People Operations

• Build the People & Culture function from the ground up
• Implement Personio as the central HR system
• Establish core HR processes such as onboarding flows, contract management, and leave management
• Own employer branding across LinkedIn, the careers page, and the entire candidate journey
• Document, strengthen, and showcase the company culture
• Support hiring managers in defining role requirements
• Structure hiring processes and ensure a high-quality candidate experience

Working Student – People & Culture, HR

• Build and maintain a welcoming and inclusive atmosphere for all volunteers
• Develop networking and knowledge-sharing formats for volunteers, such as topic-focused roundtables, regular meetings, and informal gatherings
• Build networking opportunities by establishing and maintaining connections between volunteers and specialist departments
• Shape a positive volunteer experience, from onboarding through ongoing support
• Design a People & Culture experience—including recognition initiatives and benefits—within a very limited budget
• Work closely with the Executive Board on strategic direction and priorities
• Gather feedback from volunteers and translate it into concrete improvements

Head of People & Culture – Volunteer Role

• Own recruitment from sourcing through signed offer
• Find and engage candidates, conduct initial conversations, coordinate focused interview processes and maintain a reliable ATS
• Prioritise roles with founders and functional leaders and support hiring-manager decisions
• Coordinate people operations across countries, including contracts, payroll partners, EOR providers, benefits, time off and employee requests
• Maintain clear records and deadlines and work with local providers and advisers on employment requirements
• Deliver smooth onboarding and help managers provide new joiners with clear expectations, context and relationships
• Develop and run compensation and performance processes, including salary reviews, levels, performance reviews and equity administration such as BSPCE
• Organise all-hands and the company offsite, strengthen internal communication and build distributed-team collaboration routines
• Provide founders with information on hiring, headcount and employment costs and identify bottlenecks
• Simplify processes, automate repetitive work and coordinate with Administration, Workplace Operations and Finance teams
• Guide managers, challenge them when necessary and agree priorities with founders

People & Talent Lead

• Develop and execute a global People & Culture strategy aligned with organizational objectives and executive leadership priorities
• Advise executive leaders on organizational effectiveness, workforce planning, leadership capability, succession, and people-related risk
• Lead enterprise-wide people transformation initiatives
• Lead and develop Senior HR Business Partners
• Drive consistency in people policies, performance management, talent practices, and employee relations frameworks
• Lead workforce planning, talent reviews, succession planning, and leadership pipeline development
• Establish competency and skills frameworks
• Lead the annual performance management cycle
• Lead global People Operations and employee support services across the employee lifecycle
• Drive process standardization, governance, continuous improvement, and HR technology adoption
• Champion an inclusive, high-performing culture through engagement, recognition, wellbeing, and belonging initiatives
• Lead compensation, benefits, and total rewards strategy
• Oversee compensation reviews, job architecture, salary structures, and benefits effectiveness
• Partner with Finance on workforce budgeting, forecasting, and cost planning
• Establish people governance and oversee HR compliance, audits, policy governance, records, and risk mitigation
• Provide oversight for health, safety, occupational health, and employee wellbeing governance
• Partner with Finance on employee lifecycle events, workforce data, compensation changes, and benefits transactions
• Use people analytics and workforce insights for strategic decision-making
• Oversee HR technologies and people systems, including workforce data quality, privacy, and compliance
• Lead, coach, and develop a global People & Culture team
• Supervise Senior HR Business Partners, Senior Manager - Benefits & Compensation, and Manager - People & Culture Operations

Senior Vice President – People & Culture

• Further develop assessment and development centers, leadership audits, the competency model, and the career framework
• Implement company-wide people and organizational development solutions, from initial concept through sustainable integration
• Enhance existing learning formats and introduce new learning concepts
• Advise executives and managers
• Facilitate high-impact formats and support change processes
• Structure complex initiatives and coordinate stakeholders
• Use data and feedback to drive continuous improvement

