לוח משרות דרושים HRIS משרה מלאה, לחיפוש זה נמצאו 13 משרות

We are a Sisram Medical company, is a global leader in medical-aesthetic technologies, with over 25 years of experience in energy-based devices (EBD). Over the years, we have evolved into an integrated aesthetic and wellness ecosystem that combines medical devices, injectables, diagnostics, and personalized skincare. The company operates in a dynamic, innovation-driven environment, merging advanced technology with deep clinical understanding to create holistic solutions for aesthetic clinics. Our headquarters are in Caesarea, Israel, with business operations in more than 100 countries worldwide. This position owns our compensation framework, people data and HR systems across all entities, working closely with Finance, HRBPs and business leaders. What You'll Own
* Run the global compensation cycle end to end, hands-on: budget modeling, merit and promotion rounds, bonus, manager guidelines, approvals and governance across all entities and populations.
* Own job architecture, grading and salary ranges and price roles against market benchmarks and remuneration surveys on an ongoing basis.
* Design compensation policies, bonus and incentive plans, and keep global and local practices aligned.
* Own the HRIS (HiBob) as system owner: data integrity, permissions, integrations and vendor relationship.
* Build people analytics that leadership actually uses: headcount and cost reporting, compensation analyses, workforce trends.

Required People Infrastructure Lead (Systems, Data & Compensation)
About The Position
A next-generation Cloud Security Platform that leverages runtime context to identify and prioritize critical risks, providing precise insights and efficient cloud security management. Unlike traditional tools, we use runtime data proactively for risk prioritization and posture insights, ensuring teams focus on what truly matters. With industry-leading efficiency and eBPF-powered sensors, we deliver comprehensive capabilities - including agentless cloud posture discovery, real-time threat protection, and integrated API security. We're in a period of significant growth. There's an enormous amount to build, improve, and shape - and every hire changes the trajectory of the company.
What this role is:
Think of this as the platform engineering role for our People function. Just like a platform team builds the systems that let engineers ship fast - you'll build the operational layer that lets the entire company run fast.
Real-time data. Automated workflows. Compensation logic that actually scales. No legacy systems to untangle, no inherited processes to maintain. Full ownership over how People infrastructure gets designed, built, and operated.
This isn't traditional People Ops. It's the technical backbone behind it.
What you'll build:
Own the People infrastructure end-to-end - HiBob and the integrated ecosystem around it.
Engineer frictionless, automated lifecycle workflows across the entire employee journey - from offer to offboarding.
Build the compensation infrastructure from the ground up: leveling, salary bands, benchmarking, and the logic that ties them together.
Turn organizational data into a real-time, high-fidelity source of truth that leaders actually trust.
Deploy AI and automation to eliminate manual work - not assist it.
Give leadership the visibility and operational agility to make fast, confident decisions at any scale.
These are the core domains. What you build within them and how - is largely up to you.
You'll thrive here if:
You've built People systems from scratch - not maintained someone else's.
You think in systems and data, not tickets and tasks.
You're technically comfortable - you can turn a People challenge into an automated workflow without waiting for IT.
Compensation logic excites you, not intimidates you.
You've worked in a high-growth environment and know exactly what breaks at scale.
You're excited by using AI to replace manual work - not just dress it up.
You move decisions forward instead of getting stuck in discussions.

we are looking for a People Operations& Office Specialist.
This is a hands-on role with broad exposure and responsibility, and plenty of room to learn, grow, and improve how we work. Alongside the day-to-day operations, youll have the opportunity to shape better processes, strengthen our data, and use automation and AI to make the People team smarter, faster, and more effective.
The role combines 3 main areas: employee lifecycle and HR operations, office and facilities management, and continuous process improvement. Approximately 40% of the role will focus on managing our Tel Aviv office, while the rest will focus on supporting employees and managers, running HR processes, and finding better ways to work.
Youll work closely with our People Partners, Talent Acquisition, Organizational Development, Finance, Legal, and global People teams.

