Human Resources

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees.
• Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
• Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
• Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests.
• Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
• Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
• Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
• Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders.
• Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes.
• Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations.
• Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters.
• Support clients in understanding progressive disciplinary approaches and documentation requirements.
• Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders.
• Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

Senior HR Lifecycle Specialist, Employee Relations and Transitions

• Responsible for analyzing and processing transactions in HR System. Serves as the primary recipient of organization-wide workforce admin processes
• Acts as a point of contact for German employee lifecycle processes
• Creates documentation to capture acquired knowledge in the form of policies and maintains them
• Provide quality support with customer satisfaction, expertise, and timeliness consistent with Service Level Agreements (SLAs)
• Coordinate cases with other team members to ensure requests are completed within the required service level agreement
• Track cases for documentation and work allocation purposes using the case management system
• Conduct audits of HR system data and analyze audit data to identify issues

HR Services Administrator, German

• Responsible for analyzing and processing transactions in HR System. Serves as the primary recipient of organization-wide workforce admin processes
• Acts as a point of contact for Italian employee lifecycle processes
• Creates documentation to capture acquired knowledge in the form of policies and maintains them
• Provide quality support with customer satisfaction, expertise, and timeliness consistent with Service Level Agreements (SLAs)
• Coordinate cases with other team members to ensure requests are completed within the required service level agreement
• Track cases for documentation and work allocation purposes using the case management system
• Conduct audits of HR system data and analyze audit data to identify issues

HR Services Administrator, Italian

• The HR Administration Manager is responsible for ensuring the seamless execution of the HR administration team’s daily activities.
• Support the efficient delivery of HR services, accurate maintenance of records, and adherence to company policies and employment laws.
• Guide and support the HR Administration team in their development to align with the organization’s goals and strategies.
• Manage the day-to-day activities of the HR Administration team by providing guidance and support, while ensuring a productive and collaborative work environment.
• Oversee comprehensive HR administrative processes, including onboarding of new hires and offboarding processes.
• Ensure the accuracy and up-to-date maintenance of employee records and HR databases.
• Implement industry best practices and standard operating procedures to streamline operations.

Manager, HR Administration

• Take on complex project tasks and enhance service delivery
• Support project team on engagement management and coordination activities
• Act as a central point of contact for the assigned engagement(s)
• Conduct detailed analysis and reporting using applications like Power BI, Visio, SharePoint
• Support junior colleagues with PMO processes knowledge and activities
• Regularly interface with engagement teams and develop strong relationships
• Offer insightful improvement suggestions to enhance client satisfaction

HR PMO Consultant

• Partner with senior leaders to align people plans with business objectives.
• Provide strategic and practical HR guidance across workforce planning, organizational design, restructuring, succession planning, and organizational effectiveness.
• Use workforce data, business insight, and HR metrics to inform decisions and improve performance.
• Build trusted relationships and challenge constructively to deliver better business outcomes.
• Lead and support organizational change, transformation, restructuring, and redesign initiatives.
• Develop practical change plans that support effective implementation, employee engagement, and continuous improvement.
• Coach leaders to strengthen leadership capability, communication, decision-making, and team effectiveness.
• Support managers in building high-performing, inclusive, and engaged teams.
• Manage complex employee relations matters with professionalism, consistency, and sound judgement.
• Provide guidance on Polish employment legislation, company policies, investigations, disciplinary matters, grievances, consultations, and employment risk.

Senior HR Business Partner

• Be responsible for the benefits administration for client’s employees located in EMEA region
• Resolve cases and enter benefits data in the system for our client’s employees
• Collaborate with the client to resolve requests they may have related to a service or an escalated employee issue
• Work daily with other Strada Colleagues, third-party providers, and client contacts to ensure seamless process delivery for our clients’ employees
• Process reports utilizing various data extraction tools to meet client plan rules and/or resolve issues.
• Work with Excel Calculation sheets
• Problem solving the issues by analyzing system data to determine gaps in functionality as compared to client plan rules to arrive at the true root cause of an issue.
• Demonstrate quality assurance fundamentals by executing test plans to ensure client plan rules meet systematic specifications
• Provide input in the process design and technology capabilities to ensure optimal process support from a benefits perspective
• Provide creative solutions to continuously improve and optimize client delivery
• Participate in system testing during Internal Acceptance Testing and supporting User Acceptance Testing, as required
• Contribute to and leads projects utilizing standard project management disciplines
• Take an active part in Process Transition from Client to Strada office, as required.

