Global People Operations Specialist, Storyblok

• 2-3 years of experience in HR Operations (ideally in executing end to end employee lifecycle processes)
• Experience of managing and executing tasks autonomously
• Excellent working knowledge of HRIS (type agnostic)
• Experience in Remote, Global, variable employment types
• Experience of working across multiple cultures and timezones
• High standard of English
• Ability to thrive in a remote-first, asynchronous environment with distributed teams
• Highly organized, data-driven, and comfortable managing multiple systems
• High attention to detail, accuracy and timeliness
• Strong mindset for optimising the Employee Experience
• Continuous improvement mindset

Desirable

• As a Global People Operations Specialist, you will be a critical enabler of scalable, compliant, and efficient people processes across our globally distributed workforce. Operating in a scaling SaaS environment, you will support a globally dispersed workforce across multiple time zones and employment structures — including direct employees, contractors, and those employed via Employer of Record (EOR) partners
• This is a delivery-focused role requiring precision, systems thinking, and a service mindset. You’ll be responsible for the execution and improvement of global HR processes, ensuring consistency, compliance and operational excellence globally
• Execute key people processes with accuracy, timeliness and a strong emphasis on optimising employee experience. This includes onboarding, off-boarding, processing employment changes (merit, promotions, role changes), preparing and managing confidential documentations, using internal and external HRIS
• Own and continuously improve core HR processes to optimise for efficiency whilst maintaining excellent employee experience
• Act as HR Adviser/first line support for standard, non-complex operational issues from Storyblok employees
• Build and maintain strong relationships with HR & Ops teams including HR Business Partners, Talent Acquisition, Compensation & Benefits, HRIS, Finance and Payroll stakeholders to ensure alignment and best in class execution of core people processes
• Maintain and audit employee records in the HRIS; ensure data accuracy and compliance with internal controls. Act as a first point of contact for HRIS updates; generate reports and dashboards to support decision-making
• Process Promotions, internal transfers, job changes, spot bonus and merit in HRIS platforms (internal and external)
• Draft employment letters, termination letters, process promotions and transfers, changes in contracts always ensuring documentation is properly archived
• Ensure all People data is GDPR compliant, maintaining high levels of privacy, confidentiality and security
• Develop SOPs, checklists, and resource documentation for employee and manager self-service
• Own and continuously improve key People processes including onboarding, off-boarding, employment changes, always ensuring data integrity, accuracy and compliance
• Identify and implement improvements that increase automation, efficiency, or employee experience
• Execute Onboarding & Off-boarding operations (equipment, systems, documentation, employee and manager co-ordination)
• Own Probation tracking including 30 day check ins
• Leave of absence (LOA), sick leave and parental leave process management
• Leverage AI assistants and tools (e.g., AI chatbots for FAQs, AI document processing, auto-classification of tickets) to improve service speed and consistency
• Ensure HR processes align with internal policies and employment law requirements across a globally dispersed workforce
• Support policy implementation through documentation, tracking, and stakeholder communication
• Monitor compliance with local labor laws, audits, and documentation (especially important for global setup)
• Document standard operating procedures (SOPs) for recurring HR processes
• Keep global HR policies up to date (in partnership with Legal/Finance)
• Maintain the employee handbook and core Notion pages
• Own HR documentation accuracy and policy version control across regions
• Partner closely with HR Business Partners to execute HR initiatives such as performance cycles, organizational changes, employee relations logistics and engagement programs
• Assist HRBPs with people analytics, trends, and insights from HR data (e.g., turnover, headcount, org changes)
• Manage administration, data processing and operations for talent reviews, calibration sessions, and workforce planning cycles (e.g., data collection, coordination, documentation and processing)
• Handle employee queries related to benefits, leaves, and payroll issues in partnership with Finance and Compensation & Benefits
• Handle Tier 1 HR queries (e.g., benefits, PTO, system issues) quickly and accurately, escalating to HR BP or COE as needed