Manager, HR Operations (AMER/APAC)

The Manager, HR Operations at Neo4j is responsible for overseeing HR processes across AMER/APAC, focusing on optimizing HR compliance, enhancing the employee lifecycle from onboarding to offboarding, and driving process improvements through automation. This role ensures operational efficiency and aligns HR operations with company goals, ultimately improving the overall employee experience.

To qualify for the Manager, HR Operations role at Neo4j, candidates should have a minimum of 5 years of experience managing HR operations in small to mid-sized technology companies. This includes expertise in HR compliance & processes, onboarding & offboarding, data integrity, and managing vendor relationships. Additionally, candidates should have strong people management skills and the ability to drive continuous improvements.

Success for the HR Operations team at Neo4j is defined by operational excellence in HR processes, compliance with labor laws, and creating an engaging employee experience. This includes effective management of the onboarding and offboarding processes, accuracy in HR data, and the ability to implement process improvements that enhance workforce productivity and organizational culture.

At Neo4j, the culture within HR Operations is collaborative and inclusive, mirroring the company’s overall values. The HR team is empowered to innovate and contribute to the company's mission while fostering an environment where every team member's ideas are valued. This fosters a sense of belonging and drives high-performance within the team.

As the Manager of HR Operations at Neo4j, you'll have numerous opportunities for career growth. You will be part of a rapidly expanding organization where you can enhance your skills in HR strategy, process automation, and people management, while also gaining the chance to contribute to company-wide initiatives and advancements in HR technology.

In your response, highlight specific examples of how you've navigated compliance challenges in previous roles, including labor laws you've worked with and processes you've refined to ensure compliance. Emphasize your understanding of federal, state, and local regulations as they relate to employee onboarding and offboarding.

Discuss the methods you've implemented previously, such as utilizing surveys for feedback, onboarding checklists to ensure comprehensiveness, or technology that simplifies these processes. Explain how these strategies enhance employee engagement and ensure a seamless transition.

Share your approach to prioritizing tasks based on urgency and impact. You might mention tools or frameworks—for example, using project management software or creating timelines and milestones. Talk about how you’ve successfully balanced competing priorities in past roles.

Provide a specific example detailing the process you improved, the steps you took to gather data, analyze areas for enhancement, and the outcome of these changes. Quantifying success with metrics will strengthen your answer.

Answer by describing best practices you follow, such as regular audits of data, implementing checks and balances, and training your team on data entry protocols. Emphasize your understanding of the importance of accurate data for strategic decision-making.

Discuss any hands-on experience you have with visa processes, compliance, and working with external counsel. It’s crucial to demonstrate your understanding of the responsibilities tied to immigration in relation to HR operations.

Highlight any preferred sources of knowledge you use, such as HR associations, webinars, or continuous education opportunities. Mention how you apply this knowledge to stay compliant and implement best practices within your organization.

Give a specific example, focusing on a situation where cross-departmental collaboration was essential to project success. Detail the departments involved, your role in the collaboration, and the outcomes.

Discuss tools or HR software you are familiar with and how you’ve utilized them to enhance HR operations. Pay attention to technologies that facilitate employee data management, workflow automation, or improve onboarding processes.

Talk about your philosophy on company culture, including initiatives you've led to foster inclusivity and engagement in the workplace. Share specific examples of cultural improvements you've been part of in your previous experiences.