Benefits Administration Delivery Specialist – Dutch Speaker

• Act as a trusted risk advisor to HR stakeholders, supporting risk identification, assessment, and mitigation across HR activities.
• Support implementation and ongoing refinement of HR risk management frameworks aligned to Enterprise Risk Management and the ICF.
• Drive the evolution of internal HR risk management processes through innovation, automation, and continuous improvement.
• Prepare high-quality, executive-ready risk reporting for governance forums and other key stakeholders (e.g., Global HR RMCB).
• Develop and monitor Key Risk Indicators (KRIs) and provide insight on risk trends.
• Support HR Change programs and other major HR projects by embedding appropriate risk management approaches into project governance.
• Assist in risk assessments for new technologies, including AI-enabled HR tools.
• Promote a strong risk culture, including speak-up behaviours, transparency, and continuous improvement.
• Support audit readiness, assurance activities, and follow-up of actions (including CAPAs).
• Ensure appropriate escalation of risks through governance structures.
• Serve as the Sarbanes-Oxley program owner for the HR function, with end to end accountability for the HR SOX control environment, including overall testing strategy, decision making on control design and remediation, and reporting of outcomes and issues to senior leadership.
• Drives process improvement across HR risk management activities, using GSK sanctioned low-code/no-code AI platforms and automation tools to design, test and scale solutions that improve efficiency and effectiveness.

Manager, HR Risk Management

• Oversee HR Operations globally or in a respective geography.
• Take full accountability for the end-to-end operations and deliver high-quality services against agreed performance targets.
• Ensure a high degree of customer experience and be responsible for people management in the given geographical scope.
• Manage Employee Lifecycle processes (onboarding, employment contracts, work certificates, and offboarding) to ensure smooth HR operations.
• Maintain and update HR systems (SAP) and databases to ensure high data accuracy and quality, while generating reports as needed.
• Serve as a subject matter expert on employee data management, policies, and processes, providing guidance to HR Business Partners, Managers, and Employees.
• Support process excellence and recommending improvements, supporting the implementation of enhancements for greater efficiency and collaboration.

Junior HR Specialist, Bulgarian speaker

• Strategic HR business partnering
• Labor relations and Union management
• Talent acquisition (recruiting and hiring)
• Compensation and benefits (payroll and perks)
• Performance management
• Code of Conduct enforcement and local compliance alignment
• Training and development, and employee relations
• Shapes workplace culture
• Disciplinary, functional and lateral (stakeholder management, multi-functional/transnational teams) leadership
• Implementation of a high performance culture in the sphere of impact
• Planning, agreeing, monitoring and reporting of required resources to accomplish the delegated work
• Risk management activities for the area of responsibility
• Realisation of strategic company-wide and functional projects in the area of responsibility
• Continuous Business Partnering; challenge, advise, support
• Accomplishment of business activities in line with all relevant internal and external regulations/legislation
• Achievement of mid to long-term business objectives in the designated area

HR Manager

• Provide a regional execution and operational delivery support for HR Technology across Europe
• Ensure stable service performance, SLA compliance, and continuity of critical HR processes, including employee lifecycle and payroll support
• Translate regional HR requirements into actionable system solutions
• Own the resolution of incidents and service requests
• Support change and release activities, including testing, deployment readiness, post-go-live support
• Partner with internal and external teams to strengthen support processes, improve operational performance, and identify opportunities to enhance systems, processes, and employee experience

HR Service Delivery Analyst

• Support HR Transformation projects by assisting in reviewing current HR processes and identifying areas for improvement
• Work closely with team members and clients to help improve and streamline HR operations
• Assist in different stages of HR Transformation projects, from preparing materials to supporting implementation activities
• Collect, organise, and analyse HR data to support the team in creating insights and recommendations
• Contribute to the preparation of client presentations and project documentation
• Develop your skills through participation in projects, trainings, and learning opportunities.

