Role Description The Global People Operations Specialist (Tier 1) provides advanced HR operations support, owning complex, sensitive, and high-risk employee cases that require sound judgment, deep system knowledge, and excellent attention to detail. This role operates with a high degree of autonomy and is accountable for accurate, compliant, and timely execution of nuanced HR transactions that have material business, legal, and employee-experience impact. - Owns high-risk Workday and case transactions requiring a high degree of accuracy across onboarding, offboarding, compliance, and confidential HR operations. - Applies professional judgment when policies, systems, or precedent are unclear. - Autonomously determines the appropriate course of action for cases that fall outside standard Tier 1 workflows. - Solves problems that do not have documented workflows, requiring investigation, root-cause analysis, and cross-team coordination. - Validates approvals, documentation, and downstream impacts to prevent financial, legal, or reporting errors. - Proactively identifies process gaps and system inconsistencies. - Supports training, documentation, and continuous improvement efforts. - Meets accuracy, compliance, and SLA expectations. - Maintains specialized knowledge on employee matters, assisting them with questions & necessary transactions. Qualifications - Requires a minimum of 2 years of related experience. - Proficiency in navigating and executing complex transactions within HRIS platforms (specifically Workday) spanning onboarding, offboarding, and data compliance. - Proven ability to autonomously investigate ambiguous, undocumented cases, identify core process gaps, and develop effective resolutions. - Exceptional accuracy in validating sensitive employee documentation, approvals, and data entries to mitigate financial, legal, and reporting risks. - Excellent relationship-building skills to effectively coordinate across diverse, downstream teams (e.g., Payroll, Legal, IT) and Tier 1 support channels. - Experience managing escalated employee inquiries, prioritizing complex workloads, and consistently meeting strict Service Level Agreements (SLAs). - Ability to translate complex workflows into clear standard operating procedures (SOPs), training materials, and documentation to support continuous improvement. Benefits - Quarterly bonuses. - Restricted Stock Units (RSUs). - Paid Time Off policy. - Region-specific benefits. Salary Range Disclaimer The base salary range represents the low and high end of the Indeed salary range for this position in the given work location. Actual salaries will vary depending on factors including but not limited to location, and experience. The range(s) listed is just one component of Indeed's total compensation package for employees. Compensation may also vary based on where a role is performed, as work locations are grouped into geographic pay tiers to reflect cost of labor differences in different geographic markets. Salary Range Transparency Tier 2 - Ireland 39,000 - 59,000 EUR per year. EEO and Accommodations Indeed is deeply committed to building a workplace and global community where inclusion is not only valued, but prioritized. We’re proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, family status, marital status, sexual orientation, national origin, genetics, neuro-diversity, disability, age, or veteran status, or any other non-merit based or legally protected grounds. Inclusion & Belonging Inclusion and belonging are fundamental to our hiring practices and company culture, forming an integral part of our vision for a better world of work. At Indeed, we’re committed to the wellbeing of our employees and on a mission to make this the best place to work and thrive.

• Configure, maintain, and support Workday functionality and feature enhancements. • Manage system requests and improvements using agile project methodologies. • Support ongoing system maintenance and ensure service requests are resolved within established SLAs. • Stay current on Workday releases and assist with testing, deployment, and release management activities. • Analyze existing workflows and identify opportunities to improve efficiency, compliance, and user experience. • Perform gap analyses and recommend scalable system solutions when business needs evolve. • Develop and maintain documentation, configuration records, process maps, and user guides. • Monitor and maintain HR data quality, accuracy, consistency, and integrity across systems. • Build reports, dashboards, and analytical models that provide actionable workforce insights and support data-driven decision-making. • Troubleshoot technical issues and partner with stakeholders to resolve system challenges. • Deliver training sessions, demonstrations, and guidance to business partners and team members. • Support additional HR technology initiatives and projects as needed.

• Unterstützung der HR Manager im Tagesgeschäft und bei operativen Personalthemen • Erstellung und Pflege von arbeitsvertraglichen Dokumenten sowie Personalstammdaten • Unterstützung und Management administrativer HR-Prozesse • Unterstützung bei On- und Offboarding-Prozessen sowie allgemeinen HR-Abläufen • Mitwirkung an HR-Projekten sowie Übernahme organisatorischer Tätigkeiten im Personalbereich

• Manage end-to-end onboarding and offboarding processes. • Ensure a seamless new hire experience from offer acceptance through onboarding. • Maintain accurate employee records and HR documentation. • Coordinate employee confirmations, promotions, transfers, and exits. • Conduct exit interviews and identify improvement opportunities. • Maintain employee data in HRIS and ensure data accuracy. • Support payroll by coordinating attendance, leave, reimbursements, and employee changes. • Administer employee benefits, insurance, and wellness programs. • Ensure compliance with labor laws, company policies, and statutory requirements. • Draft and maintain HR policies, SOPs, and process documentation. • Respond to employee HR-related queries. • Coordinate performance review cycles. • Manage performance systems such as Lattice. • Track goal-setting, reviews, and development plans. • Prepare performance dashboards and HR analytics. • Support managers during appraisal and promotion cycles. • Coordinate new hire orientation and onboarding programs. • Manage the company learning calendar. • Organize internal and external training programs. • Coordinate leadership development initiatives. • Track mandatory compliance training completion. • Maintain training records and learning metrics. • Gather employee feedback to continuously improve learning programs. • Plan and execute employee engagement initiatives. • Coordinate employee recognition and rewards programs. • Conduct employee surveys and analyze feedback. • Support wellness initiatives and culture-building activities. • Organize company events, town halls, and celebrations. • Drive onboarding buddy and mentoring programs. • Prepare monthly HR dashboards. • Track key people metrics including headcount, attrition, retention, diversity, engagement, learning completion, and performance review completion. • Provide insights and recommendations using HR data. • Ensure HR documentation complies with applicable laws and company policies. • Maintain employee files and audit readiness. • Support internal and external HR audits. • Assist with policy rollouts and compliance initiatives.