People Operations Lead

📋 Description

• • Own the entire employee lifecycle from first hello to final farewell. You will architect and run onboarding, offboarding, job changes, time & attendance, performance, employee relations, payroll inputs, equity administration and compliance across a fully-remote, multi-country team. Your fingerprints will be on every process that touches a human at Tem.
• • Diagnose today’s People Ops pain points with surgical precision. Whether it’s a clunky onboarding flow that slows new hires or a compliance gap that keeps Finance awake at night, you will map the constraint, size the risk and ship a fix—sometimes a durable rebuild, sometimes a smart interim patch—within days, not quarters.
• • Design for 100 % growth. The roadmap ahead includes doubling headcount and launching in new markets. You will build foundations that flex across the UK, EU and beyond, accounting for different maturity levels, currencies, benefit norms and statutory requirements without creating a maze of one-off exceptions.
• • Automate the soul-crushing stuff. Using Make, n8n or similar low-code tools, you will stitch Rippling (HRIS), Vestd (equity), Slack, Notion, Google Workspace and Finance systems into self-driving workflows that cut manual admin by 50 % in year one. Think onboarding packets auto-generated, probation reminders auto-scheduled, leaver checklists auto-triggered.
• • Keep compliance by design, not by fire-drill. You will own contracts, data-privacy, right-to-work, benefits and statutory reporting for every jurisdiction we touch. When regulations change, you update the system once and the fix propagates everywhere—no more midnight spreadsheet marathons.
• • Define what “good” looks like and measure it. You will set KPIs for speed, quality and compliance across the lifecycle, publish a monthly dashboard, and run retros that turn metrics into next-month action. The organisation will know exactly how People Ops is performing and what’s coming next.
• • Partner ruthlessly across the business. Finance needs payroll inputs locked by the 23rd? You’ll wire the process. Engineering wants to roll out an EOS-style goal cycle? You’ll design the template and train managers. Talent needs a seamless hand-off after offer acceptance? You’ll build the 30-minute “Day Zero” orientation that turns signed contracts into productive teammates.
• • Champion remote-first culture. You will codify rituals that make distance disappear—async onboarding buddies, timezone-fair meeting etiquette, digital-first documentation—so every employee feels like they sit at the next desk, even if that desk is in Lisbon, Leeds or Ljubljana.
• • Build the People Ops brand internally. Through crisp comms, lightning-fast ticket resolution and transparent roadmaps, you will turn People Ops from “the team that says no” into “the team that makes everything easier.”
• • Leave the place better than you found it. When the next doubling happens, your processes, playbooks and automations will hum along without heroic effort, freeing you to tackle the next frontier of scale.