The posting, in Helsing's own words
archived Sep 9, 2026Who we are
Helsing is a defence AI company. Our mission is to protect our democracies. We aim to achieve technological leadership, so that open societies can continue to make sovereign decisions and control their ethical standards. As democracies, we believe we have a special responsibility to be thoughtful about the development and deployment of powerful technologies like AI. We take this responsibility seriously. We are an ambitious and committed team of engineers, AI specialists and customer-facing programme managers. We are looking for mission-driven people to join our European teams – and apply their skills to solve the most complex and impactful problems. We embrace an open and transparent culture that welcomes healthy debates on the use of technology in defence, its benefits, and its ethical implications.
The role
This role sits at the intersection of People operations, systems, automation, service delivery and employee experience. You will take an existing global People Operations setup and make it simpler, more reliable and more scalable as the company grows. This is not a role for someone who wants to maintain established HR processes. We are looking for someone who can understand where the current model is creating friction, determine what genuinely needs to change, and then build the systems, processes and team capability required to solve it. You will work closely with our People Operations, HRIS & Systems, Payroll, Workplace, Business Partnering and Finance teams.
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The day-to-day
Design an end-to-end People Operations process landscape across the full employee lifecycle Identify and resolve areas where ownership, processes or controls are unclear or unnecessarily complex Build a scalable global operating model while enabling local flexibility where genuinely required Establish clear service ownership, service levels and escalation paths across the function Partner with the HRIS & Systems team to identify automation opportunities that improve speed, accuracy and employee experience Build self-service solutions that improve experience without removing important human judgement Use data and operational insight to identify bottlenecks and drive continuous improvement Guide thoughtful adoption of AI tools across People Operations Own and improve employee lifecycle administration, onboarding, offboarding, HRIS data processes, service delivery ticketing, payroll inputs, mobility and relocation processes, and documentation Give the People Operations team clear ownership and accountability over their areas Develop People Operations Partners who can operate independently and confidently Create visibility on team priorities, commitments, risks and performance Shift the team from reactive support towards proactive operational ownership
You should apply if you
Have built or significantly improved People Operations within a fast-growing or complex organisation Have redesigned processes rather than simply inherited and maintained them Demonstrate strong judgement about when to standardise and when local variation is genuinely necessary Have operated across multiple countries, with exposure to Germany, the UK and France particularly valuable Have developed and grown operational teams, building their ability to work independently Collaborate effectively with senior stakeholders while staying close enough to operations to understand what is actually happening Note: We operate in an industry where women, as well as other minority groups, are systematically under-represented. We encourage you to apply even if you don’t meet all the listed qualifications; ability and impact cannot be summarised in a few bullet points.
Nice to Have
Experience with HRIS, workflow automation and service delivery tooling Experience defining service levels, controls and operational metrics Experience working with external payroll or other service providers Exposure to People Operations at scale within a comparable environment