D) – HR Systems, Automation & Reward

Wilken Software Group

12h•Hybrid

About The Position

You come from a Senior HR Business Partner role and want to contribute your experience more strongly to scalable processes, HR systems, automation, and modern People Operations in the future? Then this role could be a great fit for you. In this position, you will combine business proximity with process, system, and project responsibility. You will bring your experience from consulting executives into the further development of our People Operations, be responsible for Personio as the central HR system, drive automation and meaningful AI applications, and share responsibility for Reward & Compensation with the Head of People Operations. Your tasks will include analyzing, standardizing, and optimizing People Operations processes with a focus on efficiency, data quality, user-friendliness, and scalability. You will develop end-to-end processes – not only in Personio but also at internal interfaces, especially in collaboration with Payroll, Finance, IT, and executives. You will be responsible for Personio as the HR system and act as System Admin and Power User – including workflows, authorizations, document templates, data structures, and system logic. You will identify and realize automation potential in Personio and adjacent People Ops processes. You will evaluate AI use cases in People Operations, pilot meaningful application scenarios, and implement solutions where they simplify processes, increase quality, or reduce manual work. Together with the Head of People Operations, you will take over responsibility for Reward & Compensation – including compensation logic, salary bands, review and decision processes, market benchmarks, bonus and incentive approaches, and benefits. You will create robust decision-making bases and develop clear, manageable guidelines for People Operations and relevant interfaces. You will build standards, documentation, and clear responsibilities so that People Operations not only functions reliably but also develops sustainably.

Requirements

Several years of experience in a Senior HR Business Partner, People Operations, HR Operations, or comparable in-house role.
Experience in independently advising executives and a desire to move more towards processes, systems, automation, and cross-functional HR projects.
Proficiency with HR systems, ideally Personio, and ideally experience with its implementation, further development, or administrative responsibility.
Good understanding of end-to-end People Ops processes and adjacent interfaces, especially in conjunction with Payroll, Finance, IT, personnel-related documents, and standard labor law topics.
Sound practical experience in the use of AI in a work context, ideally with experience in conceptualizing, building, and implementing AI workflows, automations, or AI agents in practice.
Experience in Reward & Compensation or a solid professional foundation to responsibly develop the topic further.
Pragmatic, structured, and implementation-strong work approach with the goal of not only conceptualizing solutions but also anchoring them cleanly and sustainably.
Very good German and good English language skills.

Responsibilities

Analyze, standardize, and optimize People Operations processes with a focus on efficiency, data quality, user-friendliness, and scalability.
Develop end-to-end processes, not only in Personio but also at internal interfaces, especially in collaboration with Payroll, Finance, IT, and executives.
Be responsible for Personio as the HR system and act as System Admin and Power User, including workflows, authorizations, document templates, data structures, and system logic.
Identify and realize automation potential in Personio and adjacent People Ops processes.
Evaluate AI use cases in People Operations, pilot meaningful application scenarios, and implement solutions where they simplify processes, increase quality, or reduce manual work.
Share responsibility for Reward & Compensation with the Head of People Operations, including compensation logic, salary bands, review and decision processes, market benchmarks, bonus and incentive approaches, and benefits.
Create robust decision-making bases and develop clear, manageable guidelines for People Operations and relevant interfaces.
Build standards, documentation, and clear responsibilities to ensure People Operations functions reliably and develops sustainably.