Human Resources

• 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

• 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, 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.

Senior HR Transformation Consultant, Global Business Services Team

• Partner with managers, providing guidance on daily team management, including performance, development, and employee relations.
• Handle individual employee matters, providing guidance on complex cases while ensuring compliance with company policies and local labor law.
• Coordinate and execute core HR processes.
• Prepare HR reports and analyses to support decision-making and identify opportunities for improvement.
• Manage and advise on disciplinary actions, ensuring fair and consistent handling in line with company standards.
• Ensure consistent and effective application of HR practices across the organization through collaboration with HR colleagues and business stakeholders.
• Contribute to initiatives that enhance workplace culture and strengthen employee engagement.

HR Business Partner

• Support and implement HR strategy aligned with business goals
• Manage full employee lifecycle (recruitment, onboarding, development, offboarding)
• Advise managers on team management, engagement, and conflict resolution
• Build and maintain a strong company culture based on shared values
• Support internal communication and employee engagement initiatives
• Contribute to internal employer branding and positive workplace environment
• Ensure compliance with labor law, GDPR, and internal policies
• Maintain and update HR regulations (e.g. work regulations, compensation policies, remote work)
• Participate in internal committees and support governance processes
• Monitor HR KPIs (e.g. turnover, absenteeism) and report to management
• Manage HR systems, internal access, and sensitive data flow
• Coordinate HR documentation flow with external accounting/payroll provider
• Oversee reporting and settlements (PPK, PFRON, GUS, PIT)
• Monitor deadlines for medical checks and HSE training

• Partnering with managers to implement HR strategies supporting business goals, workforce planning and organizational development.
• Overseeing end-to-end employee lifecycle processes, including recruitment, onboarding, HR administration and employee relations.
• Coordinating payroll activities with the external provider, ensuring accurate and timely processing of all payroll-related changes.
• Driving HR projects, salary review and talent management initiatives while ensuring compliance with labor law and internal policies.
• Leading and developing a 2-person HR team, ensuring high-quality HR service delivery and effective daily operations.

• Support global HR projects (skills, job profiles and architecture, job descriptions).
• Contribute to development plans analysis.
• Coordinate Labor Relations alignment and communication across countries.
• Support HR data implementation.
• Track and report project progress.
• Provide HRBP support to Digital Core team.
• Support key global HR processes.

HR Business Partner – Temporary

• Partner closely with senior leaders across the business as a trusted advisor, helping shape and scale a People Operations function that grows.
• Tackle complex people’s challenges, design practical solutions, and turn strategy into action.
• Own and evolve our People Ops infrastructure, policies, and practices - including global mobility, visas, and immigration.
• Ensure they are robust, compliant, scalable, and deeply human.
• A hands-on role for someone who thrives in fast-moving environments.
• Bring a strategic lens to problem-solving and enjoys creating systems that enable people and the business to do their best work.
• Reporting directly to the Senior Director, play a key role in scaling the function - strengthening operational excellence, influencing leaders, and helping define how we grow, evolve, and win together.

Senior HRBP

• Manage end-to-end employee lifecycle processes, including onboarding and offboarding for both onsite and remote employees (via Deel), from offer stage through termination.
• Process payroll in Gusto, including timesheet review, payroll adjustments, data validation, and ensuring payment accuracy.
• Monitor employee attendance, productivity, and performance metrics.
• Create, maintain, and adjust monthly work schedules using internal scheduling systems.
• Coordinate daily communication with store managers, remote employees, and operational teams across multiple locations.
• Administer company policies and internal procedures, including PTO/sick leave tracking, attendance compliance, and handbook updates.
• Prepare and manage employee documentation, including notices, disciplinary actions, policy updates, operational announcements, and employment-related records.
• Support workforce planning and scheduling coverage to ensure operational continuity and proper staffing levels.
• Maintain accurate and confidential employee records and support daily HR and operational processes in a fast-paced environment.
• Coordinate with external platforms and vendors, including Deel and Gusto, regarding payroll, contractor management, and employee support matters.
• Assist leadership with operational reporting, workforce analytics, turnover tracking, and employee data management.

Operations & HR Manager – Russian Speaker

• Data Analytics & Reporting: Utilize advanced data analytics to examine cost changes, staff numbers, and HR metrics.
• Create insightful reports and dashboards to inform strategic decisions within HR and across the business.
• Process Improvement & Automation: Identify and implement process automation opportunities within HR analytics and HCM management, enhancing efficiency and accuracy.
• Work in partnership with HR Function to refine these processes, ensuring they meet the evolving needs of the business.
• HR Data Management & Governance: Ensure the integrity and accuracy of HR data.
• Participate in governance activities to uphold data quality and consistency across all HR systems.
• Credibility is important!
• Flexibility & Urgency: Work with a heightened sense of urgency to produce recurring and ad hoc workforce reports.
• Be flexible in requirement changes and open to feedback.
• Collaboration & Stakeholder Engagement: Serve as a pivotal analytical resource within the HR team, collaborating with other HR departments and other internal stakeholders to ensure HR analytics initiatives are strategically aligned and effectively executed.

HR Analyst – HR Data, Reporting Team

• Wsparcie w prowadzeniu dokumentacji pracowniczej (zakładanie teczek osobowych, uzupełnianie dokumentacji, archiwizacja) oraz wsparcie w obsłudze kadrowej kandydatów/pracowników.
• Weryfikacja kompletności dokumentacji pracowniczej.
• Kontakt z pracownikami w zakresie podpisywania dokumentów.
• Pomoc w realizacji bieżących zadań z zakresu administracji personalnej.
• Wprowadzanie danych do systemów kadrowo-płacowych.
• Bieżące wsparcie Działu HR w codziennej pracy.

Junior HR Ops Coordinator

• Provide daily support to system users
• Handle incidents and configuration requests
• Coordinate work of external vendors (SAP Partners)
• Ensure that HR processes are optimally reflected in SuccessFactors
• Involved in system improvements, upgrades, and integrations
• Contribute to building a stable, compliant, and efficient HR technology landscape
• Maintain and continuously improve HR processes in SAP SuccessFactors across all Group companies (modules: Employee Central, Performance & Goals, Succession, Compensation)
• Provide operational support for SuccessFactors users, including incident handling, service requests, and problem management
• Parameterize the system according to HR policies and country-specific legal requirements
• Analyze business requirements and translate them into configuration changes or backlog items
• Manage system upgrades, releases, and regression testing
• Prepare HR analytics and reporting using Story Reports and People Analytics
• Maintain, design, and support integrations with internal systems such as ERP/Payroll, T&A, BI/DWH, IdM/SSO
• Understanding GDPR compliance aspects and auditability options available in SAP SuccessFactors
• Collaborate closely with HR Business Partners, local system users, internal IT teams, and external providers

SAP SuccessFactors HR Functional Consultant

• Lead fair and thorough investigations into workplace concerns, complaints, and grievances
• Partner with employees and managers to understand issues, recommend solutions, and resolve cases promptly
• Collaborate with HR partners to support managers and reduce risk
• Apply company policies and local laws (including Poland and the UK) consistently and fairly
• Analyze data, identify trends, and suggest practical improvements
• Maintain accurate, confidential records in ServiceNow and prepare clear documentation
• Represent the company in formal processes (e.g., hearings, appeals)
• Conduct exit interviews and gather feedback to improve the employee experience
• Support the development and improvement of employee relations policies

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