HR Lifecycle & Benefits Lead

Responsibilities

• Design, standardize, and scale global Employee Lifecycle processes (Onboarding, Transfers, Offboarding, and other HR operations) across multiple regions, ensuring compliance, efficiency, and a consistent employee experience
• Build and maintain a global Benefits framework, including governance principles, eligibility rules, vendor management, and ongoing optimization of benefits programs
• Audit existing HR processes, identify operational gaps, compliance risks, and improvement opportunities, and implement solutions that increase efficiency and scalability
• Partner with HRIS and Automation teams to translate business needs into technical requirements, improve data integrity, and automate manual HR workflows
• Establish quality control mechanisms, operational checkpoints, and access controls to minimize financial, compliance, and process-related risks
• Develop HR operational metrics and dashboards to track service quality, cost efficiency, automation progress, and process performance
• Lead, mentor, and coordinate a team of HR Operations specialists across Lifecycle, Benefits, HRIS, and Automation areas
• Manage relationships with strategic vendors, negotiate commercial terms, and evaluate benefits ROI to optimize company investment
• Collaborate closely with HR, Finance, Legal, and other stakeholders to ensure smooth implementation of HR initiatives across different locations
• Drive continuous improvement of HR operations through process optimization, automation, and data-driven decision-making

Requirements

• 5+ years of HR experience, with 2–3+ years in a senior HR Operations, HR Lead, C&B Lead, or similar role within an international or fast-growing environment
• Proven experience designing and scaling Employee Lifecycle processes across multiple countries or business hubs
• Strong knowledge of global benefits management, including benefits strategy, governance, vendor management, and cost optimization
• Experience managing HRIS systems, improving data quality, and implementing HR process automation
• Ability to translate business requirements into technical solutions and work effectively with HR technology teams
• Experience with HR analytics, operational reporting, dashboards, and data-driven decision-making
• Strong understanding of compliance, risk management, and audit processes within HR operations
• Experience leading and developing teams, setting priorities, and establishing operational standards
• Strong negotiation, stakeholder management, and executive communication skills
• Advanced Excel skills and experience working with data visualization tools
• Systems thinking, strong business acumen, and the ability to manage complex cross-functional projects

Will be a plus

• Knowledge of international Compensation & Benefits practices and global perks platforms
• Experience working with international health insurance providers and benefits vendors
• Hands-on experience with HRIS implementations, system migrations, and workflow automation projects
• Experience applying AI solutions to improve HR processes and operational efficiency

We offer

• 20 paid vacation days per year
• 10 paid sick leave days per year
• Public holidays as per the company’s approved Public holiday list
• Medical insurance
• Opportunity to work remotely
• Professional education budget
• Language learning budget
• Wellness budget (gym membership, sports gear and related expenses)

Role mission

To ensure the company's market competitiveness and high levels of talent satisfaction by implementing industry best practices across the benefits ecosystem and Employee Lifecycle processes; to guarantee their scalability and seamless operation during geographic business expansion through standardization, automation, and AI transformation; and to minimize financial, operational, and compliance risks.

Requirements hard skills

1. Employee Lifecycle Architecture & Process Mapping
2. Global Benefits Governance & Framework Design
3. Vendor Management & Commercial Negotiation
4. HRIS Architecture & Data Integrity Management
5. HR Process Automation & AI Implementation
6. Compliance, Risk Management & Audit Control
7. HR Analytics & Data-driven decision making
8. Excel / Data Visualization Tools
9. Technical-to-Business Translation

Requirements soft skills

1. Systems Thinking & Business Acumen
2. Leadership & People Management
3. Stakeholder Management & Executive Communication
4. Problem-Solving & Critical Thinking
5. Negotiation
6. Adaptability
7. Change Management

Responsibilities

1. Employee Lifecycle Processes
- Architecture & Standards Definition: Setting the strategic direction, requirements, and methodology for building end-to-end processes (Onboarding, Transfers, Offboarding, etc.).
- Process Validation & Approval: Reviewing and approving all guidelines, playbooks, and process changes developed by the HR Lifecycle Specialist to ensure alignment with company business goals.
- On-the-Ground Execution & Quality Control (QC): Ensuring the seamless implementation of standardized HR processes across all locations alongside strict quality control.
- Enablement & Training: Conducting training sessions for HR executors on new and updated processes.
- Financial & Operational Risk Management (Compliance): Managing access control matrices and establishing operational checkpoints within processes to eliminate financial errors and compliance risks.

2. Process Integration with HRIS & Automation (Tech Integration)
- Translating Business Requirements into Technical Tasks: Converting processes into system logic.
- Data Integrity Governance: Maintaining global system rules and data architecture to prevent automation from running on corrupted or inconsistent data.
- HRIS Architecture: Identifying HR system development needs, delivering solutions to address them, and ensuring data validity and accuracy.
- Automation Identification & Execution: Spotting manual processes suitable for automation and delivering tech solutions to enhance the Employee Experience and achieve business goals.

3. Benefits Ecosystem Management (Benefits Governance & Strategy)
- Program Standardization: Creating a unified Framework and eligibility rules for perks and benefits across different company locations.
- Efficiency Control & ROI: Monitoring benefits ROI, utilization and assessing their real value to both the business and employees.
- Key Vendor Management: Leading high-level negotiations with benefit providers (insurance companies, benefit platforms) and approving partnership terms.
- Regular Benefits Ecosystem Audits: Evaluating market competitiveness, usage, relevance, employee satisfaction, and compliance with local labor laws and working conditions.
- User-Centric Administration System: Implementing an efficient, seamless, and user-friendly system for benefit administration and utilization.

Will be a plus

Cross-Border C&B Knowledge: Familiarity with global employee perks platforms and international health insurance providers.