Hey there! We’re Fever , the world’s leading tech platform for culture and live entertainment. Our mission?

To democratize access to culture and entertainment. With our proprietary cutting-edge technology and data-driven approach, we’re revolutionizing the way people engage with live entertainment. Every month, our platform inspires over 300 million people in +55 countries (and counting) to discover unforgettable experiences while also empowering event creators with our data and technology, helping them scale, innovate, and enhance their events to reach new audiences.

Our results? C. Barcelona, and Primavera Sound, presented international award-winning experiences, and are backed by several leading global investors!

Impressive, right? To achieve our mission, we are looking for bar-raisers with a hands-on mindset who are eager to help shape the future of entertainment! Ready to be part of the experience?

What You Will Do

to help achieve Fever’s mission.

About The Role

The Senior HR Operations Specialist is responsible for the governance and standardization of core HR administrative processes throughout the employee lifecycle. This role ensures the integrity of system architecture within our HRIS, maintaining high data quality, driving workflow automation and continuous audit readiness. This position guarantees compliance with operational timelines, handles sensitive or delicate employee cases, and drives the scalability of the employee experience to support team efficiency.

Ensures that People procedures run smoothly, employee records are well maintained, operational timelines are guaranteed, and internal queries are resolved efficiently and in line with internal policies and labor regulation. Key responsabilites Employee Lifecycle Management: Own the operational excellence of every touchpoint across the employee journey; from day one to last day Oversee the end-to-end execution of onboarding and offboarding frameworks, identifying bottlenecks to optimize workflows, ensuring all stakeholders meet established timelines and quality standards. Build, maintain, and keep current all lifecycle-related materials (guides, checklists, templates, communications) ensuring each audience (new joiners, managers, and People stakeholders) has clear, accessible, and up-to-date resources at every stage of the employee journey.

Design and implement automated, scalable workflows that deliver a consistent, and frictionless employee experience across all geographies and teams. 2. Systems Management: Be the single owner of system integrity; keeping data clean, processes automated, and the platform ready to scale Own data accuracy and structural integrity within the HRIS, ensuring the system structure remains clean, up to date, and aligned with evolving business needs Identify automation opportunities and work together with the team to design and deploy advanced workflows or new functional modules within the platform.

Manage employee requests via Jira within SLAs, analyze ticket trends to surface systemic gaps, and implement proactive improvements that reduce manual workload and prevent recurring issues. 3. Employee Queries Process Compliance: Serve as the go-to escalation point for complex HR questions; resolving issues fast, preventing them from coming back.

Handle complex or sensitive queries with precision and policy alignment, ensuring responses are clear, consistent, and reduce recurrence. Monitor and improve response time, operational efficiency, and quality in addressing employee requests. Audit adherence to established workflows and internal policies across the team, flagging deviations and leading corrective actions where needed.

4. HR Ops Documentation Audit Readiness: Build and maintain the documentation infrastructure that keeps the People function compliant and self-sufficient.