Manager, People Development

• Own employment contracts, payroll coordination, visas, and employee policies end to end
• Maintain accurate, audit-ready SOC 2-related compliance processes
• Centralize ownership of freelancer and contractor engagement approvals
• Perform hands-on People Operations hygiene work when high impact
• Build an in-house people analytics capability
• Turn People data into actionable leadership decisions, including attrition and organizational health trends
• Report People function health to the VP People and wider leadership
• Own and evolve People systems such as HiBob and Mahana
• Automate repetitive People Operations work using n8n and partner with workflow automation engineers on complex builds
• Establish documentation and consistent processes before automation
• Reduce manual workload as the function scales
• Act as onboarding liaison for new hires
• Build a small team by hiring 2–3 specialists in analytics, automation, and systems over 12–24 months
• Partner with the VP People, Talent Acquisition, People Partners, and Finance/Legal
• Report directly to the VP People

Head of People Operations – Tech

• Work closely with the consulting team, contribute your own ideas, and take on responsibility.
• Analyze current developments in the professional development market and develop tailored offerings for different target groups.
• Support the development of modern training concepts from idea to implementation, with a focus on relevance, instructional design, and impact.
• Create website content, contribute social media ideas, and strengthen the company’s digital presence.
• Support the optimization of application documents and gain insight into consulting conversations with clients.
• Contribute to potential assessments and help prepare and support coaching sessions.

Internship – Marketing, People Development

• Build a standardized and centralized HR landscape across 19 companies
• Lead a team of three employees and two working students
• Take responsibility for continuous team and capability development
• Manage company-wide standardization and centralization projects
• Gradually consolidate decentralized payroll offices
• Build efficient workflows, optimize processes, and establish sustainable HR standards
• Harmonize and centralize payroll, contracts, compensation and benefits, onboarding and offboarding, time management, and compliance
• Ensure high-quality, up-to-date employee data in Personio
• Prepare professional HR reports for management and the Board
• Ensure compliance with employment, tax, social security, and data protection laws
• Manage post-merger integration projects and integrate new companies into the HR landscape

Team Lead, People Operations

• Build and maintain a welcoming and positive environment for all volunteers
• Develop networking and knowledge-sharing formats for volunteers, such as topic-based discussion groups, regular meetings, or informal events
• Build and maintain connections between volunteers and specialist departments
• Shape a positive volunteer experience, from onboarding through ongoing support
• Design a People & Culture experience with recognition initiatives and benefits on a very limited budget
• Work closely with the Executive Board on strategic direction and priorities
• Gather feedback from volunteers and translate it into concrete improvements

Head of People & Culture – Volunteer Position

• Strategische Weiterentwicklung des gruppenweiten People-Operations-Modells einschließlich skalierbarer Shared Service Centers und Centers of Excellence
• End-to-end-Verantwortung für effiziente, gesetzeskonforme und geschäftsorientierte HR-Prozesse entlang des gesamten Mitarbeiterlebenszyklus
• Standardisierung von HR-Services, Servicekatalogen und Service Levels zur Verbesserung von Qualität, Geschwindigkeit und Zuverlässigkeit für das Unternehmen
• Analyse globaler HR-Strukturen zur Identifizierung von Optimierungs- und Effizienzpotenzialen
• Enge Zusammenarbeit mit dem People Technology Team zur Förderung innovativer Automatisierung, Ticketing- und digitaler HR-Lösungen
• Übersetzung von Geschäftsanforderungen in globale HR-Lösungen
• Enge Zusammenarbeit mit der Geschäftsleitung, HR Business Partnern sowie regionalen und lokalen HR-Organisationen
• Sicherstellung des Gleichgewichts zwischen globaler Standardisierung und lokalen/regionalen Anforderungen
• Beratung des Managements bei strategischen HR- und Organisationsentscheidungen
• Unterstützung von Veränderungsprozessen und Sicherstellung einer nachhaltigen Umsetzung in Regionen und Ländern
• Identifizierung und Implementierung internationaler HR-Best Practices

People Operations jobs in Germany