Senior HR Manager

Overview

Founded in 2014, Azerion (EURONEXT : AZRN) is one of Europe’s largest digital advertising and entertainment media platforms. Azerion brings global scaled audiences to advertisers in an easy and cost-effective way, delivered through our proprietary technology, in a safe, engaging, and high quality environment, utilizing our strategic portfolio of owned and operated content with entertainment and other digital publishing partners. Having its roots in Europe and with its headquarters in Amsterdam, Azerion has commercial teams based in 21 cities around the world to closely support our clients and partners to find and execute creative ways to make a real impact through advertising.

The Role

We’re looking for an experienced and proactive HR Manager to lead all aspects of the employee lifecycle, from recruitment and onboarding through to offboarding and performance management. You’ll serve as the go-to HR contact, supporting staff and coaching managers while ensuring compliance with employment law. This role covers everything from employee relations, payroll, and benefits to maternity / paternity leave management and HR reporting. You’ll thrive in a fast-paced, high-growth environment, balancing strategic input with hands-on execution, and playing a key role in shaping a positive, inclusive and high-performing culture.

Responsibilities

• Day-to-Day HR Contact — Act as the primary point of contact for all HR-related queries from staff and management; provide guidance and support on HR policies, procedures, and best practices; offer coaching to managers on people management, conflict resolution, and performance issues; respond to and resolve employee inquiries and concerns with discretion and professionalism; maintain visibility and accessibility to foster strong employee relationships and trust.
• Entire Employee Lifecycle Management — Manage the end-to-end lifecycle of employees, including recruitment, onboarding, development, and offboarding.
• Probation Period Management — Guide managers through performance assessments and documentation; manage unsuccessful probation outcomes with fairness and legal compliance.
• Offboarding — Manage resignations, exit interviews, and handovers; ensure return of equipment and proper closure of accounts; prepare final documentation including P45s and reference letters.
• Employee Support — Provide clear, empathetic guidance to employees on entitlements, timelines, and documentation required; schedule and conduct pre-leave planning meetings to discuss expected timelines, pay calculations, KIT / SPLIT days, and the return-to-work process; offer support in navigating government forms (e.g., MAT B1) and internal processes for requesting leave.
• Manager Support — Assist in workforce planning and temporary cover arrangements during employee absence.
• Leave Administration — Accurately calculate and process maternity / paternity / shared parental / adoption pay; coordinate with payroll to ensure payments and deductions are made on time; track leave dates, manage communications during absence, and monitor KIT / SPLIT day usage.
• Return to Work Management — Arrange return-to-work check-ins and flexible working discussions where needed; facilitate phased returns or accommodations as appropriate; support reintegration into the team and discuss development opportunities post-leave.
• Holiday & Sick Leave Management — Policy & Planning; Administration; Reporting.
• Employee Relations Management — Provide advice and support on disciplinary and grievance procedures; conduct investigations and recommend appropriate outcomes in line with company policy; maintain up-to-date and legally compliant ER documentation and case records; act as a mediator in employee disputes where necessary; promote a positive and inclusive workplace culture.
• Compliance & Policy Management — Ensure company policies are up-to-date and in line with employment law; regularly review and revise the employee handbook and internal procedures; monitor HR compliance with GDPR and other legal obligations; educate staff and management on policy changes and legal developments; prepare for and support with audits or regulatory inspections.
• Compensation and Benefit Management — Support annual salary review and bonus processes; liaise with benefits providers (healthcare, insurance, etc.) and manage enrolments and renewals; communicate benefits offerings to staff and assist with queries; manage cycle-to-work, season ticket loans, and other employee perks.
• Payroll & Pension Management — Prepare and validate monthly payroll data including variable pay, leave, deductions; work with finance / payroll providers to ensure accurate and timely payments; ensure correct administration of pension schemes, including enrolment and contributions; reconcile payroll reports and resolve discrepancies; maintain confidentiality and accuracy in all payroll and pension records.
• Performance Management — Coach managers on setting objectives, giving feedback, and managing poor performance; support the implementation of performance improvement plans (PIPs).
• Database Management — Maintain accurate and up-to-date records in HR system; ensure all employee documentation is stored securely and compliantly; run regular audits to ensure data integrity; train users on the HR system as needed; oversee digital and physical personnel files and document retention policies.
• Reporting — Produce regular HR reports for leadership (e.g., headcount, turnover, absence); analyze data to identify trends and provide insights for decision-making; support regulatory reporting such as gender pay gap, if applicable; provide ad hoc reports to support strategic initiatives; use metrics to track progress on HR goals and initiatives.

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