees’ immigration/mobility needs in collaboration with the Global Mobility team.
• Workload Transition & Knowledge Transfer: Identify delegable tasks, document processes, and ensure smooth handover for efficiency.
• Digital Transformation & Process Optimization: Drive automation and AI adoption to streamline HR processes.
• Compliance projects: Drive and lead compliance governance projects across EMEA.
• Global Initiatives & Continuous Improvement: Lead efforts to standardize and improve HR practices globally.

What We Are Looking For Minimum requirements:

• 3+ years of HR experience
• Deep expertise of regional labour laws
• Experience supporting complex employee relations.
• Exceptional communication, negotiation, and problem-solving skills.
• Tech-savvy with HRIS, Zendesk, Jira, Confluence, Tableau, and collaboration tools like Zoom & Slack.

Preferred Requirements:

• Language skill: German
• Knowledge of the EOR industry
• Experience in employee lifecycle management in Germany or Austria

The annual gross fixed pay range for this position is 658,400 CZK - 823,000 CZK plus variable compensation.

Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate’s relevant skills, experience, and specific qualifications for the role.

Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:

• Sales Roles: This position is eligible for a commission structure in addition to base salary.
• Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.

Individuals residing, or applying to work, in the United States: California or Philadelphia, Pennsylvania, please review the following additional information:

G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here:Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here:Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.

G-P. Global Made Possible.

G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.

G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.

We’re looking for a hands-on Head of People Operations who loves making things work well, every single day. The foundations are already here: our HR systems, policies, and core processes are in place. What they need now is someone who’ll sharpen them, make them consistent across every country we operate in, and keep them running smoothly as we grow.

This isn’t a pure strategy role. You’ll spend most of your time close to the work: advising managers on tricky employee relations cases, checking that a contract in Kenya meets local law, fixing the onboarding step that keeps tripping people up, and finding ways AI can take the admin off everyone’s plate. You’ll also own our yearly company offsite, from the agenda to the moment you open it on day one.

Equally vital, you will champion and embody our company culture. You will safeguard our core values, model them in daily interactions, and comfortably lead challenging discussions when expectations aren’t met. Acting as a trusted advocate for employees with leadership, you will champion their interests while thoughtfully balancing staff needs, corporate values, and business priorities.

Job Details

• Job Title: Head of People Operations
• Reporting To: Chief Operating Officer
• Grade: M7 (Head of)
• Location: Remote in United Kingdom (but open to GMT +/- 3 hours time zone if you have UK HR Experience)
• Compensation: 60,000-70,000 GBP but this will be adjusted to a local benchmark if you are based outside of the UK
• Contract Structure: Permanent

Key Responsibilities

• Culture carrier. You’ll protect and live our culture and values every day, and hold others to them too. You’ll run engagement surveys, turn the results into specific actions, and follow through, keeping our culture strong across a remote-first, multi-country team.
• Employee relations. You’ll be the go-to person for managers and staff regarding grievances, disciplinary matters, performance concerns, absences, and exits. You handle cases fairly, document them properly, and close them out, and you know when to bring in local counsel.
• Multi-country compliance. You’ll make sure our contracts, handbooks, and policies comply with employment law in each country where we hire, whether through our own entities or an Employer of Record. That means tracking legal changes, keeping country-specific terms up to date, and flagging risk early. As a project-based business, you’ll also make sure people are classified correctly (permanent, fixed-term, project-funded, consultant or contractor) as projects start and end, with the right contracts, notice terms and exit processes for each.
• Refining systems and processes. Most of what we need already exists. Your job is to audit it, spot the gaps, and tighten it up: onboarding, offboarding, probation, performance reviews, leave, contract changes, etc.
• Using AI to work smarter. You’ll look for practical ways AI can save time and improve quality across the people function, such as drafting initial versions of letters and policies, answering routine employee questions, cleaning up HR data, or summarising survey results. You’ll roll these out safely, with clear guidance on data privacy.
• People operations and HR data. You’ll own the accuracy of our HRIS and people data, support payroll and benefits administration across countries, and produce clean, reliable reporting for the leadership team. Every process should be documented, owned, and easy to follow.
• Annual company offsite. You’ll lead the yearly offsite end-to-end: shaping the agenda with the leadership team, managing the venue, travel, visas, budget, and logistics, and hosting the sessions on the day. People should leave feeling more connected and clearer on where we’re going.
• Supporting managers. You’ll coach managers through the people side of their jobs and give them simple tools, templates, and training so they can handle more on their own.
• Clear, warm communication. You write clearly, explain policy in plain language, and can handle difficult conversations with empathy and directness.

