Human Resources Operations Specialist

Seekhr | People & Talent Recruitment; München; Vor Ort; EUR 60.000 - 90.000; Vollzeit

Zusammenfassung

Seekhr | People & Talent Recruitment partners with a US-headquartered technology scale-up to build European People Operations. Munich preferred / Stuttgart considered, the role sits at the centre of European People Operations, owning payroll, mobility, benefits, compensation and HR operations across Germany, with close collaboration to US teams.

You’ll build scalable processes in a fast-growth environment, helping to shape the people infrastructure as the company expands across Europe.

Qualifikationen

• Experience in an earlier-stage technology scale-up.
• High-growth, venture-backed tech business experience with <300 employees.
• Hands-on payroll, benefits, mobility, compensation, and core HR operations.

Aufgaben

• Day-to-day HR and People Operations across Germany.
• Payroll coordination and local HR administration.
• Mobility and international employee processes.
• Benefits and compensation programme implementation.
• Localisation and execution of global People programmes.
• Supporting employees and managers across European entities.
• HR processes, onboarding and operational infrastructure.
• Partnership with US-based People specialists.
• Identifying operational gaps and building pragmatic solutions.
• Supporting the wider European People team through continued growth and change.

Kenntnisse

German HR

People Operations

Builder mentality

Payroll coordination

Jobbeschreibung

Munich preferred / Stuttgart considered | High-growth, venture-backed technology scale-up

We’re partnering with a well-funded, US-headquartered technology scale-up building highly technical AI-powered products.

The company has grown approximately 3x over the last 18 months and is now investing significantly in the People infrastructure needed to support its next stage of European growth.

Historically, the business has deliberately operated with lean teams and significant individual ownership.

As the European organisation continues to scale, we’re looking for a People Operations / HR Generalist who wants to get under the hood, solve problems and help build the infrastructure behind that growth.

The opportunity

This is a broad, hands-on position sitting at the centre of European People Operations.

You’ll take ownership of the operational and programme work required to support a rapidly scaling organisation across areas including payroll, mobility, benefits, compensation and wider HR Operations.

Specialist teams across several of these areas sit within the US. You’ll partner closely with them, taking global programmes and making them work effectively on the ground across European markets.

That could mean localising a global programme one day, solving a German HR Operations challenge the next, and then building a completely new process because the organisation has grown beyond its existing infrastructure.

There won't always be a playbook.

What you’ll own

• Day-to-day HR and People Operations across Germany.
• Payroll coordination and local HR administration.
• Mobility and international employee processes.
• Benefits and compensation programme implementation.
• Localisation and execution of global People programmes.
• Supporting employees and managers across European entities.
• HR processes, onboarding and operational infrastructure.
• Partnership with US-based People specialists.
• Identifying operational gaps and building pragmatic solutions.
• Supporting the wider European People team through continued growth and change.

What we’re looking for

Experience within an earlier-stage technology scale-up is a key part of the brief.

We’re particularly interested in people who have worked inside high-growth, venture-backed technology businesses while they were below approximately 300 employees.

You understand what happens when a business scales faster than its internal infrastructure.

You don’t expect every process to be perfect, every responsibility to be neatly defined or a specialist team to exist for every problem.

Instead, you have a scrappy, builder mentality.

You spot a problem, take ownership and work out how to fix it. You can build a sensible process from scratch without over-engineering it, and you’re happy moving between detailed operational execution and broader People programmes.

You’ll also bring:

• Strong German HR and People Operations fundamentals.
• Business-level German is highly desirable.
• Hands-on experience across areas such as payroll, benefits, mobility, compensation and core HR Operations.
• Experience implementing, improving or building People processes.
• Exposure to rapid organisational growth and change.
• Ideally, some experience supporting multiple European countries or legal entities.
• Strong problem-solving skills and attention to detail.
• High ownership and the ability to operate independently.
• Comfort partnering with US-based stakeholders and global People teams.

International experience is valuable, but there is some flexibility here. Someone with exceptional German HR foundations and the appetite to grow into a broader European remit could be equally interesting.

This probably isn’t for you if...

You need mature processes, significant support infrastructure or clearly defined ownership before you’re comfortable operating.

Likewise, if your experience has only been within very large organisations with extensive Centres of Excellence and established People systems, this environment may feel very different.

This isn’t about administering an existing People machine.

It’s about helping build one.

You’ll join a well-funded technology business during a significant period of international growth, while the European People function is still early enough for your work to have a visible impact.

You’ll gain exposure across a broad People Operations remit, work closely with specialist teams in the US and help determine how global People programmes are translated across Europe.

If you’re resourceful, practical and enjoy making things work, particularly when the answer isn’t already sitting in a playbook; we’d love to hear from you.