The HR Officer, US delivers day-to-day people operations for Omilia’s US workforce as a mid-level individual contributor. The role oversees US payroll inputs and cycles in partnership with Finance and any Employer of Record (EOR) providers, keeps US employee records and HRIS data accurate, and supports the full employee lifecycle for US hires — without people-management responsibility. It is the operational bridge between US employees/managers and central HR, ensuring US employment and payroll practices stay compliant and on time.

Accountabilities

• Own timely, accurate US payroll inputs and cycle coordination with Finance and EOR partners so US employees are paid correctly and on schedule.
• Own integrity of US employee data in HiBob (and related systems), including new-hire, change, and termination records.
• Ensure US onboarding and offboarding run end-to-end — documentation, system access, EOR/entity setup, and handoffs — without becoming a bottleneck.
• Surface US employment, payroll, and EOR compliance risks early to the HR Director and Legal/Finance partners.
• Act as the primary operational HR contact for US people managers and employees on payroll, leave, HRIS, and lifecycle administration.
• Maintain clear process documentation for US payroll, EOR, and people-ops workflows so coverage is not person-dependent.

Key Responsibilities

• Prepare and validate US payroll inputs each cycle; reconcile exceptions with Finance and EOR vendors before pay run lock.
• Administer EOR relationships for US workers: onboarding packages, status changes, terminations, and day-to-day vendor coordination.
• Process US joiners, contract/comp changes, and leavers in HiBob and related tools; keep org data and reporting structures current.
• Coordinate US onboarding logistics (documentation, benefits enrollment handoffs, equipment/access requests) with IT, hiring managers, and EOR as applicable.
• Advise US managers and employees on leave, timekeeping, and basic US HR policy questions; escalate ER or legal issues to HR Director / Legal.
• Support US offer and start-date handoffs from Talent Acquisition into people operations and payroll/EOR setup.
• Generate routine US headcount, payroll exception, and HRIS data reports for the HR Director and Finance.
• Identify and implement process improvements or light automation that reduce manual US payroll/HRIS workload.
• Partner with Finance on US payroll calendars, year-end / tax-related data requests, and audit evidence gathering as needed.

Requirements

Required:

• 2–4 years in HR operations, people operations, or payroll coordination, including mid-level ownership of recurring payroll or HRIS cycles.
• Hands-on experience with US payroll processes and/or Employer of Record (EOR) models (e.g. Deel, Remote, Papaya, or similar).
• Working knowledge of US employment basics relevant to payroll and lifecycle admin (I-9, W-2/contractor distinctions, state leave nuances at an operational level).
• Proficiency with an HRIS (HiBob preferred) and comfort with payroll input files, reconciliations, and exception handling.
• Strong attention to detail; able to handle confidential compensation and personal data with discretion.
• Clear written and verbal English; comfortable supporting US managers asynchronously across time zones.
• Organised multi-deadline operator  payroll calendars, onboarding dates, and vendor SLAs without constant supervision.
• Bachelor’s degree in HR, Business, or related field — or equivalent practical experience.

Nice to have:

• Experience in a SaaS or multi-entity international company with US remote or hybrid headcount.
• Familiarity with Workable or similar ATS for offer-to-onboarding handoffs.
• SHRM-CP, CPP, or similar HR/payroll certification.
• Prior coordination with US benefits brokers or PEO/EOR providers.

Benefits

• Competitive compensation;
• Long-term employment with the working days vacation;
• Development in professional growth (courses, training, etc);
• Being part of successful cutting-edge technology products that are making a global impact in the service industry;
• Proficient and fun-to-work-with colleagues;
• Apple gear
  
  

Omilia is proud to be an equal opportunity employer and is dedicated to fostering a diverse and inclusive workplace. We believe that embracing diversity in all its forms enriches our workplace and drives our collective success. We are committed to creating an environment where everyone feels welcomed, valued, and empowered to contribute their unique perspectives without regard to factors such as race, color, religion, gender, gender identity or expression, sexual orientation, national origin, heredity, disability, age, or veteran status, all eligible candidates will be given consideration for employment.