People Operations Specialist

CoverflexWork changed. Pay didn t.Coverflex exists to make compensation work for everyone. Pay is still rigid, fragmented, and hard to feel. We turn compensation into choice - one platform, one card, one app - for benefits, meal allowance, insurance, and more.Our platform is simple for HR and meaningful for employees. We provide choice, smarter compensation tools, and empowerment.TL;DR (The Essentials)Role: People Operations SpecialistSeniority Level:IntermediateType: Individual ContributorLanguages: English (main) / Portuguese (required) / Italian or Spanish (nice-to-have)Main Tools:HiBob, Notion, Slack, ChatGPT, Google Sheets, Figures, TeamtailorLocation:Remote (Portugal)Compensation: Salary Range: 28.000 -33.000 Bonus / Commissions:No Equity:Yes Benefits: All Coverflex Benefits apply Contract Type:Permanent = Your ImpactYour role will be essential to how we scale our People operations with precision, clarity, and humanity. You ll own the processes that make Coverflex a great place to work ensuring that data, systems, and workflows run smoothly and that every Coverflexer s journey, from onboarding to offboarding, is consistent, compliant, and a great experience.You ll act as the operational brain and heart of the People Team: transforming complexity into structure, information into insight, and routine into excellence.You ll know you re successful when, after 90 days, you ve: audited and streamlined key People processes in HiBob and Notion. created stronger bridges between Finance, Legal, and People for contracts and payroll data flow. elevated the accuracy and usability of our HR data for decision-making. How we ll measure success: Main KPI 1:HRIS data accuracy and reliability Main KPI 2:Process SLAs speed and quality of People Ops support Main KPI 3:Cross-team alignment and compliance consistency Secondary KPI 1:Efficiency gains through automation or documentation Secondary KPI 2:Internal stakeholder satisfaction (via pulse or feedback) Reality Check - What Makes This Role HardLet s be real -here s what makes this role challenging: We re a remote-first, multi-country scale-up, so context shifts quickly and priorities evolve weekly. You ll need to connect dots across People, Finance, and Legal, ensuring smooth workflows without direct authority. You ll often face ambiguity your job is to bring clarity, not wait for it. Although you won t process payroll directly, you ll need a strong grasp of payroll logic and compliance to act as an intelligent bridge between teams and vendors. =d YouMust-haves (evidence, notyears) Proven experience in People Operations, HR Administration, or HRIS management within a fast-paced or international environment. Strong knowledge of payroll principles and employment law (Portugal required; Spain or Italy a plus). Mastery of HR systems and automation tools ideally HiBob, Notion, Google Sheets, Slack, and ChatGPT. Track record of improving processes, building documentation, and driving efficiency. Astructured and analytical thinker who thrives in autonomy and takes pride in operational excellence. Nice-to-have Experience in SaaS, Fintech, HRTech, or start-up environments. Familiarity with multi-country compliance and contractor/EoR models. Proficiency in Spanish or Italian. Experience in building dashboards or automations (e.g. Sheets, Notion, or Zapier). > Your DNA Curiosity you constantly ask why before how. Ownership you act like a founder, not a follower. Rigour you care about precision and quality over speed. Clarity you simplify complexity and communicate it cleanly. Collaboration you work transparently, share credit, and elevate others. You ll probably find this frustrating if& You expect rigid hierarchies or micromanagement. You dislike async communication or frequent feedback. You see People Operations as support rather than a strategic enabler. =e Manager & TeamMeet Your ManagerHiring Manager: Joo Franqueira Chief People OfficerLocation: PortugalLinkedIn Profile: https://www.linkedin.com/in/joaofranqueiraProfile Snapshot: Energy:High and passionate, with bursts of humour and intensity Communication:Empathetic, transparent, and intellectually demanding Feedback Style:Fair, kind, and direct focused on growth, not blame How to work with me - in the Manager's own words: I expect excellence, not perfection. I believe empathy, rigour, and humour can coexist at work and I live by that. I protect my team fiercely and expect the same ownership from them. I accept mistakes made in curiosity, not in carelessness.I m often juggling many things, so I value people who act autonomously, think deeply, and use technology to make things better. I love curious, self-starting people who challenge the status quo and bring their whole self to work. You ll find me pushing hard, laughing hard, and always open to feedback even when I m stressed. Your TeamYou ll work day-to-day with: Laura, HR Principal / BP -https://www.linkedin.com/in/lauramoreira/ Marisa, HR Principal / BP -https://www.linkedin.com/in/marisamerces/ Eleonora,Talent Acquisition Partner -https://www.linkedin.com/in/eleonora-tomatis/ Key Stakeholders: Nuno Loureno, Finance Specialist -https://www.linkedin.com/in/nunofalourenco/ Sandro Sandri, Legal, Compliance and Privacy Manager -https://www.linkedin.com/in/sandro-sandri-64bb0787/ Sandro Santos, IT Support Specialist -https://www.linkedin.com/in/sandroasantos/ Team Rituals: Weekly 1:1s with Joo Weekly People Pulse (Team) People Team Alignment (Sync or Async) People Ops Meeting (Fortnightly) Monthly Retrospective Quarterly People Review = Access & Belonging (Equal Opportunity)We hire for impact and potential, not pedigree. We welcome applications from people with non-linear careers, career breaks, caregiving gaps, and those changing fields.No discrimination on the basis of age, disability, gender identity/expression, marital or family status, pregnancy, neurodivergence, race/ethnicity, religion/belief, gender, sexual orientation, or any other protected ground.Assessment fairness: We anchor on evidence of outcomes (what you shipped, moved, or influenced). We actively de-bias by using structured rubrics, multiple assessors, and blind screening most of the time(we won t know your name, gender, or personal info until the interview stage).= Application ClarityNo cover letter required. Apply with your LinkedIn or upload your CV. You may be asked a few short, relevant questions.Total candidate time investment: ~4 5 hours end-to-end.> Hiring Stages (What to Expect, Why & How Long)1. CV / LinkedIn Screen Signal check vs must-haves " Done by People + Hiring Manager. " You ll hear from us within 7business days.2. Role-Fit Questionnaire (async) Purpose: capture signals your CV can t (languages, tools, scenario judgement) and calibrate seniority. Format: multiple choice + short answers. Accessibility: prefer a call? Tell us - we ll swap for a short chat.3. Quick Interview (Intro Call)-Mutual fit & context " 20 min With People. Covers role scope, salary, location, and timeline.4. Hiring Manager Interview-Deep dive into your work " 45 60 min Structured around outcomes, decisions, and collaboration.5. Behavioural Interview- Allow us to know you!" 45-60 minStress-freevirtual coffee, focused on getting to know you as a person.We talk about culture, beliefs, and purpose.6. Case / Work Sample-Show how you think " d90 min Use our case or bring a real artefact (deck, PR, analysis, playbook). We assess clarity, decision quality, stakeholder thinking, and ethics.7. Case Review & Team Chat-Walkthrough + Q&A " 20 30 min You ll get actionable feedback either way.8. Final Conversation (CEO / C-Level)-Values, strategy, and company growth " 30 45 minOptional: References (2 3 people who ve seen your recent work) - async. Speed & Communication Decision: within 4 weeks of your application. Updates: weekly if the process runs longer. Scheduling: interviews between 10:00 16:00 CET (flexible across Europe). Feedback: from the Case stage onwards, you ll always receive written or verbal feedback - what went well, and what to strengthen next time.