HR Specialist (contractor)

The HR Specialist (Contractor) at Ouro holds a pivotal role in managing the employee lifecycle in Spain. Key responsibilities include onboarding and offboarding, overseeing recruitment processes, managing payroll and benefits, and ensuring compliance with Spanish labor laws. You’ll also be a point of contact for HR-related queries and play a vital role in maintaining HR records and policies.

To thrive as an HR Specialist (Contractor) at Ouro, candidates must possess proven experience as an HR Generalist, Manager, or Business Partner in Spain. A deep understanding of Spanish labor laws and payroll processes is crucial. Fluency in both Spanish and English is required, and experience in an international environment is a plus, enhancing your ability to adapt in our global context.

In the HR Specialist (Contractor) role at Ouro, you’ll support employee relations by advising on labor laws and company policies, serving as a point of contact for HR queries, and addressing employee concerns. Your proactive approach will foster a positive workplace culture and ensure employees feel valued and supported throughout their journey with us.

The HR Specialist (Contractor) role at Ouro is offered as a 6-month fixed-term contract, allowing you to immerse yourself in our dynamic team while gaining invaluable experience in HR operations within a global financial services context.

At Ouro, you can anticipate a hybrid working environment that blends remote flexibility with in-office collaboration in Madrid. This arrangement allows for a balanced work-life dynamic while fostering strong connections with your international colleagues and contributing to our mission.

When addressing conflicts between employees, it's essential to remain neutral and facilitate open communication. I would encourage both parties to express their viewpoints separately before bringing them together to find common ground. My goal would be to mediate the conversation while ensuring both employees feel heard and respected.

Effective onboarding starts long before the first day. I focus on creating a structured onboarding plan that includes a warm welcome, clear role expectations, necessary training sessions, and meeting key team members early on. Engaging new hires with the company's culture is also essential to ensure they feel included from the start.

In my previous HR roles, I managed payroll processes by collaborating with payroll providers to ensure timely and accurate salary processing. I place high importance on understanding compliance requirements and social security contributions to mitigate any potential issues, thus ensuring smooth payroll operations.

I make it a priority to stay informed by regularly attending HR webinars, joining professional organizations, and subscribing to industry news updates. I also cultivate relationships with legal experts who can provide insights into any changes in labor laws that may impact our HR functions.

My approach to talent acquisition is proactive and strategic; I focus on building candidate pipelines that include diverse talent. I utilize various sourcing methods, such as social media outreach and networking events, to connect with potential candidates. I believe that a thorough screening and interview process is vital in selecting the right fit for the company's culture and needs.

Ensuring compliance involves maintaining accurate HR records, regularly updating policies in line with local laws, and conducting compliance audits. I also train staff on key compliance areas to foster a culture of accountability and awareness within the organization.

I view employee feedback and performance reviews as a continuous dialogue rather than a one-time event. I encourage regular check-ins where employees can comfortably voice concerns and share achievements. I tailor performance reviews to provide constructive feedback, aligning personal goals with organizational expectations.

In a previous role, I had to implement a new remote work policy. I engaged stakeholders through feedback sessions to understand concerns, created clear documentation to communicate the policy, and held training sessions for managers to ensure effective implementation. By involving the team, the transition was smooth and well-received.

I find metrics such as employee turnover rates, recruitment efficiency (time-to-fill), employee satisfaction scores, and onboarding completion rates essential for evaluating HR effectiveness. These indicators provide insights into areas of improvement and help align HR strategies with the company’s objectives.

Addressing underperformance should be approached with empathy and clarity. I would start with a one-on-one meeting to understand any underlying issues while setting clear expectations moving forward. Together, we would establish an action plan with measurable goals, providing support and resources to help the employee succeed.