Mission

• Create conditions where every new specialist easily adapts, understands their role, and integrates seamlessly into the team, ensuring effective collaboration.
• Support the company and its employees through transparent processes, maintaining OMNIC’s culture, and enabling growth and results.

Key Requirements

• Execution & System Thinking – Drives processes to completion and works effectively within established standards and SLAs
• HR Tools Proficiency – Confidently uses HRM, ATS, Jira, and PeopleForce
• AI & Digitalization – Leverages AI solutions and automation to accelerate recruitment, onboarding, and analytics
• HR Analytics – Collects, interprets, and applies data on hiring, retention, and engagement
• Process-Oriented Approach – Standardizes and simplifies HR processes, implements best practices
• Communication – Clearly and effectively collaborates with managers and specialists
• Experience working in an international environment
• Knowledge of document management and compliance

Key Responsibilities

1. HR Strategy & Culture

• Build a unified HR approach across all OMNIC offices and countries
• Support and develop company culture based on OMNIC’s values
• Act as a business partner to managers and leadership

2. Recruitment & Onboarding

• Manage end-to-end hiring: defining roles, sourcing, interviewing, and hiring
• Ensure fast and smooth onboarding for new specialists
• Support managers in defining expectations and role clarity from day one

3. Employee Lifecycle Management

Manage the full employee journey:

• Hiring & Onboarding – Offers, contracts, workspace setup, and adaptation
• Payroll & Leave – Coordinate salaries, vacations, and sick leaves
• Performance Reviews – Organize regular evaluations and goal-setting
• One-to-One Meetings – Track motivation, engagement, and growth
• Training & Development – Manage LMS and plan professional growth
• Offboarding – Handle resignations and terminations, ensuring smooth handovers

4. HR Processes & Automation

• Implement and manage HRM, ATS, and LMS systems
• Automate processes: onboarding, leave requests, performance reviews
• Keep employee data and documents organized and digital

5. Compliance & Support

• Ensure compliance with local labor laws and OMNIC policies
• Work closely with finance, legal, and managers to align processes
• Act as the main HR contact for all teams and provide guidance when needed

‍

Mission

• Create conditions where every new specialist easily adapts, understands their role, and integrates seamlessly into the team, ensuring effective collaboration.
• Support the company and its employees through transparent processes, maintaining OMNIC’s culture, and enabling growth and results.

Key Requirements

• Execution & System Thinking – Drives processes to completion and works effectively within established standards and SLAs
• HR Tools Proficiency – Confidently uses HRM, ATS, Jira, and PeopleForce
• AI & Digitalization – Leverages AI solutions and automation to accelerate recruitment, onboarding, and analytics
• HR Analytics – Collects, interprets, and applies data on hiring, retention, and engagement
• Process-Oriented Approach – Standardizes and simplifies HR processes, implements best practices
• Communication – Clearly and effectively collaborates with managers and specialists
• Experience working in an international environment
• Knowledge of document management and compliance

Key Responsibilities

1. HR Strategy & Culture

• Build a unified HR approach across all OMNIC offices and countries
• Support and develop company culture based on OMNIC’s values
• Act as a business partner to managers and leadership

2. Recruitment & Onboarding

• Manage end-to-end hiring: defining roles, sourcing, interviewing, and hiring
• Ensure fast and smooth onboarding for new specialists
• Support managers in defining expectations and role clarity from day one

3. Employee Lifecycle Management

Manage the full employee journey:

• Hiring & Onboarding – Offers, contracts, workspace setup, and adaptation
• Payroll & Leave – Coordinate salaries, vacations, and sick leaves
• Performance Reviews – Organize regular evaluations and goal-setting
• One-to-One Meetings – Track motivation, engagement, and growth
• Training & Development – Manage LMS and plan professional growth
• Offboarding – Handle resignations and terminations, ensuring smooth handovers

4. HR Processes & Automation

• Implement and manage HRM, ATS, and LMS systems
• Automate processes: onboarding, leave requests, performance reviews
• Keep employee data and documents organized and digital

5. Compliance & Support

• Ensure compliance with local labor laws and OMNIC policies
• Work closely with finance, legal, and managers to align processes
• Act as the main HR contact for all teams and provide guidance when needed

‍

Key Goals

• Automation & Systematization of Processes
  
  • All HR processes are managed and automated within the HRM system
  • Cross-country document management is fully structured and digitized
  Employee Evaluation & Development
  • A competency-based evaluation system is successfully implemented
  • Decisions on promotions, bonuses, or contract adjustments are based on data rather than subjective opinions
  • At least 70% of employees successfully pass their probation period
  Learning & Onboarding
  • LMS is fully implemented across all teams
  • The entire learning, onboarding, and internal development process is migrated into the system