People Operations Partner
Job description
About the role
The position brings structure to fast-moving workflows and scales core People processes.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
Operational consistency and data accuracy across HRIS, ATS, learning, benefits, and engagement tools are maintained to support reliable decision-making.
Operational deadlines, dependencies, and process gaps are tracked to identify improvement opportunities in workflows.
SOPs, playbooks, templates, and operational documentation are improved to clarify expectations and standardize execution.
Automation and operational standardization initiatives are supported to reduce manual effort and increase reliability.
An AI-supported internal People Knowledge System is developed to organize and surface operational guidance.
Scalable People Operations processes are built to grow with the company while maintaining clarity and control.
Requirements
The posting states a bachelor's degree requirement. Knowledge of the Ukrainian language is a must for effective coordination and communication.
3+ years in operational coordination/people operations/business operations/process-heavy environments provides necessary context.
Strong operational coordination and process management skills ensure workflows move efficiently.
High attention to detail and execution quality prevents errors and maintains accuracy.
Ability to manage multiple workflows in a fast-paced environment supports consistent delivery.
Strong ownership mindset and proactive follow-up habits keep initiatives moving forward.
Systems and process-thinking mindset clarifies dependencies and impacts across operational platforms.
Interest in automation, AI tooling, operational scalability, and process optimisation drives improvements.
Ability to simplify operations without losing accuracy or control balances speed and correctness.
Comfort working in environments where processes are still evolving and being built allows adaptation to changing structures.
Experience working with operational platforms and systems, including HRIS / ATS / LMS / benefits platforms etc., with HiBob experience a strong plus, supports tool execution.
Strong communication and stakeholder coordination skills align teams and expectations.
Upper-Intermediate English or higher enables clear communication across the function.
Practical notes
Hybrid work and flexible schedules define the working model.
Medical insurance with an additional coverage option supports team wellbeing.
Professional development reimbursement funds growth opportunities.
Online English classes help strengthen language skills.
Employee referral bonus program rewards successful referrals.
Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Good to know
General operational roles in People Operations often rely on structured processes and clear documentation.
Workflow coordination across finance, legal, and HR teams requires strong cross-functional communication.
Automation and AI tools increasingly support knowledge management and process scaling.
Clarity in SOPs and playbooks improves consistency and reduces ambiguity for stakeholders.
Questions to ask
Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.