Senior HR Operations Lead

Jobgether; Netherlands; Remote; EUR 90,000 - 140,000; Full time

Benefits offered by this job

Competitive compensation

Fully remote work

Co-working budget

Flexible vacation

Home office budget

Learning and development

Health insurance

Wellness allowance

Collaborative remote culture

Inclusive workplace

Job summary

Jobgether is seeking a Senior HR Operations Lead based in the Netherlands to design and lead scalable HR infrastructure for a globally distributed workforce. The role focuses on onboarding, performance management, development, and offboarding, while turning workforce data into actionable insights.

You will partner with HR leaders to optimize employee experiences, manage vendors, and ensure compliance across multiple countries, driving continuous improvement and organizational growth.

Qualifications

• Senior HR Operations Experience: demonstrated experience in a senior HR operations role, end-to-end ownership.
• Technology or SaaS Background: experience building and managing HR operations within a distributed technology company or SaaS environment.
• HR Business Partner Collaboration: proven ability to work effectively with established HR business partners and a broad stakeholder network.
• Commercial and Business Acumen: experience making HR operational decisions based on business impact, organizational priorities, and commercial context.
• People Analytics: ability to interpret workforce data, generate meaningful insights, and use evidence to inform HR decisions.
• Strategic Process Design: a demonstrated passion for building business-first HR infrastructure, developing scalable solutions, and continuously improving employee and organizational outcomes.
• International Employment Expertise: experience managing employer-of-record relationships and navigating the operational complexities of employment across multiple countries.
• Vendor Management: proven experience owning relationships with HR technology, payroll, and employee benefits providers, ensuring effective service delivery and alignment with business needs.
• Systems and Process Ownership: ability to design and implement reliable HR workflows, systems, and experiences that support organizational performance and employee development.
• Independent Leadership: strong judgment, initiative, and accountability, with the ability to manage complex operational responsibilities and influence stakeholders without relying solely on formal authority.
• Remote Collaboration: comfort working in a fully distributed environment and collaborating across teams, functions, and geographical boundaries.
• Location and Work Authorization: NL-based candidates preferred and eligible to work in the Netherlands.

Responsibilities

• Develop the HR Operating Model: Design, implement, and continuously improve the systems, processes, and operational infrastructure that support the organization's talent strategy and high-performance culture.
• Optimize Employee Experiences: Build and refine HR processes across the employee lifecycle, including onboarding, performance management, professional development, and offboarding, to improve employee experience and organizational effectiveness.
• Turn People Data into Insights: Translate workforce data into actionable operational intelligence that enables HR business partners and business leaders to make informed, proactive talent decisions.
• Lead the HR Calendar: Design and manage the annual HR calendar as a coordinated set of initiatives that supports performance, compensation, employee development, and organizational priorities.
• Manage HR Technology and Vendors: Own the HR technology ecosystem and external vendor relationships, including HR information systems, payroll providers, benefits partners, and employer-of-record (EOR) providers.
• Support International Workforce Operations: Build scalable processes for managing employment across multiple countries, coordinating EOR partnerships and addressing the operational complexities of a distributed workforce.
• Integrate Compliance into HR Operations: Ensure employment requirements and relevant compliance considerations are embedded into HR processes without creating unnecessary friction for business teams.
• Partner with HR and Business Leaders: Collaborate with HR business partners, senior stakeholders, and functional leaders to align operational decisions with business priorities and commercial objectives.
• Drive Continuous Improvement: Identify opportunities to simplify workflows, improve HR service delivery, and build forward-looking infrastructure rather than simply maintaining existing policies and processes.
• Enable Organizational Growth: Ensure HR systems, processes, and vendor relationships can scale effectively as the business evolves and expands internationally.

Skills

Senior HR operations

SaaS / tech HR

HR business partner

Commercial acumen

People analytics

Strategic process design

International employment

Vendor management

Systems ownership

Independent leadership

Remote collaboration

Cross-functional collaboration

Tools

HRIS

Payroll systems

EOR platforms

Job description

his position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior HR Operations Lead based in Netherlands.

The Senior HR Operations Lead will design and lead the HR operational infrastructure that enables a high-performing, globally distributed workforce. This strategic individual contributor role focuses on building scalable people processes, optimizing employee experiences, and transforming workforce data into actionable business insights. You will shape key HR lifecycle experiences, from onboarding and performance management to development and offboarding, while ensuring that people operations support organizational growth. Working closely with HR business partners and senior leadership, you will develop effective systems, manage external vendor relationships, and strengthen operational efficiency across multiple countries. This opportunity is ideal for an experienced HR operations professional who combines commercial awareness, analytical thinking, and a builder's mindset to create impactful, business-focused HR solutions.

