People Operations Specialist

Work changed. Pay didn’t.

Coverflex exists to make compensation work for everyone.
Pay is still rigid, fragmented, and hard to feel.
We turn compensation into choice - one platform, one card, one app - for benefits, meal allowance, insurance, and more.

Our platform is simple for HR and meaningful for employees.
We provide choice, smarter compensation tools, and empowerment.

Role: People Operations Specialist
Seniority Level: Intermediate
Type: Individual Contributor
Languages: English (main) / Portuguese (required) / Italian or Spanish (nice-to-have)
Main Tools: HiBob, Notion, Slack, ChatGPT, Google Sheets, Figures, Teamtailor
Location: Remote (Portugal)
Compensation:

• Salary Range: 28.000 - 33.000€
• Bonus / Commissions: No
• Equity: Yes
• Benefits: All Coverflex Benefits apply
• Contract Type: Permanent

Your role will be essential to how we scale our People operations with precision, clarity, and humanity.

You’ll own the processes that make Coverflex a great place to work – ensuring that data, systems, and workflows run smoothly and that every Coverflexer’s journey, from onboarding to offboarding, is consistent, compliant, and a great experience.

You’ll act as the operational brain and heart of the People Team: transforming complexity into structure, information into insight, and routine into excellence.

You’ll know you’re successful when, after 90 days, you’ve:

• audited and streamlined key People processes in HiBob and Notion.
• created stronger bridges between Finance, Legal, and People for contracts and payroll data flow.
• elevated the accuracy and usability of our HR data for decision-making.

How we’ll measure success:

• Main KPI 1: HRIS data accuracy and reliability
• Main KPI 2: Process SLAs – speed and quality of People Ops support
• Main KPI 3: Cross-team alignment and compliance consistency
• Secondary KPI 1: Efficiency gains through automation or documentation
• Secondary KPI 2: Internal stakeholder satisfaction (via pulse or feedback)
  

  
  

Let’s be real - here’s what makes this role challenging:

• We’re a remote-first, multi-country scale-up, so context shifts quickly and priorities evolve weekly.
• You’ll need to connect dots across People, Finance, and Legal, ensuring smooth workflows without direct authority.
• You’ll often face ambiguity – your job is to bring clarity, not wait for it.
• Although you won’t process payroll directly, you’ll need a strong grasp of payroll logic and compliance to act as an intelligent bridge between teams and vendors.

• Proven experience in People Operations, HR Administration, or HRIS management within a fast-paced or international environment.
• Strong knowledge of payroll principles and employment law (Portugal required; Spain or Italy a plus).
• Mastery of HR systems and automation tools – ideally HiBob, Notion, Google Sheets, Slack, and ChatGPT.
• Track record of improving processes, building documentation, and driving efficiency.
• A structured and analytical thinker who thrives in autonomy and takes pride in operational excellence.

• Experience in SaaS, Fintech, HRTech, or start-up environments.
• Familiarity with multi-country compliance and contractor/EoR models.
• Proficiency in Spanish or Italian.
• Experience in building dashboards or automations (e.g. Sheets, Notion, or Zapier).

• Curiosity – you constantly ask why before how.
• Ownership – you act like a founder, not a follower.
• Rigour – you care about precision and quality over speed.
• Clarity – you simplify complexity and communicate it cleanly.
• Collaboration – you work transparently, share credit, and elevate others.

You’ll probably find this frustrating if…

• You expect rigid hierarchies or micromanagement.
• You dislike async communication or frequent feedback.
• You see People Operations as “support” rather than a strategic enabler.

Hiring Manager: João Franqueira – Chief People Officer
Location: Portugal
LinkedIn Profile: https://www.linkedin.com/in/joaofranqueira

Profile Snapshot:

• Energy: High and passionate, with bursts of humour and intensity
  
• Communication: Empathetic, transparent, and intellectually demanding
  
• Feedback Style: Fair, kind, and direct – focused on growth, not blame

How to work with me - in the Manager's own words:

“I expect excellence, not perfection. I believe empathy, rigour, and humour can coexist at work – and I live by that. I protect my team fiercely and expect the same ownership from them. I accept mistakes made in curiosity, not in carelessness.

I’m often juggling many things, so I value people who act autonomously, think deeply, and use technology to make things better. I love curious, self-starting people who challenge the status quo and bring their whole self to work. You’ll find me pushing hard, laughing hard, and always open to feedback – even when I’m stressed.”

You’ll work day-to-day with:

• Laura, HR Principal / BP - https://www.linkedin.com/in/lauramoreira/
  
• Marisa, HR Principal / BP - https://www.linkedin.com/in/marisamerces/
• Eleonora, Talent Acquisition Partner - https://www.linkedin.com/in/eleonora-tomatis/ 

Key Stakeholders:

• Nuno Lourenço, Finance Specialist - https://www.linkedin.com/in/nunofalourenco/
• Sandro Sandri, Legal, Compliance and Privacy Manager - https://www.linkedin.com/in/sandro-sandri-64bb0787/
• Sandro Santos, IT Support Specialist - https://www.linkedin.com/in/sandroasantos/

Team Rituals:

• Weekly 1:1s with João
• Weekly People Pulse (Team)
• People Team Alignment (Sync or Async)
• People Ops Meeting (Fortnightly)
• Monthly Retrospective
• Quarterly People Review

We hire for impact and potential, not pedigree.
We welcome applications from people with non-linear careers, career breaks, caregiving gaps, and those changing fields.

No discrimination on the basis of age, disability, gender identity/expression, marital or family status, pregnancy, neurodivergence, race/ethnicity, religion/belief, gender, sexual orientation, or any other protected ground.

Assessment fairness:
We anchor on evidence of outcomes (what you shipped, moved, or influenced).
We actively de-bias by using structured rubrics, multiple assessors, and blind screening most of the time  (we won’t know your name, gender, or personal info until the interview stage).

No cover letter required.
Apply with your LinkedIn or upload your CV.
You may be asked a few short, relevant questions.

Total candidate time investment: ~4–5 hours end-to-end.

1. CV / LinkedIn Screen — Signal check vs must-haves
• Done by People + Hiring Manager.
• You’ll hear from us within 7 business days.

2. Role-Fit Questionnaire (async)
Purpose: capture signals your CV can’t (languages, tools, scenario judgement) and calibrate seniority.
Format: multiple choice +  short answers.
Accessibility: prefer a call? Tell us - we’ll swap for a short chat.

3. Quick Interview (Intro Call) - Mutual fit & context • 20 min
With People. Covers role scope, salary, location, and timeline.

4. Hiring Manager Interview - Deep dive into your work • 45–60 min
Structured around outcomes, decisions, and collaboration.

5. Behavioural Interview - Allow us to know you! • 45-60 min
Stress-free virtual coffee, focused on getting to know you as a person. We talk about culture, beliefs, and purpose. 

6. Case / Work Sample - Show how you think • ≤90 min
Use our case or bring a real artefact (deck, PR, analysis, playbook).
We assess clarity, decision quality, stakeholder thinking, and ethics.

7. Case Review & Team Chat - Walkthrough + Q&A • 20–30 min
You’ll get actionable feedback either way.

8. Final Conversation (CEO / C-Level) - Values, strategy, and company growth • 30–45 min

Optional: References (2–3 people who’ve seen your recent work) - async.

• Decision: within 4 weeks of your application.
• Updates: weekly if the process runs longer.
• Scheduling: interviews between 10:00–16:00 CET (flexible across Europe).
• Feedback: from the Case stage onwards, you’ll always receive written or verbal feedback - what went well, and what to strengthen next time.