Are you early in your HR career and ready to grow? We’re looking for a Junior People Generalist who is organised, detail-oriented, and passionate about creating a positive employee experience. In this role, you’ll support the full HR function — from onboarding and payroll inputs to employee relations, compliance, reporting, and exciting people projects. You’ll work closely with a supportive People team and gain exposure across the HR spectrum. 🔎 We’re looking for: • A solid understanding of HR principles and SA labour legislation • Strong admin and organisational skills • Excellent communication skills • High attention to detail and confidentiality • A proactive, curious, and solutions-focused mindset If you’re ready to build your HR foundation in a collaborative, people-focused environment, we’d love to hear from you.

Overview Job Title: People Operations (HR) Change Assistant Department: People Operations – HR Management Responsibility: None Travel Required: Yes, Project Dependent Reports to: TUPE & Change Manager Contract Type: permanent Salary: £27K Per Year Job Summary / Overview The People Operations (HR) Change Assistant role will be a developmental role initially, responsible for supporting the TUPE and Change Specialist in ongoing commercial TUPE and Change Projects. This role is focused on supporting the TUPE and change programmes as assigned, ensuring all relevant activities are planned for and executed smoothly and professionally, and all legal requirements are met, whilst employees’ needs are fully supported throughout the change. The People Operations (HR) Change Assistant approaches all work with a high professional standard and communicates in a positive and efficient manner, whilst maintaining the strictest levels of confidentiality at all times. The role holder can work with stakeholders at all levels across the business, as well as interface with external clients and suppliers where required, upholding the professional image of Teleperformance as experts in TUPE & change, at all times. The role takes on an open and collaborative team-work-centred approach to ensure success, by actively collaborating with stakeholders and team members from all key departments including the wider People Operations - HR team, Operational Delivery, Recruitment, Training, Workforce Management, Payroll, and others. The People Operations (HR) Change Assistant is a critical support role and therefore must be adaptable and flexible, and can keep up with the fast-paced contact centre environment, able to multi-task and prioritise as needed, whilst working to tight deadlines and under pressure. High levels of organisation, a strong reslinece and a focus on successful outcomes will be paramount requirements. Key Responsibilities (may perform other duties as requested not specifically addressed in this document) - Responsible for co-ordination of all TUPE and change programmes (as assigned) throughout the UK business; - Works with key stakeholders across all core departments to understand the programme requirements and organize the resources and personnel needed to deliver any TUPE/Change programme - Works closely with the wider HR team colleagues to ensure support and resources for some of the activities required, particularly where consultations are needed prior to the change taking effect; - Providing support on all aspects of TUPE & Change to project participants and stakeholders, to ensure legal requirements are met, and employee needs are supported throughout the programme; - Supporting the TUPE and Change Specialist to identify any possible risk to employee engagement, attrition, commercial impacts, legal claims or programme success criteria, and develop mitigations or solutions to those risks, involving others where necessary; - Builds and develops positive and useful relationships with a range of internal and external departments and key roles, including but not limited to Operations, Client Solutions, Business Development, Project Management, Payroll, Workforce Management, Training, Recruitment, IT, Finance, and HR Admin; - Works collaboratively with internal stakeholders and colleagues involved in TUPE & Change Programmes to build and maintain a suite of “Gold Standard” resources, materials, templates and other useful items to help support smooth change programmes in the future; - Looks to continuously improve our processes and approaches to ensure the best possible employee experiences and project planning/execution during TUPE and change programmes; - Works closely with Business Development and Client Solutions teams to develop a suite of engaging materials which can be shared with clients to support our sales and growth work, to secure new business where themes of TUPE and change may be prevalent; - Proactively seeks out client and stakeholder testimonials and supporting data regarding project delivery and success outcomes, to allow case studies to be developed and improvements to be made where needed; - Tracks and maintains key statistics and information relating to TUPE & Change activity, and provides support for reports and/or presentations when required; - Supports the People Operations - HR function as a whole in shaping the People Strategy and delivering its objectives; - Supports