Accountabilities:

• Develop the HR Operating Model: Design, implement, and continuously improve the systems, processes, and operational infrastructure that support the organization's talent strategy and high-performance culture.
• Optimize Employee Experiences: Build and refine HR processes across the employee lifecycle, including onboarding, performance management, professional development, and offboarding, to improve employee experience and organizational effectiveness.
• Turn People Data into Insights: Translate workforce data into actionable operational intelligence that enables HR business partners and business leaders to make informed, proactive talent decisions.
• Lead the HR Calendar: Design and manage the annual HR calendar as a coordinated set of initiatives that supports performance, compensation, employee development, and organizational priorities.
• Manage HR Technology and Vendors: Own the HR technology ecosystem and external vendor relationships, including HR information systems, payroll providers, benefits partners, and employer-of-record (EOR) providers.
• Support International Workforce Operations: Build scalable processes for managing employment across multiple countries, coordinating EOR partnerships and addressing the operational complexities of a distributed workforce.
• Integrate Compliance into HR Operations: Ensure employment requirements and relevant compliance considerations are embedded into HR processes without creating unnecessary friction for business teams.
• Partner with HR and Business Leaders: Collaborate with HR business partners, senior stakeholders, and functional leaders to align operational decisions with business priorities and commercial objectives.
• Drive Continuous Improvement: Identify opportunities to simplify workflows, improve HR service delivery, and build forward-looking infrastructure rather than simply maintaining existing policies and processes.
• Enable Organizational Growth: Ensure HR systems, processes, and vendor relationships can scale effectively as the business evolves and expands internationally.

Requirements:

• Senior HR Operations Experience: Demonstrated experience in a senior HR operations role, with end-to-end ownership of an HR operational domain and the ability to operate independently as a senior individual contributor.
• Technology or SaaS Background: Experience building and managing HR operations within a distributed technology company or Software-as-a-Service (SaaS) environment.
• HR Business Partner Collaboration: Proven ability to work effectively with established HR business partners and a broad stakeholder network to translate talent strategy into operational execution.
• Commercial and Business Acumen: Experience making HR operational decisions based on business impact, organizational priorities, and commercial context.
• People Analytics: Ability to interpret workforce data, generate meaningful insights, and use evidence to inform HR decisions and operational solution design.
• Strategic Process Design: A demonstrated passion for building business-first HR infrastructure, developing scalable solutions, and continuously improving employee and organizational outcomes.
• International Employment Expertise: Experience managing employer-of-record relationships and navigating the operational complexities of employment across multiple countries.
• Vendor Management: Proven experience owning relationships with HR technology, payroll, and employee benefits providers, ensuring effective service delivery and alignment with business needs.
• Systems and Process Ownership: Ability to design and implement reliable HR workflows, systems, and experiences that support organizational performance and employee development.
• Independent Leadership: Strong judgment, initiative, and accountability, with the ability to manage complex operational responsibilities and influence stakeholders without relying solely on formal authority.
• Remote Collaboration: Comfort working in a fully distributed environment and collaborating across teams, functions, and geographical boundaries.
• Location and Work Authorization: The advertised position specifies residence and legal authorization to work in the United Kingdom, Latvia, or Spain. Candidates based in Germany should confirm their eligibility with the hiring team before applying.

Benefits:

• Competitive Compensation: Competitive salary and employee stock options.
• Fully Remote Work: Remote-first working arrangements with flexible working hours.
• Co-Working Budget: Financial support for working from a co-working space when desired.
• Flexible Vacation: A flexible vacation policy to support rest and work-life balance.
• Home Office Budget: Funding for home office equipment, including monitors, desks, and ergonomic accessories.
• Learning and Development: A dedicated budget to support skills development and career growth.
• Health Insurance: Health insurance coverage as part of the employee benefits package.
• Wellness Allowance: Financial support for physical and mental well-being.
• Collaborative Remote Culture: An inclusive, close-knit team environment that values collaboration, continuous improvement, and shared success.
• Inclusive Workplace: A commitment to equal opportunities and welcoming people from diverse backgrounds and identities.