Build and lead the company’s total rewards function, covering compensation philosophy, equity programs, benefits, job architecture, and review cycles. The role partners with founders, People, Finance, and Recruiting and requires at least six years of relevant experience in a high-growth technology or SaaS company.

The HR Operations Coordinator manages onboarding, payroll data, employee changes, terminations, and HR support for clients and employees in an international EOR model. The role requires at least three years of HR operations experience, HRIS and ticketing-system proficiency, strong organization, and excellent communication.

Leads Decagon’s global workplace strategy and operations, including real estate, office expansions, build-outs, budgets, vendors, and multi-site office leadership. The role requires 6–8+ years of workplace, real estate, or operations experience and strong people-management skills.

Leads Harvey’s global Executive Assistant function, including hiring, team development, support standards, coverage planning, and interim executive support. The role requires prior management of executive-support professionals, experience supporting senior leaders, and strong operational and cross-functional leadership skills.

Leads People strategy, employee relations, compliance, and operational execution across Duolingo’s multi-country EMEA organization. The role requires regional HR experience, PEO/EOR management, European employment-law knowledge, and the ability to advise leaders while scaling hands-on People operations.

Manages the full international benefits lifecycle across EMEA, including procurement, plan design, vendor relationships, regulatory compliance, data analysis, and country launches. Requires 5+ years of international benefits experience and strong program management and cross-functional collaboration skills.

Manages the full international benefits lifecycle across EMEA, including procurement, plan design, vendor relationships, country launches, and data-driven program improvements. The role requires 5+ years of international benefits experience and strong knowledge of EMEA regulations and multi-country operations.

Manages the full international benefits lifecycle across EMEA, including procurement, plan design, vendor relationships, compliance, data analysis, and launches in new markets. Requires 5+ years of international benefits experience and strong program management and stakeholder coordination skills.

Partners with senior business leaders on organization design, employee relations, performance, compensation, leveling, and talent decisions. The role requires 8+ years in People Partnering or HRBP work, strong judgment in complex situations, and experience supporting globally distributed teams.

Partners with senior technical leaders on organizational design, performance, compensation, leveling, and employee relations. The role requires 8+ years of People Partnering or HRBP experience, strong judgment in complex situations, and experience supporting globally distributed technical teams.

Leads the HR strategy and team supporting Flexport’s multi-site fulfillment network, including workforce conversion, compliance, talent acquisition, employee relations, and culture initiatives. Requires 12+ years of progressive HR experience and substantial leadership experience in large-scale operational environments.

Partners with global GTM leadership to align people strategy with revenue goals, coach senior executives, scale talent programs, and lead organizational change. Requires progressive People Business Partner experience in high-velocity technology or SaaS organizations and strong analytical and compliance capabilities.

Provides operational People support across EMEA, with a focus on Germany, managing employee lifecycle documentation, Workday data, queries, approvals, and compliance workflows. Requires 3–5 years of HR operations experience, German and English fluency, and knowledge of German labor law.

Supports HR Shared Services operations by maintaining employee data, processing organizational changes, validating records, and preparing reports. The role requires at least one year of HR operations or shared-services experience, strong data accuracy, and familiarity with HR systems and spreadsheets.

This foundational HR Business Partner role advises executives and managers on organizational design, performance, employee relations, succession planning, and change management. The role requires 5+ years of technology HRBP experience and the ability to operate autonomously in a fast-growing environment.

Leads workplace operations and employee experience across Gigs’ international hubs, managing vendors, facilities, events, and workplace processes. The role requires 5+ years of experience, strong hospitality and project-management skills, and a Berlin base with travel across locations.

The Senior HRIS Analyst will design, configure, administer, and improve PagerDuty’s Workday ecosystem, including emerging AI capabilities. The role requires at least five years of Workday experience and emphasizes system integrity, feature releases, automation, governance, and stakeholder collaboration.