delivery of other core People Operations- HR projects when required; - Attends internal and external meetings as required to support the People Operations (HR) function and to take minutes where required; - Completes all administration associated with the People Operations (HR) Change Assistant responsibilities; - Maintains open, honest and professional communication at all levels; - Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction; - Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices; - Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities; - Responsible for own health, safety and welfare as well as being mindful of the wider team and surrounding colleagues. Attends H&S training as directed by your line manager or the wider business. Upholds and applies the relevant policies and procedures to provide a safe working environment. Challenges/reports unsafe practices where required and supports the team and overall business to deliver health & safety needs in the workplace; - Other duties as assigned. Main Job Requirements Education and Specific Training - GSCE or equivalent in English and Maths - Applicants who have or currently working towards CIPD / CPP accreditation would be desirable and advantageous - This would be an ideal entry-level role if you have an interest in pursuing a career in an HR related field or have just graduated from an HR related course. - CTC (Counter Terrorism Clearance) level security check (for successful candidate) Work Experience - 1 year of recent HR experience (eg Role such as HR Assistant, HR Business Partner, TUPE & Change role etc) in a contact center environment; OR - 1 years of HR experience as above in a contact centre environment or another high-paced industry, or - 1 years’ similar HR experience as above in another high-paced industry - Any prior experience in TUPE & change would be highly advantageous - If applying internally from another Teleperformance role, you must have held that role for a minimum of 6 months before applying, and have a clear disciplinary/capability warning record Required Skills Technical Skills - Comprehensive computer skills - Proficient use of Microsoft Office tools including MS Word, Powerpoint, Excel, Outlook and others Competencies and Specific Skills - Takes responsibility for own performance - Works on own initiative - Commercially aware - Strategic mindset - Compassionate - Achievement driven - Excellent analytical ability - Exceptional attention to detail - Excellent communication skills – verbal and written - Flexibility - Resourceful - Committed - TP brand ambassador - Lives and breathes the company values - Self-motivated - Team player - Confident to challenge - Advanced levels of resilience and focus - Excellent facilitation and presentation skills - Continuous improvement mindset - Excellent organisation skills - Priority management skills - Credible - Trustworthy - Dependable - Courageous - Empathetic

Who we are About Stripe Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career. About the team The Global People Operations team is the engine that powers Stripe’s talent lifecycle. We oversee a comprehensive global delivery model—encompassing everything from foundational employee support to highly specialized operations. We are looking for a strategic operations Program Manager to lead our efforts in driving a users-first scale & transformation roadmap. This individual will drive the internal operating mechanisms that shift the team toward proactive, automation and AI-driven operations, advancing the effectiveness and scalability of our global service model. What you’ll do As the People Ops Strategy PM, you will champion our transformation efforts to drive a users-first operational scale roadmap for the Global People Operations horizontal—with AI and automation at the forefront. You will be the accelerant for our team, driving higher levels of operational resiliency and efficiency. You will centralize the intake and capacity governance for Global People Operations, ensuring that new work is vetted for operational fit and that our team has the bandwidth and data-driven insights to deliver at scale. Responsibilities Internal Operating Mechanisms & Efficiency: - Operational Evolution: Drive improvements in internal operating mechanisms that shift the People Ops team toward proactive, automation and AI-driven operations, advancing the model’s overall effectiveness. - Capability Leadership: Introduce and lead foundational capabilities in workforce forecasting, service enablement, and global operational strategy to ensure our horizontal scales ahead of business demand. - Predictive Planning: Transition the team from reactive ticket monitoring to proactive capacity management; build the models to predict demand across foundational support and specialized operations. Operational Intake & Capacity Governance: - Horizontal Work Intake: Design and lead the mandatory, centralized "Front Door" for all work entering the Global People Operations team. Ensure every initiative is vetted for operational feasibility and capacity alignment before it is accepted into the team's roadmap. - Strategic Partnership & Readiness: Partner with People+ COEs, Strategy & Enablement, Process Optimization, Solutions, and