What Success Looks Like

• First 3 months: you’ve reviewed every core people process and policy, met each manager, most of the company, and shared a prioritised list of fixes with the leadership team.

• By 6 months: the top-priority processes are refined, documented, and owned. Open employee relations cases are handled consistently, and managers and employees feel supported

• By 9 months: at least two AI-supported workflows are live and saving the team measurable time, with guidance in place on how to use them safely.

• By 12 months: you’ve delivered a well-run annual offsite that people rate highly, and managers say HR is fast, clear, and easy to work with.

• Solid HR generalist experience. You’ve got 7+ years in HR, with at least 2 years leading the people function or a significant part of it, including managing a small team. You’ll lead 3 direct reports here.

• Employee relations know-how. You’ve handled a wide range of ER cases yourself, from the first conversation to the final outcome, and you’re confident, calm, and fair under pressure.

• Labour law across multiple countries. You’ve worked with employment law in the UK but also in more than one jurisdiction and understand how contracts, notice periods, leave and termination rules differ between them. You know your way around Employer of Record models and when to call local counsel.

• Project-based business experience. You understand how people work in organisations funded by projects or grants. You know the difference between permanent, fixed-term, project-funded and contractor roles, how to classify people correctly in each country, and how to manage contract renewals and endings when funding changes.

• A process builder with an eye for detail. You can take a messy or inconsistent process and turn it into something simple and reliable. You notice the typo in the offer letter and the missing step in the leaver checklist, and you fix them.

• Comfort with HR systems and AI tools. You’re confident using an HRIS and comfortable experimenting with AI tools like ChatGPT, Claude or Copilot to make work faster and better. You can show us examples of where you’ve done it.

• Event planning experience. You’ve planned and run in-person events, ideally a company offsite or retreat for 50+ people, including agenda design, logistics, budget and facilitation.

• Clear, warm communication. You write clearly, explain policy in plain language and can handle difficult conversations with empathy and directness.

• Happy to travel. You’re comfortable travelling occasionally to our sites in Africa

Nice to have

• Experience working in Africa. You’ve supported teams or employed people in African countries such as Kenya, Uganda, Ghana, Nigeria and Ethiopia, and you understand local labour law, payroll and cultural context there.
• Global health or NGO background. You’ve worked in a mission-driven organisation
• CIPD Level 5 or above, or an equivalent HR qualification. Not required, but a plus.
• UK-based. The role is fully remote, but a UK base would be ideal.

5 Reasons to Join Simprints

Life is short. We believe work should be inspirational, meaningful and fun. At Simprints, we’re taking on global development’s biggest challenges, powered by an amazing culture and incredible people. Work with us, and you will grow faster, learn more, and take on great responsibilities with the potential to make lasting change.

1. Genuine Impact. Work directly with our partners and users to deliver technology that has the potential to impact millions of lives across the globe. At Simprints, you’ll be part of a team that is passionate about driving real change.

2. An incredible, diverse team. Our work is at the intersection of technology and global development, and we’ve managed to build an amazing team drawn from all over the world. But don’t take our word for it—we’re an externally recognised as a Great Place to Work, and a 2025 Best Workplace for Women amonst many other accolades.

3. Mutual Flex. We champion a work culture where autonomy and trust are paramount, steering clear of mere face-time metrics. Whether it’s managing life’s essentials like healthcare appointments or adapting work hours to match your peak productivity times, we’ve got you covered. In return, we count on your reciprocal flexibility when mission-critical moments arise, like stepping up for a crucial client discussion on a Friday or tackling unexpected technical glitches beyond regular hours.

4. Ultimate work-life balance. As long as you’re driving results and fostering teamwork, we encourage you to strike that perfect balance between your professional and personal life. Our commitment to this model’s success is solidified through semi-annual productivity assessments with our board, ensuring that our high standards of performance are consistently met.

5. Professional development. We promote continual learning and put our money where our mouth is with development plans and access to global experts through the GLG network. We also have a generous professional development budget for each colleague – “Eduprints”. Is there some training you’d like, or maybe you could benefit from professional coaching? Simply provide a business case that shares your aspirations and the resources you need, and we’ll do our best to support you.  We care about both your development in Simprints and your holistic long-term career goals. Simprints Alumni have gone on to work for Google, World Bank, Gavi, Save the Children, and other top players.

About Us:We are a prominent Recruitment Firm based in the Philippines, dedicated to connecting exceptional talent with outstanding career opportunities.