People Operations Associate

Role Overview

• Co-own the end-to-end onboarding process, continuously refining the experience to ensure new hires are set up for success from day one.
• Manage and maintain employee records within HRIS tool, ensuring data integrity across the full employee lifecycle.
• Draft, review, and manage employment contracts, addenda, and related documentation.
• Process employee changes including promotions, compensation adjustments, role transitions, and personal information updates with accuracy and confidentiality.
• Lead off-boarding processes including exit documentation, system deactivation, and knowledge transfer coordination.
• Identify gaps and recommend improvements to lifecycle processes based on employee feedback and operational insights.
• Coordinate and manage interview scheduling across multiple time zones, ensuring a seamless experience for candidates and hiring teams.
• Own candidate communications throughout the hiring funnel, from initial outreach to offer stage.
• Prepare and issue offer letters, employment agreements, and pre-boarding documentation.
• Maintain accurate and up-to-date recruitment pipelines, tracking key metrics such as time-to-fill and candidate conversion rates.
• Partner with hiring managers to improve recruitment workflows, identify bottlenecks, and streamline logistics.
• Build and maintain people dashboards and reports covering headcount, attrition, recruitment metrics, and employee demographics.
• Analyse people data to surface trends, flag risks, and provide actionable insights to the People & Culture Lead.
• Support quarterly and annual people reviews with data-driven reporting on workforce composition and movement.
• Track and report on key HR operational metrics including onboarding completion rates, time-to-productivity, and employee query resolution times.
• Serve as the primary point of contact for employees on HR-related inquiries, providing timely and accurate guidance on policies, processes, and benefits.
• Proactively identify recurring employee questions or pain points and recommend process or communication improvements.
• Support employees through key moments including onboarding, benefits enrolment, internal transfers, and return-from-leave transitions.
• Draft and update HR policies, employee guidelines, and standard operating procedures in collaboration with the People & Culture Lead.
• Ensure all people policies reflect current labour regulations and company standards.
• Maintain policy acknowledgement records and ensure timely distribution of policy updates to employees.
• Support internal audits and compliance reviews by preparing documentation and ensuring record accuracy.
• Monitor regulatory changes and flag relevant updates that may require policy revisions.
• Manage relationships with HR vendors including health insurance providers, benefits platforms, and background check services.
• Coordinate benefits enrolment, renewals, and employee communications around benefits programmes.
• Track vendor contracts, service-level agreements, and renewal timelines.
• Evaluate vendor performance and recommend improvements or alternatives where appropriate.
• Administer and optimize HRIS and other internal people systems to improve data accuracy and workflow efficiency.
• Maintain internal trackers for recruitment, onboarding, probation reviews, and contract renewals.
• Identify opportunities to automate or streamline manual HR processes and propose solutions.
• Support the evaluation and implementation of new HR tools as the team scales.

Requirements

• 3–5 years of progressive experience in HR Operations, People Operations, or HR Generalist roles.
• Demonstrated experience managing end-to-end employee lifecycle processes including onboarding, HRIS administration, and offboarding.
• Hands-on experience coordinating recruitment operations and managing candidate pipelines.
• Experience drafting or contributing to HR policies and process documentation.
• Proficiency with HRIS platform; comfortable working with people data and reporting tools.
• Experience managing vendor relationships (insurance, benefits, or HR service providers) is a strong plus.
• Familiarity with International labour laws and regulatory requirements.
• Strong written and verbal communication skills with the ability to engage confidently across all levels of the organization.
• Proven ability to work independently and manage competing priorities in a remote, fast-paced environment.

Benefits

• Health insurance
• Benefits platforms
• Background check services