Role Description We are looking for an operations leader who is AI-native to their core, builds systems that scale, and treats agentic workflows as the foundation of how modern People Operations functions. Reporting to the VP of People, this role owns the operational backbone of how we hire, onboard, and support Karbonites across six countries. - Architect and continuously improve the end-to-end People Ops and TA operational stack, embedding AI agents and agentic workflows. - Design and deploy AI agents to own routine operational work end-to-end, including: - Onboarding task orchestration - Compliance documentation - Offer letter generation - Interview scheduling - Tier-1 employee queries - Use AI to manage and monitor multi-country HR compliance across our six operating regions. - Build AI-powered reporting and analytics across the People and TA function. - Run our HRIS, ATS, and broader People tech stack as an integrated, AI-augmented system. - Use AI to support the TA function with a focus on pipeline forecasting and recruiting data integrity. - Own benefits administration and vendor management across our US entity. - Leverage AI to deliver a seamless, high-quality employee experience at scale. - Drive AI-led process documentation and knowledge management across People Ops. - Partner with Finance, IT, and Legal using AI-augmented workflows. - Coach and uplift the broader People team on AI fluency and operational automation. - Own AI governance for the People function. Qualifications - 5+ years of progressive experience across People Operations or HR Ops. - Prior SaaS or high-growth tech experience is essential. - Deep, hands-on fluency with AI tools, agent builders, and agentic workflows. - Strong technical instincts: comfortable with APIs, integrations, and automation platforms. - Multi-country HR Ops experience strongly preferred. - Proven ability to redesign operational processes from the ground up. - Working knowledge of US benefits administration. - Working knowledge of HR compliance across multiple jurisdictions. - Data fluency: ability to build operational dashboards and read funnel metrics. - A systems thinker who can hold the full operational picture across People Ops, TA, and Benefits. - Player-coach mindset: willing to build and ship the work yourself. - Unquestioned integrity, high EQ, and discretion with sensitive data. - Genuine excitement about where AI is taking the People function. Requirements - Strong experience in operational automation and AI integration. - Ability to manage multi-country HR compliance. - Experience with benefits administration and vendor management. - Skills in data analysis and operational reporting. Benefits - Flexible Time Off with an encouraged 4 weeks use per year. - Company paid medical for you and eligible spouse/partner and dependents. - Paid dental and vision for you and eligible spouse/partner and dependents. - 401(k) with company matching. - Flexible Spending Account. - Up to 8 weeks paid parental leave. - Work-from-home stipend. - Collaborative, team-oriented culture that embraces diversity. - Fast-growing company that promotes high performers from within.

• Architect and continuously improve the end-to-end People Ops and TA operational stack, embedding AI agents and agentic workflows as the default execution layer across onboarding, offboarding, employee lifecycle changes, and the recruiting funnel. • Design and deploy AI agents to own routine operational work end-to-end, including onboarding task orchestration, compliance documentation, offer letter generation, interview scheduling, and tier-1 employee queries. • Use AI to manage and monitor multi-country HR compliance across our six operating regions, building agentic checks that flag risk, surface regulatory changes, and keep our entity-level obligations current without manual tracking. • Build AI-powered reporting and analytics across the People and TA function, producing real-time dashboards, hiring funnel insights, and operational health metrics that the VP of People and pillar leads can act on without requesting them. • Run our HRIS, ATS, and broader People tech stack as an integrated, AI-augmented system, evaluating new tools through the lens of agent-readiness and API-first design rather than feature lists. • Use AI to support the TA function with a focus on pipeline forecasting, recruiting data integrity, and funnel reporting, partnering with hiring managers to embed AI into how they track and interpret hiring data. • Own benefits administration and vendor management across our US entity, using AI to streamline open enrollment, automate eligibility tracking, and surface utilization insights that inform future benefits strategy. • Leverage AI to deliver a seamless, high-quality employee experience at scale, anticipating friction points across the lifecycle and deploying agents or workflows to resolve them before they become tickets. • Drive AI-led process documentation and knowledge management across People Ops, ensuring every workflow is documented in a way that is both human-readable and agent-executable. • Partner with Finance, IT, and Legal using AI-augmented workflows for cross-functional operations, including headcount planning, system access provisioning, and contract and policy management. • Coach and uplift the broader People team on AI fluency, agent design, and operational automation, modeling what an AI-forward People Ops function looks like in practice. • Own AI governance for the People function, ensuring our use of agents and AI tools is compliant, ethical, and aligned with how we handle sensitive employee and candidate data globally.

• Builder First: You don't wait for a playbook - you write it. You have built HR infrastructure from scratch and know what order to do things in. • L&D Champion: You believe that learning is a business lever, not an HR checkbox. You have designed programs that actually changed how people work. • Trusted Partner: Employees bring you their real concerns. Leaders bring you their honest problems. You hold both with discretion and zero drama. • Systems Thinker: You see the process behind every problem. You build things that outlast your involvement. • Coach, Not Enforcer: You build manager capability through relationships and real conversations - not compliance checklists. • High EQ, High Output: You can hold space for a sensitive employee conversation in the morning and present a talent framework to leadership in the afternoon.

• Vermittlung der HR-generalistischen Grundlagen an Einsteiger anhand eines festgelegten Curriculums • Motivieren der Teilnehmenden und Unterstützung hin zu individuellen Höchstleistungen • Dokumentation von Anwesenheiten, Unterrichtsfortschritten und Leistungsständen der Teilnehmenden • Gestaltung und Aufrechterhaltung einer positiven Gruppendynamik in einer reinen Onlineveranstaltung für ein angenehmes Lern- und Arbeitsklima der Teilnehmenden • Enge virtuelle Zusammenarbeit mit unseren Lern- und Karriere-Teams, um ein ansprechendes und praxisorientiertes Ausbildungserlebnis zu gewährleisten • Aktive Mitgestaltung bei der Curriculumentwicklung und der kontinuierlichen Verbesserung der Lerninhalte auf Basis aktueller Markttrends