Partners with functional leaders on organizational design, workforce planning, employee relations, performance, and compensation while building foundational HRBP systems. Requires 8+ years of HR experience, strong business acumen, and experience in high-growth technology companies.

The People Lead will build and lead the People function for a rapidly growing technology company, partnering with founders and senior leaders on organization design, culture, talent, performance, and rewards. The role requires 8+ years of progressive People leadership experience and four days per week in the office.

Manages employee relations investigations and advises HR partners, managers, Legal, and business leaders on sensitive workplace matters. The role requires 5+ years of relevant HR experience, strong investigation and communication skills, and sound, risk-aware judgment.

Owns and evolves onboarding, performance management, engagement, learning, and leadership development programs while supporting responsible AI adoption across non-technical teams. Requires at least three years of relevant program or project management experience, strong facilitation and stakeholder skills, and hands-on generative AI experience.

Leads strategic HR partnership for senior leaders and high-impact teams, advising on talent strategy, organizational effectiveness, employee relations, performance, and culture. Requires a bachelor's degree and 6–8 years of relevant HR experience, with strong employment-law, analytics, coaching, and change-management expertise.

Leads the HR Generalist team while serving as the People Partner for HR, supporting talent strategy, performance management, organizational health, compensation, employee relations, and scalable people programs. Requires 10+ years of HRBP experience and 5+ years managing people.

Build and administer secure People Operations systems, workflows, integrations, and employee lifecycle processes while supporting payroll, benefits, and employee and manager inquiries. The role requires 4+ years of technical People Operations experience, HRIS/ATS expertise, data-platform familiarity, and strong cross-functional product instincts.

Leads the Learning & Quality function for an enrollment organization, managing a 10-person team and modernizing onboarding, coaching, QA, and performance systems. Requires 6–8 years in operations, program management, and people leadership, with strong data, prioritization, and cross-functional skills.

Supports EMEA employees through benefits administration, HR documentation, Workday data management, onboarding and offboarding, and culture initiatives. The role requires 2–3 years of relevant experience, hands-on Workday expertise, strong organization, and native-level German with fluent English.

Owns compensation strategy and program design for a fast-growing AI healthcare company, including market benchmarking, salary structures, equity, executive compensation, and sales incentives. Requires 6+ years of compensation experience and strong Excel, modeling, and communication skills.

Designs and manages compensation programs for Go-to-Market and Marketing organizations, advising leaders on pay structures, equity, market pricing, cycles, and pay equity. Requires a bachelor’s degree or equivalent experience, 8+ years of relevant experience, strong analytics, and HRIS expertise.

Supports organizational development, design, culture, engagement, leadership development, and employee effectiveness initiatives through research, data analysis, assessments, and cross-functional projects. The six-month apprenticeship is intended for a recent graduate or final-year student in psychology, organizational development, human resources, or a related field.

Leads South African HR operations, employee relations, compliance, culture, and manager training while partnering with a global People team. Requires a bachelor’s degree, 5–7 years of progressive HR experience, strong South African labour-law expertise, and CCMA representation experience.

Leads international HR partnership for senior leaders and teams across multiple countries, translating business priorities into people strategies and advising on employee relations, organizational design, talent, compensation, and local labor practices. Requires 8+ years of HR Business Partner experience and fluency in English and German.

Manages employee experience, relations, performance processes, compliance, and HR service delivery for MongoDB employees and managers in Japan. The role requires 8+ years of progressive HR experience, strong knowledge of Japanese employment law, bilingual Japanese-English communication, and the ability to coach leaders in a hybrid, high-growth environment.

Provides end-to-end payroll, benefits, and HR operations support for a portfolio of growing businesses. The role requires 2–4+ years of payroll or HR operations experience, multi-state tax expertise, and familiarity with payroll and HRIS implementations.

Partners with leadership and employees in Japan to deliver strategic and day-to-day people programs for go-to-market teams. The role requires 5+ years of HR business partner experience, strong analytics and project management skills, and expertise in employee relations and global employment practices.