HR Transformation Consultant

Senior Lifecycle Specialist, Employee Relations and Transitions

• Define, govern, and evolve the architecture of the Human Resources (HR) domain across the enterprise
• Ensure the HR technology landscape is coherent, secure, and scalable
• Translate enterprise guardrails into practical domain-level guidance for HR platforms and solutions
• Accountable for HR Domain Architecture & Target State
• Serving as the end-to-end architect for the Workday landscape
• Continuously reviewing the Workday footprint to identify overlap, gaps, and opportunities for better utilization

Domain Architect – HR

• Manage end-to-end employee relations cases, including disciplinary matters, grievances, performance improvement processes, investigations, redundancies, and involuntary terminations.
• Advise and coach managers on the appropriate handling of sensitive employee relations matters in line with internal policies, procedures, and applicable employment regulations.
• Lead and support employee relations investigations, including interviews, fact-finding, documentation, analysis, and outcome recommendations.
• Partner with HR Business Partners, Legal, Compliance, Risk, and other stakeholders to ensure consistent, well-governed, and defensible outcomes.
• Provide guidance on individual and collective consultation processes, including preparation of documentation and employee communications.
• Maintain accurate and confidential case records, ensuring governance standards and audit readiness.
• Contribute to the continuous improvement of employee relations processes, tools, and practices.

Employee Relations Consultant – Assistant Vice President

• Act as a key HR point of contact, providing end-to-end support across the employee lifecycle - from onboarding and 1:1 check-ins to performance reviews and offboarding - ensuring smooth and effective people operations;
• Partner closely with managers to lead and embed robust Performance Management practices, aimed at strengthening individual and team impact;
• Provide strategic guidance and day-to-day coaching to managers, helping them grow as people leaders and navigate HR-related challenges with confidence;
• Participate in the hiring process, assessing cultural fit, alignment with values, and role expectations before offers are made;
• Collaborate with the Learning & Development team to identify development needs and align growth efforts with business priorities;
• Monitor and enhance employee satisfaction and engagement, surfacing insights and driving action in partnership with business leaders;
• Contribute to HR analytics by collecting and interpreting data to inform workforce strategy, performance trends, and team dynamics;
• Assisted recruiters throughout the hiring process and contributed to the recruitment of new specialists.

HR Generalist

• Lead the People team: manage two recruiters and an office manager, run weekly 1:1s, quarterly evaluations, and develop their skills
• Own the full recruitment cycle: plan hiring in sync with the sales pipeline, set priorities, run or oversee ~50 hires per year across specialist, leadership, and back-office roles
• Design and optimize recruitment processes, train hiring managers (PMs, tech leads), and manage relationships with recruitment agencies and outsourcing partners
• Run onboarding, workshadowing, and offboarding programs
• Partner with team leads on quarterly performance reviews, competency matrices, development plans, and corrective processes
• Step in when things get hard: burnout, conflicts, terminations, difficult conversations. You're the person leaders lean on
• Advise C-level on hiring decisions, compensation structures, team rotation, org design, and succession planning
• Own HR operations: contracts (B2B, UoP, UZ, NDAs), leave management, overtime calculations, invoice approvals, compensation reports
• Build and maintain all people policies: leave, equipment, remote work, recruitment, bonuses, offboarding, benefits
• Manage vendor relationships: Saltus (medical), legal counsel, payroll/accounting partner, training providers
• Drive HR reporting: recruitment pipeline metrics, retention, headcount efficiency, and translate data into recommendations for leadership
• Lead people initiatives: wellbeing programs, mentoring, feedback frameworks, strategic projects
• Handle compliance: ISO 27001 audits, labor inspection requirements, access management across tools (Google, Slack, Jira, Recruitee, Calamari, and more)
• Use AI tools as part of your daily workflow, not as a party trick.

Head of HR

• Deliver and execute core HR processes impacting employee life cycle across Global locations by leveraging Workday HRIS platform
• Provide specialist support in enabling Workday business process workflows
• Manage and maintain employee data workflows on Workday HRIS
• Respond to employee inquiries related to the Hire-to-Retire process
• Provide advisory support to end users and key stakeholders on HR services
• Actively align and contribute towards ongoing Digital Transformation, Process enablement and automation efforts
• Conduct regular audits to ensure accuracy, completeness, and consistency of employee data within the HRIS
• Analyze HRIS data trends to identify opportunities for process improvement

Global HR Services Specialist

HR Transformation Consultant, Global Business Services Team

• Contribute to HR Transformation projects by evaluating existing HR operating models and identifying opportunities for enhancement, as well as implementing innovative solutions
• Collaborate with internal and client teams to transform HR operations, building a robust platform for client success
• Provide end-to-end support in HR Transformation journeys, from designing the HR operating model to executing large-scale business transformations
• Collect and analyze comprehensive HR data to present insights to clients and select tailored solutions
• Play a key role in crafting compelling proposals to guide clients in their HR transformation and strategy execution
• Engage in continual personal development through diverse projects and a variety of training and courses.

Human Resources jobs in Poland

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