We are seeking a hands-on Senior Total Rewards Analyst who is detail-oriented, while able to draw insights and see the big picture. This role will take part in the global design, development, and execution of our total rewards programs. This role calls for close collaboration with HR Business Partners and business leaders to deliver data-driven insights that support equitable and competitive rewards practices.
Responsibilities
Conduct comprehensive global salary and benefits benchmarking using external market data and internal analytics.
Support annual compensation review cycles, including data validation, modelling, and distribution of compensation guidelines.
Develop and maintain dashboards and reports related to compensation, benefits, and workforce analytics.
Manage and monitor the global career architecture, global salary structures, and pay policies across all levels and geographies.
Support the annual compensation review cycle, including base salary, short-term incentives, and long-term incentive (LTI) planning, calculation, communication, and payment.
Support benefit programs and policies including health, retirement, wellbeing, and perquisites, to ensure they are consistently applied, cost-effective, compliant, and valued by employees.
Follow up and monitor global and local regulations as well as data integrity in HR systems.
Participate in the rollout and continuous improvement of global total rewards initiatives and programs.
Work closely with HR, finance, IT, legal teams as well as other internal stakeholders.

Were looking for a Global HR SuccessFactors Systems Analyst to strengthen, streamline, and future-proof our global HR technology landscape. This role focuses on building a solid, scalable, and agile architecture and infrastructure that supports ADAMAs evolving business and HR transformation needs.
You will oversee the design, integrity, and continuous improvement of our global HR systems - ensuring they are stable, well-integrated, and aligned with the companys digital strategy. Partnering closely with HR, IT, and other global functions, youll translate business needs into sustainable technology solutions that enhance efficiency and user experience.
This position reports to the Head of Global HR Systems & Analytics and has no direct reports.
Key Responsibilities
Oversee the global HR systems architecture, ensuring a coherent, scalable, and secure ecosystem all HR modules.
Define and maintain design principles, data models, and integration standards that support agility and scalability.
Manage system changes, testing, and releases, ensuring stability and continuous improvement.
Drive simplification, standardization, and automation across processes and modules while respecting local needs.
Lead integration and data governance, ensuring accuracy, consistency, and compliance with privacy standards.
Monitor system performance and proactively identify enhancements and automation opportunities.
Lead system and infrastructure projects end-to-end, ensuring alignment with the global HR technology roadmap.
Act as a bridge between HR, IT, and vendors, translating business needs into practical technical solutions.
Provide guidance and training to HR teams and key users, promoting digital enablement and best practices.

We’re looking for a strategic, hands-on Head of People to lead and own our people strategy end-to-end.
You will be responsible for building and running the entire HR function as a one-person role, combining strategic thinking with strong hands-on execution across all areas of HR.
This role includes full ownership of the employee lifecycle, Talent Acquisition, and building HR foundations to ensure the company operates with clear, compliant, and scalable people practices.
This is a true builder role, ideal for someone who is comfortable working independently, creating structure from scratch, and operating in a fast-paced environment.
What you’ll do Strategic Leadership & Talent Growth
* Partner with the CEO and leadership team to define and execute our People strategy
* Translate business priorities into organizational structure, hiring plans, and scalable people initiatives
* Build hiring plans aligned with company growth
* Own and execute end-to-end recruitment processes
* Partner closely with hiring managers to ensure high-quality hires and strong team fit
* Advise and coach managers on people-related decisions
People Operations & Employee Lifecycle
* Oversee and manage the full employee lifecycle, including onboarding, offboarding, and employee development and growth plan
* Build scalable HR processes and workflows
* Ensure clear and consistent internal communication across teams
* Support managers with performance management, feedback, compensation processes, and team development
Culture, Employee Relations & Compliance
* Build trusted relationships across the company while handling employee relations matters with professionalism and discretion
* Strengthen company values and support organizational growth and team structure
* Use feedback and insights to strengthen employees’ engagement and retention
* Advise on employment agreements and build and maintain HR-related policies
* Ensure compliance with local labor laws and company standards