The Senior People Business Partner will serve as Datadog’s primary People contact in Latin America, advising GTM leadership and employees on strategic and operational HR matters. The role requires 8+ years of HRBP experience, strong employee-relations and analytical skills, and fluency in Portuguese and English.

Leads end-to-end payroll operations across multiple EMEA countries, managing a regional team, vendors, compliance, controls, accounting, and process improvements. The role requires significant international payroll experience and is hybrid for candidates based in Dublin or Cork.

Owns People operations infrastructure, including onboarding, People data, compensation processes, and internal tooling. The role suits an autonomous operator with strong analytical, stakeholder-management, and automation skills who can turn recurring friction into scalable systems.

Own and scale SentiLink’s learning and development strategy across onboarding, fraud education, manager and leadership development, and professional growth. The role requires 6–10 years of relevant experience, strong facilitation and program management skills, and the ability to build practical programs in a fast-paced environment.

Serves as a strategic people advisor to go-to-market leaders, shaping organizational design, leadership effectiveness, performance practices, and change initiatives. Requires 7+ years in HR, People, or organizational development and substantial experience partnering with VP-level leaders.

Leads complex workplace investigations, advises managers on employee relations and performance matters, and partners with Legal and People teams on policy, compliance, and risk reduction. The role requires sound judgment, confidentiality, strong communication, and experience in distributed or global organizations.

Supports employee lifecycle operations across the Americas and global people programs, including HR inquiries, onboarding, leave, benefits, HRIS administration, and compliance. Requires a bachelor’s degree or equivalent experience, 2+ years in HR operations, and familiarity with global HR systems.

The Total Rewards Analyst analyzes compensation and benefits data, supports annual pay and equity cycles, and improves HR workflows through automation and AI. The role requires 2–4 years of related experience, strong spreadsheet modeling skills, and a bachelor’s degree or equivalent practical experience.

The Senior Benefits Analyst will administer and improve global employee benefits programs across countries and employment models. The role manages vendors and renewals, analyzes utilization and cost data, supports compliance and implementations, and resolves complex benefits issues.

Senior HR Business Partner supporting Engineering, Product, and Design leaders through organizational design, workforce planning, performance management, employee relations, and change initiatives. The role requires 8+ years of HR experience in high-growth SaaS or technology environments and combines strategic advising with hands-on HRBP function building.

The analyst administers global benefits and leave programs, supports employees across regions, and coordinates vendors, payroll workflows, compliance, and process improvements. The role requires 2–4 years of benefits or HR operations experience, familiarity with EMEA/APAC programs, and proficiency with HR systems and spreadsheet analysis.

Leads the HRBP organization while advising executive leaders on workforce strategy, organizational effectiveness, talent, employee relations, and transformation. Requires a bachelor’s degree, executive-level partnership experience, and substantial HRBP leadership experience in a high-growth environment.

Serve as Senior HR Business Partner to organizational leaders at AI2, designing and executing talent management, workforce planning, culture, and employee experience programs. Requires 8+ years progressive HR experience, strong data-driven and change management skills, and breadth across HR functions.

Leads payroll and tax implementation strategy, compliance governance, client migrations, TPA integrations, and team scaling. Requires 10+ years of payroll tax operations experience in PEO, ASO, or HR outsourcing, substantial management experience, multi-state compliance expertise, and a bachelor’s degree or equivalent experience.

Builds and owns the employee onboarding program from offer acceptance through the first 30 days, partnering across People and business teams. The role requires 4+ years in onboarding or HR/People Operations, strong project management, AI-tool fluency, and an analytical, high-ownership approach.

Owns and scales employee lifecycle, engagement, manager development, culture, and internship programs for a fast-growing technology company. The role requires 3–5 years of end-to-end people-program ownership, strong operational design, vendor and budget management, and measurable outcomes.