About Rippling

Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.

Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.

Based in San Francisco, CA, Rippling has raised $1.4B+ from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.

We prioritize candidate safety. Please be aware that all official communication will only be sent from @[Rippling.com](http://www.

Rippling.com) addresses.

About the role

As an HR Advisor, you will play a pivotal role in supporting our Employer of Record service, helping companies hire and manage employees globally. You will guide clients through the employee lifecycle—from onboarding to offboarding—while addressing employee relations, claims, and compliance challenges.

Additionally, you’ll collaborate with cross-functional teams to refine workflows for hiring, onboarding, and transitions, ensuring Rippling delivers a seamless, technology-driven HR solution. This is a unique opportunity to deliver world-class HR advisory support to European countries and contribute to our mission of redefining global employment infrastructure.

While prior experience across all supported countries is a plus, it is not expected. We are looking for someone with 5+ years of HR advisory or generalist experience, including knowledge of and experience supporting Spain, who will be based in Ireland and who demonstrates the ability and willingness to quickly learn additional jurisdictions. You’ll be supported by in-house experts and training resources as you expand your regional expertise.

• Policy and Procedure Development: Draft and implement compliance-driven policies and detailed standard operating procedures (SOPs) for leave management, performance management, investigations, claims, terminations, unemployment benefits, workers’ compensation, and grievance investigations.
• Employee Relations and Risk Mitigation: Handle complex employee relations issues, including leave management, terminations, and other matters posing regulatory risks.
• Workflow and System Setup: Collaborate with product, engineering, and compliance teams to configure and test workflows for hiring, onboarding, transitions, terminations, and statutory benefits.
• Client- and Employee-Focused Support: Respond to client and employee inquiries, develop programs and resources (e.g., help center articles, HR policies, etc.), and ensure the delivery of accurate, efficient HR services.
• Knowledge Transfer and Training: Train and coach internal HR Advisors on country-specific requirements to ensure continuity and compliance.
• Process Optimization: Design scalable, efficient processes that enhance the professionalization and delivery of HR services.
• HR Governance & Compliance: Ensure that our product data comply with employment laws and internal HR policies, maintain governance frameworks, and support audits and risk mitigation efforts.
• POA: Serve as the designated Power of Attorney (POA) for the legal entity/entities they support, with responsibilities including signing employee documentation and ensuring compliance with local employment regulations.

What is an Employer of Record (EOR)?

An Employer of Record (EOR) is a service provider that allows companies to legally hire and work with employees in foreign countries without establishing their own legal entity in that country. This is made possible through a legal arrangement where the EOR establishes its own legal entity in the country and hires employees on behalf of the client company. This arrangement offers a viable solution for companies that wish to expand their global reach without investing in setting up a legal entity in every country where they operate.

What you will need

• 5+ years of experience in European HR advisory or consulting services, or an internal HR role in a fast-paced organization, including experience supporting Spain.
• Strong knowledge of labor laws, employment regulations, and cultural nuances in Europe is required, particularly in Spain.
• Expertise in managing employee claims related to unemployment benefits, disability/leave benefits, workers’ compensation, and grievances.
• Demonstrated proficiency as a super-user of HRIS platforms.
• Capable of answering questions regarding pay statements and payroll basics, including tax withholdings and earnings breakdowns, and conducting simple pay-related calculations.
• Strong project management and organizational skills, with exceptional attention to detail and time management.
• Excellent verbal and written communication skills, with a client-focused approach.
• Experience with benefits and pension administration is a plus.
• Spanish or French language at the professional level is a plus.

Additional Information

Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email accommodations@rippling.com

Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees, Rippling considers working in the office, at least three days a week, under the current policy, to be an essential function of the employee's role.