HR Specialist

Axon; Greater London; Hybrid; GBP 35,000 - 52,000; Full time

Job summary

Axon is seeking an HR Specialist, EMEA to provide high-quality HR support across the EMEA region. You will act as a trusted contact throughout the employee lifecycle, using data, systems, and judgment to resolve needs while improving processes.

You will own day-to-day HR support, manage lifecycle activities, ensure data accuracy, and contribute to HR projects. A strong focus on GDPR, reporting, and cross-functional collaboration is essential.

Qualifications

• 2–4+ years of HR, HR Operations, Shared Services or equivalent experience.
• Strong understanding of data confidentiality and GDPR requirements.
• Proven ability to analyze data, produce insights and reports.
• Experience using HR systems and Excel for reporting.

Responsibilities

• Own day-to-day HR support across the employee lifecycle for EMEA.
• Handle lifecycle activities: starters, leavers, changes, payroll-related changes, and data updates.
• Resolve employee requests with judgement and escalate when needed.
• Identify process improvements and automate where possible.
• Maintain accurate HR records and GDPR-compliant documentation.
• Support HR projects and cross-functional initiatives across regions.

Skills

HR lifecycle

GDPR

data analysis

HR systems

Tools

HRIS

Excel

Job description

At Axon, we’re on a mission to Protect Life. We’re explorers, pursuing society’s most critical safety and justice issues with our ecosystem of devices and cloud software. Like our products, we work better together. We connect with candor and care, seeking out diverse perspectives from our customers, communities and each other.

Life at Axon is fast-paced, challenging and meaningful. Here, you’ll take ownership and drive real change. Constantly grow as you work hard for a mission that matters at a company where you matter.

HR Specialist

The Role

Our HR Operations team is looking for an HR Specialist, EMEA to help deliver a high-quality, responsive, and increasingly scalable employee experience across the region.

This role goes beyond processing transactions and answering HR queries. You will be a trusted point of contact across the employee lifecycle, using strong judgment, critical thinking, data, systems, and technology to solve employee needs while continually looking for ways to make the underlying process better.

You will be expected to understand the why behind the work, recognize when something does not make sense, investigate issues before escalating, and bring forward solutions. As Axon grows, you will help us simplify, standardize, automate, and improve how HR Operations supports our employees and managers across EMEA.

What You'll Do

• Own day-to-day HR support across the employee lifecycle, providing accurate, timely, and employee-focused service across EMEA.
• Manage employee lifecycle activity including starters, leavers, contractual changes, pay-related changes, redundancy processes, medical severance calculations, and employee data changes.
• Own employee requests through resolution rather than simply completing one step in a process, reducing unnecessary handoffs and ensuring employees and managers understand what happens next.
• Apply strong judgment to complex, sensitive, or time-critical situations and understand when issues require escalation to HR Business Partners or senior stakeholders.
• Review information critically rather than processing it mechanically. Identify inconsistencies, validate source information, investigate issues, and raise potential risks before action is taken.
• Maintain exceptional accuracy and data integrity across HR systems, documentation, employee records, and case management, ensuring activity meets GDPR, governance, audit, and internal policy requirements.
• Identify recurring employee questions, process breakdowns, duplicate work, manual handoffs, or areas of unnecessary complexity and recommend practical solutions.
• Support continuous improvement initiatives that simplify processes, strengthen controls, improve employee experience, and increase the scalability of HR Operations.
• Use reporting and operational data to identify trends, investigate root causes, and support informed People and business decisions.
• Produce accurate standard and ad hoc reporting and contribute to audits, controls, and data-quality reviews.
• Support regional and cross-functional HR projects, including organizational changes, system implementations, process changes, and other large-scale employee lifecycle initiatives.
• Maintain clear, accurate HR knowledge, process documentation, guides, and employee-facing content while continuously identifying opportunities to strengthen manager and employee self-service.
• Help onboard and cross-train team members, reduce single points of failure, and contribute to a culture where the success of the broader team matters as much as individual performance.

AI, Technology & the Future of HR Operations

We expect our HR Specialists to actively participate in how HR work evolves.

You will use approved AI and technology responsibly to improve the quality, speed, and scalability of your work. This may include using AI to synthesize information, support research and documentation, identify patterns, improve knowledge content, or accelerate structured problem solving.

You will be expected to:

• Critically review and validate AI-generated output rather than treating it as authoritative.
• Protect confidential and sensitive employee information and follow applicable data-handling requirements.
• Identify repetitive or manual work that could be simplified, automated, or redesigned.
• Look beyond today’s process and ask whether there is a better way to accomplish the outcome.
• Share successful tools, approaches, and learnings with the broader team.

AI fluency is not measured by simply using an AI tool. It is demonstrated by using technology thoughtfully to improve the work while retaining human judgment and accountability.

