HR Systems & Automation Manager

Position Title: HR Systems & Automation Manager

Reporting Line: Reports directly to the CHRO.

Location: Remote – European timezone

General Purpose: Ensure efficient, accurate, and automated execution of core HR processes, including payroll, employee benefits, and HR systems, with a strong focus on enabling self-service capabilities for both employees and managers.

Specific Objectives (first ~12 months):

• Develop a comprehensive and up-to-date map of all HR processes, including supporting tools, workflows, documentation, and training materials for employees on HR-related matters.
• Develop a prioritized automation roadmap for HR operations, based on impact assessment and feasibility.
• Take full ownership of all HR tools, including administration, billing, configuration, and integration with external systems.
• Design and automate the end-to-end onboarding process—from offer acceptance through system access, workplace setup, and initial training—in close collaboration with IT, Facilities, and Finance.
• Design and automate the offboarding process, ensuring compliance, timely system access removal, and clear coordination across relevant departments.
• Contribute to the development of new employee training by designing and delivering the HR-related components.

Key Activities:

• Conduct process discovery sessions and stakeholder interviews to gather operational requirements and identify pain points.
• Maintain and administer HR platforms, ensuring accurate configuration, data integrity, and timely support issue resolution.
• Analyze process performance and system usage data to identify automation opportunities and inefficiencies.
• Create and deploy automations using low-code/no-code tools (currently Microsoft Power Automate) to streamline repetitive HR tasks.
• Coordinate with IT, Facilities, and Finance to define integration points and service handoffs across the employee lifecycle.
• Draft, review, and continuously improve documentation, templates, and user guides for internal HR tools and procedures.
• Lead implementation efforts for new tools or process changes, including testing, rollout planning, and change communication.
• Create and maintain structured content for HR-related employee training, ensuring accessibility and clarity.

Key Competences:

• Experience working with HR systems, CRMs, or ERP platforms, with ability to navigate configurations and troubleshoot operational issues.
• Proficiency in low-code/no-code automation tools (e.g., Microsoft Power Automate), with ability to independently design and deploy workflow automations.
• Analytical and systems-thinking mindset, with the ability to assess processes, interpret operational data, and prioritize improvements.
• Excellent cross-functional collaboration skills, particularly in coordinating with IT, Finance, and Facilities.
• Clear and concise technical writing ability for documenting processes, creating user guides, and developing training materials.
• Project management skills, including planning, stakeholder communication, testing, and change implementation.
• High attention to detail and strong organizational habits to ensure consistency, accuracy, and compliance across systems and documentation.

Likely Current Job:

• • Business Process Analyst or Systems Coordinator in a mid-sized company with experience managing internal tools and automating workflows.
  • HRIS or ERP Administrator in a corporate setting, responsible for system configuration and process improvement.
  • Internal Tools Specialist or IT Business Partner working with HR and Finance teams to streamline operations and manage system integrations.
  • Junior Operations Manager in a scale-up or mature organization, with a mandate to optimize cross-functional workflows using low-code platforms.

Employer Value Proposition: For someone passionate about automation, low-code tools, and modern internal operations, this role offers an ideal playground. You’ll own end-to-end tooling and process design in a forward-thinking, multinational company with offices spanning three continents—from Vietnam to Mexico. This is a rare opportunity to reimagine HR operations—moving away from traditional gatekeeping and reactive support toward a model built on enablement, transparency, and scalable, tech-driven service. We value experimentation, autonomy, and systems that work the way people do.

 

Compensation: Competitive base salary with a performance-based bonus tied to clearly defined KPIs.

Assessment Process: The assessment process consists of interviews with the CHRO and CEO, focusing on operational experience, systems thinking, and alignment with the company’s vision for scalable, tech-enabled HR.