HR Operations Specialist

The HR Operations Specialist at People Can Fly is responsible for maintaining employee documentation, conducting onboarding and offboarding processes, responding to employee inquiries, and implementing HR projects aimed at improving and standardizing processes. This role also involves preparing HR-related reports, managing data in HR and payroll systems, and supporting payroll verification alongside external service providers.

Candidates seeking the HR Operations Specialist role at People Can Fly should have at least 3 years of HR experience in an international environment, solid knowledge of labor laws, proficiency in MS Office with advanced Excel skills, and ideally experience with HRIS systems. Strong communication skills in both English and Polish, along with an analytical and detail-oriented approach, are essential for success in this position.

As an HR Operations Specialist at People Can Fly, you can expect a range of benefits, including private medical healthcare for you and your family, a MultiSport card, free access to a diverse library of games and books, and language classes. The company also offers flexible working hours, fresh snacks in the office, and virtual health and mental wellbeing sessions.

People Can Fly is committed to fostering an inclusive and diverse work culture. As an equal opportunity employer, the company does not discriminate based on race, gender, religion, age, or any legally protected status, ensuring all employees feel valued and respected regardless of their background.

Candidates joining People Can Fly can look forward to a vibrant work culture that values creativity and teamwork. Working with passionate individuals in a multinational environment gives team members the chance to grow professionally. The company emphasizes personal development and aims to create exciting new gaming experiences for a global audience.

Certainly! In my previous role, I was responsible for developing comprehensive onboarding programs that facilitated a smooth transition for new hires. I ensured that they received the appropriate training and resources they needed. For offboarding, I implemented structured exit interviews to gain valuable insights. I believe both processes are crucial for maintaining employee morale and organizational knowledge.

Accuracy is vital in HR documentation. I make it a priority to establish standardized procedures for document management and regularly conduct audits. Additionally, I stay updated on compliance regulations and best practices to ensure all documentation is current and error-free.

I utilize statistical tools, including Excel and Power BI, to analyze survey results. I focus on identifying trends and patterns which inform actionable improvements. Communicating these findings clearly to stakeholders is also essential, as it helps shape our HR strategies effectively.

Definitely! In my last position, I introduced an automated tracking system for time-off requests, significantly reducing errors and paperwork. This not only streamlined the process but also enhanced employee satisfaction as they could easily access and manage their requests online.

I believe in clarity and openness. I make it a practice to be approachable and ensure that I actively listen to employees' concerns. Regular updates through newsletters or team meetings help maintain transparent communication, fostering trust and rapport within the organization.

I have extensive experience with various HRIS systems, from data entry to generating reports. I actively engage with these platforms and contribute to improving our data management processes. In my view, effective use of HRIS systems is essential for enhancing operational efficiency.

Accuracy in every detail is paramount when preparing payroll. Personally, I prioritize cross-verifying data between HR records and payroll systems to prevent discrepancies. I also advocate for clear communication with payroll providers to ensure that all processes run smoothly and deadlines are met.

Employee relocation is vital as it enables businesses to retain talent and adapt to global operations. I believe successful relocations hinge on clear communication and support throughout the process, ensuring that employees feel confident and informed every step of the way.

I make it a point to subscribe to HR publications and attend relevant workshops and seminars regularly. Engaging in professional networks, both online and offline, allows me to discuss best practices and changes in labor laws. This proactive approach is essential to ensure compliance and best practices in HR.

My approach to employee engagement focuses on creating an inclusive environment where employees feel valued. I advocate for regular feedback through surveys and meetings, recognizing and celebrating achievements, and providing opportunities for personal and professional development.