ROLE PURPOSE
sa.global needs reliable and compliant HR operations across its EMEA entities. This role owns day-to-day HR administration and payroll inputs for Morocco, France, Germany and the UK, working closely with the HR Operations Lead EMEA.
This is a hands-on, execution-focused role for an experienced professional. You will run recurring HR operations independently, make decisions within agreed processes and boundaries, and know when an issue needs to be escalated. You bring solid knowledge of multi-country payroll and employment legislation, with particular depth in Morocco and France.
KEY RESPONSIBILITIES
Payroll coordination: Prepare, check and submit monthly payroll inputs for the countries in scope, including joiners, leavers, salary and working-time changes, variable pay, absences and benefits. Make sure local statutory requirements are met correctly and on time, such as CNSS, AMO and income tax (IR) declarations in Morocco, and collective agreement, DSN and health and welfare scheme (mutuelle, prévoyance) requirements in France. Review payroll outputs against inputs and resolve discrepancies with payroll providers, accountants, Finance and employees.
Benefits adminstration: Administer local employee benefits across the countries in scope, including enrolments, changes and leavers. Maintain accurate records, provide employees with clear information and resolve operational issues with payroll, Finance, brokers and other providers.
Leave and absence: Administer annual leave, sickness, maternity, paternity, parental and other statutory leave in line with local rules. Explain the required steps, documents, timelines and payroll impact to employees and managers.
Employee lifecycle: Coordinate and complete operational activities for joiners, movers and leavers, including approvals, contracts, amendments and letters, employee-data changes, onboarding and offboarding actions, probation, employment changes, final pay inputs and leaving documentation.
Employee records and data: Keep employee files and F&O data complete, accurate and audit-ready, in line with data protection requirements.
Apply local legislation to day-to-day employment administration and identify when specialist advice is required. Support HRBPs with the documentation, payroll inputs, statutory steps and operational follow-through for employee relations and termination cases, without independently owning sensitive employee relations decisions.
Employee, manager and HRBP support: Act as the first point of contact for operational HR questions in the countries in scope and as the operational go-to person for the relevant HRBPs. Provide accurate information, documentation and practical support, resolve requests independently and escalate complex employee relations, policy or legal matters to the HR Operations Lead or HRBP.
Local compliance and providers: Track statutory deadlines and changes in local legislation, and work with payroll providers, accountants, external advisers and authorities where needed.
Process documentation and improvement: Understand and document end-to-end country processes, including responsibilities, deadlines, inputs, outputs, controls, systems and hand-offs. Identify unnecessary manual work, duplication, gaps and recurring errors, propose practical improvements and support the testing and adoption of improved workflows, tools and automation.
Maintain and use operational calendars, checklists and controls, complete required reconciliations and proactively follow up on missing or inconsistent information.
KEY OUTCOMES — WHAT SUCCESS LOOKS LIKE
Payroll inputs for all countries in scope are accurate, complete and submitted on time, with discrepancies resolved quickly.
Benefit enrolments, changes and leavers are processed accurately and on time, with employee and provider queries followed through to resolution.
Statutory declarations and local deadlines are met without penalties or last-minute escalation.
HRBPs receive timely and dependable…