Specialist, Regional People Partner

Checkout.com•New York, NY

27d•Hybrid

About The Position

We’re Checkout.com – you might not know our name, but companies like eBay, ASOS, Klarna, Uber Eats, and Sony do. That moment when you check out online? We make it happen. Checkout.com is where the world checks out. Our global network powers billions of transactions every year, making money move without making a fuss. We spent years perfecting a service most people will never notice. Because when digital payments just work, businesses grow, customers stay, and no one stops to think about why. With 19 offices spanning six continents, we feel at home everywhere – but London is our HQ. Wherever our people work their magic, they’re fast-moving, performance-obsessed, and driven by being better every day. Ideal. Because a role here isn’t just another job; it’s a career-defining opportunity to build the future of fintech. Role Overview We’re seeking a Specialist, Regional People Partner to drive operational excellence across the employee lifecycle. You’ll own onboarding and offboarding, documentation, compliance, reporting, and continuous process improvement, while coordinating immigration workflows in partnership with Legal, Talent Acquisition, and external counsel. You will partner with business leaders in support of performance management and our talent initiatives and be a trusted advisor during their leadership journey.

Requirements

3–5 years of hands-on experience in HR Operations and/or Immigration within a fast-paced, multi-country environment.
Bachelor’s in HR, Business, or related field (or equivalent experience).
Strong command of HR process, documentation, and compliance fundamentals.
Experience coordinating immigration matters (U.S./Canada/LATAM preferred) with outside counsel.
Experience partnering with business leaders on performance management, talent development, organizational effectiveness, etc.
Experience with Employee Relations or supporting internal grievances and investigations.
Proficiency with HRIS (Workday, SAP, or similar) and report building (Excel/Sheets).
Exceptional organization and detail orientation; proven ability to manage deadlines.
Clear, professional communication and cross-functional partnering skills; high discretion with confidential data.

Responsibilities

HR Operations: ● Run end-to-end onboarding and offboarding in HRIS (e.g., Workday/Paychex): pre-hire setup, access, checklists, terminations, and exit interviews with trend capture.
Draft, issue, and maintain employee documentation (contracts, addendums, employment verifications, termination letters).
Track probationary periods, surface deadlines, and coordinate outcomes with managers.
Maintain accurate, auditable employee records aligned to data-privacy requirements.
Support consistent execution of HR processes (e.g., flexible work requests, performance documentation) and provide manager guidance.
Performance Management: ● Support managers in developing and delivering performance improvement plans (PIPs), ensuring clarity and follow-through.
Partner with Legal/Compliance when required to mitigate risk and maintain consistency across cases.
Provide advice on the process where needed and coach managers on navigating the process.
Handle involuntary termination meetings, ensuring line managers receive guidance each step of the way and appropriate.
Compliance & Reporting: ● Ensure compliance with local labor laws and internal policies across the region.
Build and deliver recurring HR reports (headcount, turnover, onboarding/offboarding SLAs, exit themes).
Keep HR systems and files audit-ready; execute periodic data quality checks.
Document SOPs, map workflows, identify bottlenecks, and drive process improvements.
Immigration and Relocation Support: ● Coordinate visa/work authorization cases for candidates and employees, ensuring accurate documentation and timelines.
Partner with external immigration counsel and relocation vendor; track filings, renewals, and expirations; maintain a live immigration tracker.
Serve as the employee point-of-contact for immigration status updates and FAQs; escalate risks proactively.
Employee Relations: ● Act as a trusted first point of contact for employees and managers on HR policies, workplace concerns, and employee relations matters.
Guide managers on handling performance issues, behavioural concerns, and conflict resolution in line with company policies and local employment law.
Conduct impartial investigations into employee complaints, grievances, or disciplinary matters; prepare documentation and ensure fair outcomes.
Document all ER cases thoroughly, maintaining accurate, confidential records.
Track ER case trends and provide regular reporting and insights to the US Regional Leader.
Recommend proactive interventions (training, policy updates, communication campaigns) to address root causes and improve workplace culture.