People Enablement Lead

Mission

Neko is redefining what prevention means, from treating illness when it arrives, to sustaining health before it's ever at risk. Our mission: make data-driven, preventative care accessible to more people, before symptoms appear.

In a single, non-invasive visit under an hour, proprietary technology and direct clinical care combine to deliver personalised, actionable insights. It's a team that thinks in 10x, not 10%. Every role here plays a part in building a world where prevention is the norm, and where your work genuinely helps people live longer, healthier lives.

Role Purpose

Neko Health is scaling fast across Europe, and our People Enablement function needs to scale with it. As a People Enablement Partner, you'll own payroll and the employee lifecycle end to end for Sweden and Germany, including staying ahead of compliance and statutory updates as they land in either market.

You'll work hands-on inside our core People function, partnering closely with HRBPs, Talent Acquisition, Rewards, and Finance. You'll operate inside our Trigger/Approve/Execute model: HRBPs trigger and approve people decisions, you execute them with speed, accuracy, and a clean audit trail. We want a problem solver and a doer: someone who takes ownership and drives initiative, not someone who waits to be told what to fix.

We're not just talking about AI in People, we're building it into how the work gets done. Everyone on the team is empowered to build their own artifacts, skills, and automations: a live payroll reconciliation tracker, a scheduled compliance check, a dashboard that answers a recurring question before it reaches the inbox. If you can see the manual work, you're expected to build the tool that removes it, not wait for someone else to.

What you'll do in the first 6-12 Months

Own payroll and the employee lifecycle end to end for Sweden and Germany, coordinating with local providers on the published cutoff schedule.

Track and act on compliance and statutory updates across both markets before they become a problem.

Reconcile payroll inputs and outputs against Workday, catching discrepancies before payday, not after.

Own day-to-day administration of onboarding, offboarding, employee changes, and mobility cases across Sweden and Germany.

Coordinate right-to-work checks, relocation logistics, and entity/contract implications with HRBPs.

Execute approved Workday data changes, maintaining accurate records and a clean audit trail.

Build, document, and maintain scalable operating procedures and playbooks for Sweden and Germany, replacing manual workarounds with structured process that scales as Neko scales.

Build your own AI-powered tools and automations, trackers, checks, dashboards, to remove manual work in payroll, mobility, and Workday, and share them with the team.

Identify recurring queries and operational inefficiencies, and propose better ways of working, including where HRBP self-serve can take on routine data entry.

Contribute to the quarterly request-volume audit and SOX-relevant controls.

Minimum Requirements

5+ years of experience in People Operations, HR Operations, or HR Administration in a fast-growing company.

Hands-on Swedish payroll and HR/employment operations experience, at L3 practitioner level.

Workday experience, essential to this role.

Working knowledge of the Employer of Record (EOR) market, including how EOR arrangements affect payroll processing and compliance ownership.

Strong knowledge of employment law and payroll practice, and confidence keeping that knowledge current as regulations change.

A European outlook: you think across markets, not just one.

A strong sense of ownership: you drive initiative rather than wait for direction, and build improvements that scale as Neko scales, not one-off fixes.

Exceptional attention to detail: you reconcile, double-check, and don't let things slip.

Strong documentation skills and the ability to create clear, repeatable operational procedures.

Curious about AI tools and comfortable experimenting with them to remove manual work, even without a technical background.

Nice to Have

Germany or other European market payroll/HR experience.

Experience with implementations or transformations.

Experience building agentic or automated workflows into People processes.

Comfortable building from scratch, without established process to lean on.