Why this role exists
Every new person adds work around contracts, onboarding, employee master data and payroll alignment. For people to focus on their work, we need clean, privacy-compliant people processes – and someone who builds and develops them.
Your outcomes
- Reliable workflows for joining, changes and leaving.
- Complete, current personnel records kept in line with data protection.
- Smooth cooperation with payroll.
- Documented policies and answers to common questions for employees.
Your day and scope
Preparing contracts and documents, organising onboarding and offboarding, maintaining employee master data, aligning with payroll and external advisers, answering employee questions, and documenting and improving workflows. You treat personal and applicant data confidentially and use it only for its intended purpose.
Boundaries: You own operational people processes and their documentation. People strategy and recruiting sit with the respective roles; individual employment-law questions you clarify with the appropriate advisers.
Your first 90 days
First 30 days
Understand existing documents, workflows and cooperation with payroll; record open items and risks.
By day 60
Introduce checklists for joining and leaving and set up complete, well-organised personnel records.
By day 90
Run the workflows reliably, have published a first collection of policies and FAQs, and have simplified at least one process.
What you bring
- Hands-on experience in personnel administration or people operations.
- Basic knowledge of German employment law and data protection.
- Care, discretion and strong organisation.
- Friendly, clear communication in German.
What you can learn with us
- Our internal tools and workflows.
- Specific payroll topics.
When this role is less of a fit
You are looking for a role without operational detail work, or want to leave workflows as they are rather than improve them.
Compensation and conditions
We only commit to compensation, contract type, working hours and location once they are approved. We will tell you all of it concretely in the first call, before you invest time in further steps.
Your application process
Short application
Name, email and your answer to the role's entry question. CV optional.
First call
A personal conversation about the role, conditions and your questions. We cover compensation and location concretely here.
Work sample
An announced, time-boxed task: create an onboarding checklist for a fictional new hire and answer two typical employee questions in writing. No real personnel data, no unpaid work. People assess completeness, care and clarity.
Decision
A person decides, never an AI. You always get a response.
Your entry question
„What needs to be done before a new person's first day, in your view – and how do you make sure nothing is forgotten?“
Apply now