What We're Looking For

• Approximately 2–4+ years of relevant HR, HR Operations, Shared Services, employee support, or comparable experience, with demonstrated capability more important than tenure alone.
• Understanding of the employee lifecycle and experience independently managing moderately complex HR activity.
• Experience working in a fast-paced, high-volume HR or Shared Services environment.
• Strong working knowledge of HR policies, processes, data confidentiality, and GDPR requirements.
• Excellent attention to detail and demonstrated ability to maintain accurate employee data and documentation.
• Strong critical-thinking and problem-solving skills. You investigate, connect information, identify patterns, and develop potential solutions rather than immediately escalating every non-standard situation.
• Confidence in navigating ambiguity and working with context and objectives rather than requiring step‑by‑step direction.
• Strong organizational skills with the ability to prioritize competing work based on urgency, employee impact, risk, and business need.
• Strong analytical capability, including experience producing reports, reviewing data, and using insights to identify operational improvements.
• Confidence using HR systems, case management or ticketing platforms, reporting tools, and Microsoft Excel.
• Experience identifying process improvements, developing documentation, improving workflows, or participating in HR transformation or technology initiatives.
• Strong written and verbal communication skills with the ability to explain complex HR information clearly and build trust with employees, managers, and HR partners.
• Professional judgment and discretion when handling confidential, sensitive, or complex employee matters.
• Curiosity and learning agility, with a willingness to learn new systems, technologies, processes, and areas of HR.
• A collaborative mindset. You share what you know, support teammates, and actively contribute to making the broader HR Operations organization stronger.

What Success Looks Like

Success is more than closing cases or completing transactions.

A strong EMEA HR Specialist asks:

Did I solve the employee’s problem? Did I get the details right? Why did this issue happen? Will it happen again? Can we simplify, automate, or eliminate part of the process? And what can I do to make the experience better for the next employee?

We are building an HR Operations organization that combines strong execution with judgment, employee empathy, operational excellence, AI fluency, and continuous improvement. The people who thrive here will help us build what HR Operations needs to become, not simply maintain how it works today.

Don’t meet every single requirement? That’s ok. At Axon, we Aim Far. We think big with a long‑term view because we want to reinvent the world to be a safer, better place. We are also committed to building diverse teams that reflect the communities we serve.

Studies have shown that women and people of color are less likely to apply to jobs unless they check every box in the job description. If you’re excited about this role and our mission to Protect Life but your experience doesn’t align perfectly with every qualification listed here, we encourage you to apply anyways. You may be just the right candidate for this or other roles.

The above job description is not intended as, nor should it be construed as, exhaustive of all duties, responsibilities, skills, efforts, or working conditions associated with this job. The job description may change or be supplemented at any time in accordance with business needs and conditions.

Some roles may also require legal eligibility to work in a firearms environment.

Axon’s mission is to Protect Life and is committed to the well‑being and safety of its employees as well as Axon’s impact on the environment. All Axon employees must be aware of and committed to the appropriate environmental, health, and safety regulations, policies, and procedures. Axon employees are empowered to report safety concerns as they arise and activities potentially impacting the environment.

We are an equal opportunity employer that promotes justice, advances equity, values diversity and fosters inclusion. We’re committed to hiring the best talent — regardless of race, creed, color, ancestry, religion, sex (including pregnancy), national origin, sexual orientation, age, citizenship status, marital status, disability, gender identity, genetic information, veteran status, or any other characteristic protected by applicable laws, regulations and ordinances — and empowering all of our employees so they can do their best work. If you have a disability or special need that requires assistance or accommodation during the application or the recruiting process, please email [e-mail]. Please note that this email address is for accommodation purposes only. Axon will not respond to inquiries for other purposes.

Please note prior to proceeding: Axon will determine, in its sole discretion, whether to sponsor or continue sponsorship of any employment-based visa, including an H‑1B petition, transfer, or extension, or other petition. Axon cannot guarantee that work authorization will be sought and reserves the right to withdraw this offer or terminate employment in the event that Axon determines not to or is unable to proceed with visa sponsorship. Any verbal or written commitment made by Axon regarding visa sponsorship is non‑binding and may be changed at any time in Axon's sole discretion.

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Due to the nature of Axon’s products and technology, certain job‑related technical data is subject to U.S. Export Administration Regulations (EAR). In order for certain Non‑U.S. Persons to access this technology/data, Axon must apply for and be issued a deemed export license from the U.S. Department of Commerce. Any Non‑U.S. Person is subject to deemed export regulations except a Non‑U.S. Person who (1) is granted U.S. Permanent Resident status, as demonstrated by the issuance of a permanent resident visa (i.e., Green Card); or (2) is granted U.S. citizenship; or (3) is granted status as a protected person (i.e., Asylee or Refugee) under 8 U.S.C. 1324b(a)(3).

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Acknowledge

The following questions apply only to an employee’s ability to access firearms in accordance with Reference 5.1, 18 U.SC. § 922(d), (g) and (n), Reference 5.7, 27 C.F.R. § 478.32. Answering dishonestly to any of the below questions may result in disciplinary action up to and including termination. Possession of firearms by Prohibited Possessors is a violation under U.S. federal law and can result in criminal penalties.

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Have you ever been adjudicated as a mental defective OR have you ever been committed to a mental institution? * Select…

Have you ever been convicted in any court of a misdemeanor crime of domestic violence, or are you or have you ever been a member of the military and been convicted of a crime that included, as an element, the use of force against a person as identified in the instructions? * Select…

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Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Axon’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.

A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

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