NedGraphics Software

Director of People Operations

NedGraphics Software

full-time

Posted on:

Location Type: Remote

Location: United Kingdom

Visit company website

Explore more

✨ AI Apply
Apply

Job Level

Lead

About the role

  • Compensation Banding and Benchmarking
  • - Map all roles across the business units to standardized bands and titles, globally, across every entity
  • - Link bands to market benchmarks using compensation data sources (currently Mercer as part of Lattice)
  • - Prepare the data foundation for a multi-year compensation harmonization plan designed by the VP of HR
  • - Conduct ongoing compensation analysis for promotions, market adjustments, new hire offers, and internal equity
  • - Build and maintain compensation data in a clean, auditable format
  • Systems Integration, AI Tools, and Data Management
  • - Integrate BambooHR, Pinpoint (ATS), Lattice (performance), and multiple country-specific spreadsheets into a connected, reliable data ecosystem
  • - Eliminate duplicate data entry and manual workarounds by building workflows that ensure one update propagates everywhere
  • - Own BambooHR configuration and data integrity globally
  • - Complete the Pinpoint ATS implementation
  • - Evaluate and deploy AI-powered tools and agents to automate repetitive HR operations such as data validation, employee query responses, and workflow routing
  • - Build and maintain AI-enhanced dashboards and reporting for the VP of HR and portfolio leadership, using automation to surface trends and anomalies in people data
  • - Maintain dashboards and reporting for the VP of HR and portfolio leadership
  • - Ensure all employee data handling complies with UK GDPR and applicable data protection legislation across jurisdictions
  • Employee Handbook, Policies and Compliance
  • - Draft, publish, and roll out a comprehensive employee handbook covering all entities; ensure handbook content is structured and accessible through AI agents so employees can get answers to policy and procedure questions on demand
  • - Document and standardize HR policies aligned with local practices across North America, South America, EMEA, the Middle East, India, and APAC
  • - Provide training to managers on policies and ensure compliance through coaching and follow-up
  • - Ensure all HR practices comply with applicable employment law in each jurisdiction
  • Recruitment and Talent Acquisition
  • - Build the end-to-end recruitment process from hiring requisition through offer acceptance
  • - Create standardized job description templates and interview frameworks
  • - Get Pinpoint fully operational for job postings, candidate pipeline management, interview scheduling, and offer workflows
  • - Partner with hiring managers and external recruiters to fill critical roles
  • - Develop and strengthen the employer brand and employee value proposition
  • - Introduce AI-assisted screening and candidate assessment tools to improve efficiency and reduce time-to-fill
  • Onboarding and Offboarding
  • - Finalize and document end-to-end onboarding and offboarding processes for all entities and geographies
  • - Ensure every new hire has a structured, consistent experience regardless of location
  • - Track and maintain onboarding plans with hiring managers
  • HR Operating Calendar & Cyclical Processes
  • - Create and maintain a calendar of key recurring HR events across the portfolio - including annual employee performance reviews, regular check-ins, annual compensation assessments (base and bonus), engagement surveys, and any other cyclical milestones
  • - Document and publish how these milestones connect to each other - e.g., how performance review outputs feed into compensation decisions, how check-in data informs succession planning
  • - Define all related procedures, inputs, outputs, and roles and responsibilities for each milestone
  • - Train all stakeholders (BU leadership, line managers, Finance, the People team) on their specific contributions to each cycle
  • - Ensure the calendar is realistic, well-communicated, and adhered to - this becomes the operating rhythm of the People function
  • Employee Relations
  • - Act as the primary HR point of contact for line managers and employees located around the world
  • - Proactively partner with managers to address employee relations issues before they escalate
  • - Coach managers on risk, communications, and difficult conversations
  • - Escalate potential disputes to the VP of HR and coordinate follow-up with relevant stakeholders
  • - Navigate UK and European employment law with confidence; engage local counsel where needed to ensure compliance in other jurisdictions
  • - Manage day-to-day relationships with third party legal entities and employer of record (EOR) providers in regions where the portfolio does not have a legal entity, ensuring smooth employee operations and compliance
  • Payroll and Benefits Coordination
  • - Design and own the payroll coordination framework across all countries, including provider relationships, data submission standards, escalation protocols, and compliance requirements
  • - Serve as the senior point of contact for Finance and third-party payroll providers, and make judgment calls on complex or cross-jurisdictional payroll matters
  • - Ensure the Senior Analyst has the processes, templates, and guidance needed to execute payroll coordination accurately and on time
  • AI and Process Automation
  • - Identify and implement AI-driven automation across core HR processes, including document generation, data reconciliation, and employee self-service
  • - Develop and maintain automated workflows that reduce manual effort in onboarding, offboarding, payroll coordination, and compliance tracking
  • - Partner with the VP of HR to evaluate emerging AI tools and integrate them into the People technology stack
  • Team Management
  • - Manage the Senior People Operations Analyst, setting priorities, reviewing work quality, and ensuring accountability
  • - Establish asynchronous communication norms including documented briefs, shared project trackers, and structured handoffs across time zones
  • - Use the daily overlap windows effectively for live syncs and collaboration
  • Travel
  • - Travel to other Dorado offices and offsites internationally for team meetups, onboarding support, or portfolio events

Requirements

  • 7-10 years of progressive HR experience with a significant focus on People Operations, HR Operations, or a generalist role with heavy operational ownership, with at least 3-4 years in a senior or lead role with ownership of the function or a significant workstream.
  • Has personally built at least two of the following from scratch: compensation banding frameworks, HRIS integrations, employee handbooks, end-to-end recruitment processes.
  • Multi-country experience across EMEA, with understanding of the compliance landscape and employment practices in the UK and at least 2-3 other European or EMEA jurisdictions.
  • Strong HRIS and systems proficiency, having configured (not just used) platforms like BambooHR, Workday, HiBob, or equivalent.
  • Advanced Excel skills, with the ability to build models, clean messy data, create dashboards, and work with large datasets.
  • Experience using or implementing AI tools, agents, or automation within HR operations.
  • Experience managing at least one direct report, ideally across time zones.
  • Excellent written communication, with the ability to document processes clearly, write concise briefs, and communicate proactively.
  • Detail-oriented, deadline-driven, and takes personal pride in delivering high-quality work on time.
  • Experience in software or technology companies is preferred.
  • Experience in a multi-entity, portfolio, or holding company structure is preferred.
  • Familiarity with BambooHR, Pinpoint, and Lattice specifically is preferred.
  • Experience with SharePoint or similar content management and collaboration platforms is preferred.
  • Experience with EOR providers (e.g. Deel) is preferred.
  • Experience supporting M&A integration from an operational perspective (job mapping, data migration, system consolidation) is preferred.
  • CIPD qualification (Level 5 or above) is strongly preferred; equivalent international HR qualification will be considered.
Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools
compensation bandingHRIS integrationemployee handbook developmentend-to-end recruitment processadvanced Exceldata managementAI tools implementationdata analysisworkflow automationcompliance tracking
Soft Skills
written communicationdetail-orienteddeadline-drivencoachingteam managementproblem-solvingproactive communicationorganizational skillscollaborationleadership
Certifications
CIPD Level 5international HR qualification