Own end-to-end HR processes for two UK-headquartered companies, automating workflows and ensuring compliance across employee lifecycle, policy, performance, and international operations. Build AI-driven solutions and own tools for contract generation, onboarding, offboarding, and data reporting. Requires strong UK employment law knowledge, AI automation experience, and technical fluency in HRIS and automation platforms.
Key Highlights
Key Responsibilities
Technical Skills Required
Benefits & Perks
Nice to Have
Job Description
🇪🇬 Up to EUR 15,000 per year, on a full-time, permanent employment contract
🌎 Fully remote working from anywhere in Egypt!
🏖️ 33 Days Paid Leave and Benefits
✨ Two exciting, high-growth businesses spanning a creative agency and a SaaS product trusted by leading global brands, particularly within sports and entertainment.
💻 Use the latest hardware, AI tools and automation technology to build smarter, more effective HR processes across Storm Ideas and Storyteller.
About Us
Most HR roles are 70% administration dressed up as strategy. We're hiring the opposite: someone who automates the 70% and spends their time on the 30% that actually matters.
We're two companies — a creative agency and a B2B SaaS platform — with just over 150 people, UK-headquartered, fully remote, hiring globally. HR here is run like an operations function: real ownership, real process, measurable output. We're now hiring someone to own it.
What You Will Own
The full HR remit, end to end:
- Employee lifecycle — contracts, onboarding, offboarding, right-to-work, references. Built as workflows that run themselves, not checklists someone has to chase.
- Policy & compliance — keep the handbook current with UK employment law and actually readable. No 40-page documents nobody opens.
- Performance & comp cycles — run the review cycle, comp benchmarking, promotion cases, all backed by clean data.
- People data — headcount, attrition, comp, tenure. Real reporting, not vibes.
- International — contractors and employees across multiple markets: EOR arrangements, contractor compliance, offshore onboarding.
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How We Expect You to Work
- You build with AI daily. Policy redrafts, comp analysis, meeting summaries — if a model can do the first 80%, you use it, and you personally verify the last 20%.
- You automate before you administrate. Contract generation from templates, onboarding that triggers itself, offboarding that doesn't need chasing. If you're doing the same task a third time by hand, that's a process failure.
- You build your own tools. Airtable, HRIS admin, prompt engineering, no-code automation (Zapier/Make/Claude skills or similar). You don't file a ticket asking someone else to build your workflow.
- You know where the line is. AI drafts; you decide. You understand exactly when model output is fine (a first-pass policy redraft) and when it absolutely is not (anything touching legal exposure or sensitive personal data). Judgement here is non-negotiable.
What This Role is Not
- Not a "People & Culture" brand exercise. No engagement theatre, no values posters.
- Not a coordinator role. You own outcomes, not calendars.
- Not for anyone whose AI experience is "I've used ChatGPT to write an email." We will ask you to show us what you've built.
You'll Need
- Solid grounding in UK employment law — contracts, policy, compliance.
- Demonstrable AI adoption: things you've built, automated, or shipped. Evidence, not enthusiasm.
- Technical fluency: strong in spreadsheets and HRIS admin, comfortable with automation tooling, genuinely curious about new tech and quick to adopt it.
- Discretion, sound judgement, and the spine for hard conversations.
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Nice to Have
- CIPD or equivalent (we care far more about what you've done)
- Experience in agency, SaaS, or high-growth tech environments
- Multi-country / EOR experience
How to Apply
Skip the cover letter. Send your CV plus a short note on the best thing you've automated or built with AI — in HR or anywhere else. What it was, what it replaced, what it saved. That note will get more attention than your CV.
RECRUITMENT PROCESS
- Initial call with a member of our Head of Operations.
- Follow-up technical exercise, which is compensated and designed to test skills relevant to the role.
- Final interview and exercise review.
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