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Junior HRBP
Caesarea | Full-time | On-site
About Us:
Rimon Group is a publicly traded, global and growing company operating in the fields of infrastructure, water, and renewable energy, and is part of the Tel Aviv 125 Index.
About the Role:
We are looking for a Junior HRBP with solid recruitment experience, hands-on exposure to HR processes, and a background in learning & development, who is ready to take the next step into a broader and more impactful role. This position combines recruitment, employee lifecycle support, close partnership with managers, and leading the operation and coordination of training activities across the organization - within a dynamic and growing business environment.
What You'll Do:
Lead recruitment and onboarding processes Support key stages across the employee lifecycle, including offboarding Partner with managers on HR matters and employee development Implement and maintain HR policies and processes Operate and coordinate organizational training programs - including planning, building annual training plans, managing external training providers, logistics, tracking, and measuring effectiveness Collaborate with cross-functional stakeholders

This fixed-term role will support priority HR initiatives across us, including implementation of the Israel HR Operating Model, post-acquisition integration, HR policy and practice harmonization, and deployment of HR processes and employee-facing materials across Israel entities.

The role will partner with Israel HR leaders to translate HR decisions, business requirements, and global/local direction into clear documentation, communications, tools, templates, and practical implementation materials.

How you will make an impact:
HR Operations, Integration & Implementation
Support implementation of the Israel HR Operating Model, post-acquisition integration, and related HR operational priorities.
Partner with HR leaders to deploy HR programs, employee-facing processes, and operational priorities across Israel entities.
Review current practices and documentation; identify gaps, inconsistencies, and opportunities for standardization.
Prepare HR materials, presentations, trackers, process documents, project plans, and implementation updates.

HR Process, Policy & Lifecycle Support
Review HR policies, practices, and employee-facing materials across Israel entities.
Support development of harmonized policies, procedures, templates, and practical guidance documents.
Translate HR decisions, global guidance, and local employment needs into practical processes and materials.
Prepare employment-related documentation and manager/employee guidance in partnership with HR and Legal teams.

Policy Harmonization & Change Communication Support
Identify key gaps, differences, and areas requiring alignment or clarification.
Support design, documentation, harmonization, and implementation of HR processes across the employee lifecycle.
Develop and maintain HR materials enabling change communication talking points, manager toolkits, FAQs, checklists, playbooks, and employee-facing documentation etc.
Partner with key stakeholders to gather inputs, validate materials, and support adoption.

Make a meaningful difference to patients around the world. Our talented people are central to the future of us, which is why our Payroll teams help design, guide, and deliver inspiring experiences for our people. With a fundamental understanding of how to build a supportive community and organizational capability, youll deliver solutions to attract and retain talent. Your work will enable our teams to thrive as they help patients live healthier and more productive lives ​Applies professional expertise and judgment to support payroll & benefits administrative activities and business outcomes.

How you will make an impact:

Payroll Processing

Consolidate and validate all complex payroll inputs and provide to the payroll vendor as per the payroll calendar (this is to include new higher registration, setting up new pay codes, shifts etc.)

Validate the gross to net and other outputs from the payroll vendor to ensure accuracy and compliance.

Ensure employees and liabilities are paid on time.

Assure employees are provided with relevant documents as applicable, deregistration is completed.

Keeping up to date with local legislation to ensure correctness and compliance.

Benefits Administration

Liaise with Third Party Administrator (TPA) to update staff movements (new hire, leaver), changes and cancellation in accordance with our Companys policies and procedures.

Responsible for transmitting data to benefit vendors, TPA, and processing relevant changes through payroll.

Manage the activities associated with complex benefits billing, reconciliation to inputs forms, payroll data and GL bookings. Resolve complex issues and make most final decisions related to these issues.

Provide input for the development of new programs, plan & organize new process administration. Coordinate benefit plans changes with a vendor.

Employee Assistance: Assist employees with their payroll and benefits administration complex inquiries in a timely manner (this is to include new hires onboarding)

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.