Paybis is looking for a proactive, adaptable, and resourceful HR Generalist who can operate confidently in a fast-paced, dynamic fintech scale-up environment. Hands-on HR Generalist who can balance operational HR tasks with recruitment, employee relations, and the ownership of people initiatives that strengthen our fast-growing scale-up.

The role is dynamic and broad: from preparing contracts and running onboarding/offboarding, to driving 1:1 conversations, handling sensitive employee situations, and leading recruitment processes for technical and non-technical roles.

Beyond the core scope, we expect openness to pick up new projects such as employer branding activities, contribution to career frameworks, or improvements to our performance review process.

This is a role for someone who enjoys variety, can juggle multiple tasks at once, and thrives in a high-pace environment where structure is still being built.

•  HR Experience: 2+ years of experience in an HR Generalist, HR Manager, or Recruiter role, ideally in IT, fintech, or startup environments. Proven expertise in recruitment, employee relations, and HR operations.
•  Recruitment: Strong end-to-end expertise (sourcing, agency collaboration, interviewing, process design). Able to manage high-priority roles independently.
•  Onboarding/Offboarding: Skilled at building smooth employee experience across the lifecycle.
•  Employee Relations: Confident handling 1:1 conversations, conflict situations, feedback loops, and manager support.
•  Project Openness: Willingness to drive new people initiatives (employer branding, career frameworks, performance review enhancements). Prior experience is a plus but not required.
•  Languages Spoken - Fluent in English and Russian (mandatory); Latvian is a plus but not required.

•  Structured multitasker: able to prioritize and execute in an environment with many parallel requests.
•  Proactive communicator: keeps stakeholders aligned, manages expectations clearly, not afraid to push back constructively.
•  Resilient & mature: handles stress and sensitive topics with discretion, empathy, and clarity.
•  Fast learner: picks up new areas quickly, translates business needs into HR actions.
•  Collaborative Mindset: works closely with employees and managers with openness and trust.

• Track record in HR roles within fast-paced scale-ups or tech environments.
• Solid experience in recruitment (in-house; agency side is a plus).
• Exposure to HR operations (contracts, payroll inputs, compliance).
• Experience with employee lifecycle touchpoints (onboarding, offboarding, employee relations).
• Employer branding / career frameworks / performance review experience = nice-to-have.

0–3 months:

• Take ownership of 10-15 open roles (technical & non-technical) and deliver quality hires.
• Introduce a consistent approach to candidate evaluation (e.g., scorecards in backend team).
• Build relationships with managers and external agencies.
• Ensure smooth HR operations (contracts, onboarding, payroll, benefits).
• Build trust with managers through active 1:1 and support.

3–6 months:

• Improve recruitment process quality (introduce/optimize scorecards, coordinate agencies).
• Support engagement initiatives and organize small- to mid-scale internal events.
• Contribute to career frameworks for at least one team (e.g., QA or Support).
• Enhance HR processes (onboarding, documentation, feedback loops).

6–12 months:

• Take full ownership of end-to-end recruitment for assigned roles.
• Lead regular HR initiatives (e.g., onboarding revamp, career framework pilots).
• Help shape scalable HR structures (career ladders, training, internal policies).
• Be recognized by teams as a reliable and approachable HR contact.

• Paid lunches
• English classes
• Budget for professional development
• Performance based bonuses
• Parking spot
• Office perks
• Ability to grow with a strong, professional team

Stage 1: Head of HR (1 hour)

• Focus on soft skills, adaptability, motivation, and culture fit.
• Deep dive into past experiences in multitasking, conflict resolution, and initiative.

Stage 2: Practical assignment (1 week for the task completion)

• Three real-world cases covering recruitment, HR operations, and career frameworks.
• Deliverable: structured document or short presentation.

Stage 3: CEO (30 min)

• Alignment with Paybis values, communication style, and growth mindset.