HR Generalist

We’re the world’s leading sports technology company, at the intersection between sports, media, and betting. More than 1,700 sports federations, media outlets, betting operators, and consumer platforms across 120 countries rely on our know-how and technology to boost their business. Job Description As the HR Generalist you will be responsible for overseeing all aspects of HR operations, and own the end-to-end People matters, including for example local implementations of global People initiatives, Culture, Values and Engagement agendas, compliance for all global policies and local law / policies, local learning and local leadership and employees coaching/guidance. You will ensure the efficient and effective delivery of services and programs to support the organization's goals and objectives. This role requires comprehensive knowledge of HR best practices and compliance regulations specific to North America. THE CHALLENGE: People Partnering Model: Ensure smooth cooperation with the Divisional People Partners, Centre of Excellences (CoEs) and People Operations; input to processes and ways of working where applicable; actively drive change in the people teams. Partner with Talent Acquisition to scout and build relationships with local stakeholders for recruitment. Collaborates with People Counsel team when needed. Employee Relations: Serve as a point of contact and county subject matter expert for employee relations matters, including conflict resolution, disciplinary actions, and grievances. Provide guidance to managers and employees on HR policies, procedures, and employment laws to ensure compliance and maintain positive employee relations. Onboarding and Offboarding: Is responsible to onboard and offboard physically any new employee on location, working closely with line manager, talent acquisition team and responsible divisional partner. Payroll management: Manage payroll, employment contracts and related paperwork. Manage relations with local employment financial institutions such as Labor Office, Health/Social/Pension insurance companies. Ensure data are updated on time in full line with the contracts and divisional direction, including communication to local payroll (job/cost centers changes, pay increases, personal data updates). Compliance, Risk Management, HR Policies, Health & Safety: Stay up to date on country, state, and local employment laws and regulations. Ensure HR policies, procedures, and practices are following relevant legislation, including but not limited to, EEO, FMLA, FLSA, ADA, and OSHA. Partner with Compliance and Risk to ensure employee data integrity as well as relevant trainings are implemented. Stay responsible for Health and Safety compliance requirements, building up competencies locally (either through People or Office Leads). Support grievances and investigations management. Local Strategy: Adapt and implement the relevant and selected People Strategic initiatives locally in alignment with Divisional People Partners and CoEs. Ensure local initiatives on Talents, Learning & Development are implemented. Culture and values: Partner with the local Functional Leaders to understand, translate business needs into the relevant actions when comes to people, culture and organization, including local values activation plans and Hybrid working. Engagement, CSR and Diversity Equity Inclusion: Drives engagement, CSR and DEI activities locally. Implement initiatives to enhance employee engagement, satisfaction, and retention. Partner with Unit People Partner to gather employee insights and address areas for improvement. Identify ways to engage on-site and remote employees. Partner with the Divisional People Partners and the CoEs. Local coaching and advisory: Coach Leaders, Talents and Employees based in location. Performance Management: Support the performance management process, including goal setting, performance evaluations, and development planning. Benefits Administration: Oversee the administration of employee benefits programs, including health insurance, retirement plans, and other fringe benefits. Work closely with benefits vendors and brokers and people operations team. Training and Development: Collaborate with the learning and development team deliver local trainings and relevant programs to enhance employee skills and capabilities. Mobility and Immigration: Act as subject matter expert internally and liaise internally with Legal and externally with immigration teams on relocation support, including immigration matters where applicable. Note: This job description is intended to convey information essential to understanding the scope of the position and is not an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with it. Responsibilities may change based on organizational needs and the evolution of the role. YOUR PROFILE: Bachelor’s/Master’s degree in HRM or related field, or equivalent experience. Minimum of 5 years of progressive HR experience. Sound knowledge of HR best practices, employment laws, and regulations specific to the country. Customer‑centricity, high‑level communication, interpersonal, and problem‑solving skills. Demonstrated ability to manage multiple priorities and deliver results in a fast‑paced environment. Proficiency in HRIS systems, Microsoft Office Suite, and other relevant HR software applications. English fluent; Additional languages considered a plus. OUR OFFER A collaborative environment with colleagues from all over the world (Offices in Europe, Asia and US) including various social events and teambuilding. Flexibility to manage your workday and tasks with autonomy. A balance of structure and autonomy to tackle your daily tasks. Vibrant and inclusive community, including Women in Tech and Pride groups which welcome all participants. Global Employee Assistance Programme. Calm and Reulay app (leading well‑being apps designed to support focus, quality rest, mindfulness, and long‑term mental resilience). OUR RECRUITMENT PROCESS Initial Screening: A quick chat with our Talent Acquisition Partner to understand your background and expectations. Two Hiring Team Interviews: Meet with the Hiring team and Hiring Manager to dive into your expertise, as also discuss team fit. Final Steps: Receive feedback and, if successful, an offer! Additional Information Sportradar intends to offer the selected candidate base pay within this range, dependent on job-related, non-discriminatory factors including but not limited to experience, qualifications, and location. Base pay is just one component of the Total Rewards that Sportradar provides to compensate and recognize employees for their work. Sportradar offers best-in-class benefits such as a comprehensive benefits package, performance bonus program, equity stock purchase and 401k contribution. Please consult with your recruiter to learn more as all benefits are subject to eligibility requirements. At Sportradar, we celebrate our diverse group of hardworking employees. Sportradar is committed to ensuring equal access to its programs, facilities, and employment opportunities. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. We encourage you to apply even if you only meet most of the requirements (but not 100% of the listed criteria) – we believe skills evolve over time. If you’re willing to learn and grow with us, we invite you to join our team! 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