Tech teams to ensure operational readiness for high-priority initiatives. Act as the primary operational interface, translating broad strategy into actionable delivery plans. - Operational Deployment: Manage the deployment of ops SMEs and associates from the Global People Ops team into cross-functional projects. Ensure SMEs are utilized effectively, unblocking their path to execution while protecting their core operational bandwidth. - Strategic Prioritization: Support the internal prioritization of the Global People Operations roadmap, ensuring our specific horizontal’s goals are clearly defined and that the team is shielded from low-impact operational noise. Continuous Improvement & Operational Health: - Capacity Creation: Drive the path for continuous improvement across the full service model; identify opportunities to deflect volume to automated or self-service solutions, creating the necessary capacity to absorb more complex workstreams. - Data-Driven Insights: Aggregate monitoring data across all tiers to identify trends and root causes; use these insights to support global prioritization and identify where to double-down on automation to drive down manual effort. - QA & Process Adherence: Build the framework to run Quality Assurance (QA) and monitor adherence to existing Knowledge Management and operational standards. Audit process consistency and accuracy in service delivery across all global entities. - Operational Resiliency: Define and track the "Actionable KPI" suite for our delivery engine, ensuring all reporting is data-driven and aligned with global compliance and audit standards. Who you are We're looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement. Minimum requirements - 8+ years of experience in People Operations, Service Delivery Management, or Business Operations within a high-growth, global environment. - Proven track record of driving a central work intake model and prioritization framework. - Demonstrated experience leading operational infrastructure such as workforce management (WFM), Quality Assurance (QA), or service enablement. - Strong fluency with the ability to define requirements for AI, RPA, and complex case-management ecosystems. - Exceptional analytical skills with the ability to use data analysis tools to forecast demand and model operational capacity for complex workstreams. - Excellent communication and stakeholder management skills; comfortable driving operational roadmaps and ROI analysis with senior leadership. Preferred qualifications - Strategy & Transformation: Experience leading service design or the optimization of specialized operations in a centralized delivery model. Proven track record of leading process migration efforts involving automation (RPA) or AI solutions. - Systems & Knowledge: Advanced proficiency with HRIS (Workday) and Service Management tools (Salesforce). Experience with Confluence or other knowledge management systems, and a track record of driving documentation adoption. - Data & Process Rigor: Data fluency with the ability to use data analysis tools to forecast demand and model operational capacity. Certification in ITIL, Lean, or Six Sigma methodologies. - Operations & Compliance: Experience navigating rapid innovation alongside stringent compliance and audit requirements. Experience in vendor management or supporting outsourced service models.

• Own and optimize the global HRIS (BambooHR), ensuring it serves as the single source of truth for all employee data. • Integrate HR systems with peripheral tools (Payroll, ATS, Slack, Equity Management) to eliminate manual data entry and ensure "one-click" reporting. • Audit system permissions and workflows regularly to ensure security, privacy, and an intuitive user experience for managers and individual contributors. • Standardize the end-to-end employee lifecycle, from seamless global onboarding to professional and compliant offboarding. • Design and manage scalable benefits, leave-of-absence programs, and perks that remain competitive across various international markets. • Build a tiered internal support model to resolve employee inquiries regarding payroll, benefits, and policies with high speed and accuracy. • Monitor and implement changes to labor laws and employment regulations across all operating jurisdictions to ensure 100% compliance. • Author and maintain the Global Employee Handbook, ensuring policies are clearly communicated, culturally relevant, and legally sound. • Lead internal audits and risk assessments related to employment practices, classification, and workplace safety. • Establish rigorous data entry standards to ensure all People metrics (headcount, turnover, time-to-hire) are accurate and audit-ready. • Develop and socialize monthly/quarterly People Dashboards that provide leadership with insights into performance trends and retention drivers. • Collaborate with Finance on compensation benchmarking and equity analysis to ensure internal parity and market competitiveness. • Defragment existing manual processes by building automated workflows that reduce administrative "drag" on executives and department heads. • Define and document Standard Operating Procedures (SOPs) for all People Ops functions to ensure business continuity as the team grows.