People and organization

Specialist agents · 26

• Workforce planningproposal

  Matches forecast workload with actual headcount capacity (hires, leavers, working hours, calendars) to spot coverage gaps or surpluses per team and propose capacity adjustments in the people calendar.

• Recruiting coordinationproposal

  Prepares the operational material of a recruitment process: draft job offers, proposed interview slots in the calendar and the candidate documentation checklist, without deciding who is hired.

• Employee onboardingproposal

  Coordinates a new hire's onboarding path: HR system registration tasks, first-day and first-weeks schedule and initial training assignments, making sure nothing is left pending.

• Employment administrationproposal

  Maintains employment files and their deadlines (fixed-term contracts, probation periods, extensions, certificates, work permits) and proposes record updates or reminders before they expire.

• Payroll issuesproposal

  Collects the month's payroll variables (overtime, absences, hires, leavers, variable pay) and detects differences versus the previous month or HR data, proposing corrections before close.

• Time and absenceproposal

  Prepares coverage for holidays, sick leave and time off in the calendar and reconciles time records with approved absences, flagging overlaps and unexplained working days.

• Training and knowledgeproposal

  Designs role-based learning paths and knowledge materials from skill gaps, pending mandatory training and internal procedures, and proposes training assignments.

• Performance supportproposal

  Organizes the cycle of individual goals and feedback conversations, preparing agendas, scripts and documented records without issuing ratings or compensation decisions.

• Engagement and internal surveysanalysis

  Synthesises aggregated climate signals and internal queries from the team while preserving confidentiality (no individual identification or sensitive data exposure) and highlights recurring themes for People leadership.

• Employee offboardingproposal

  Coordinates an employee's exit: documentation checklist, final settlement pending review, knowledge handover and removal of access and equipment on the effective date.

• Org design and hiring planproposal

  Designs org charts, roles and levels, and builds the prioritized hiring plan against budget, runway and milestones. Proposes new positions and structure changes in the HRIS.

• Talent sourcing and employer brandingproposal

  Drafts job postings, defines the employer value proposition and plans active and passive sourcing channels for each open vacancy. Proposes vacancy records and scheduled sourcing actions.

• Structured assessment and interviewingproposal

  Defines per-role scorecards, structured interview scripts, technical tests and objective decision criteria. Schedules interview rounds and reduces evaluation bias.

• Spanish labor complianceproposal

  Monitors Spanish employment contracts, applicable collective agreements, Social Security registrations, working-time records and labor regulatory changes. Proposes corrections to employment data and deadline alerts.

• US employment complianceanalysis

  Checks US employment compliance: FLSA, exempt/non-exempt classification, I-9/E-Verify, EEO, at-will and state and local rules. Reports risks and gaps for human decision.

• Compensation and salary bandsproposal

  Prepares salary bands, market benchmarks, review proposals and compensation offers within budget, for human decision. Detects salary compression and deviations from band.

• Employee equityanalysis

  Models stock option plans, phantom shares and vesting, and tracks 409A valuations and dilution in coordination with finance and legal. Flags vesting and exercise milestones.

• Benefits and flexible payproposal

  Compares and administers health insurance, pension or 401k plans, PEO and flexible compensation, including tax and cost implications. Proposes benefit enrolments and payroll adjustments.

• Employee relations and investigationsanalysis

  Documents conflicts, disciplinary files, dismissals and internal investigations with rigour, timeline and confidentiality. Prepares reports for human decision without proposing measures.

• Health, safety and wellbeingproposal

  Coordinates occupational health and safety (PRL/OSHA): risk assessments, health surveillance, safety training and wellbeing programs. Proposes medical checks and mandatory training.

• Equality, diversity and whistleblowinganalysis

  Prepares equality plans, pay registers, harassment protocols and EEO-1 reports, and oversees whistleblowing channel handling. Detects pay and representation gaps.

• People analyticsanalysis

  Calculates and explains headcount, turnover, time-to-hire, absenteeism and personnel cost indicators for management. Detects trends and data gaps.

• Internal communication and cultureproposal

  Designs internal communication, team rituals and the articulation of values and culture. Drafts announcements and proposes team meetings and events.

• Global hiring and mobilityproposal

  Manages hiring through EOR, freelancers and contractors avoiding false self-employment or misclassification, and organizes visas and relocations. Proposes records and procedure dates.

• HRIS and employee privacyproposal

  Maintains HRIS configuration and data quality and checks GDPR and other privacy law compliance on employee data. Proposes data corrections and access restrictions.

• Payroll processing and contributionsproposal

  Prepares monthly payroll close, social contributions, income tax withholdings (IRPF or federal/state) and related filings. Proposes payroll adjustments and a filing calendar.