About this role.
Cint, a pioneer in research technology, is seeking a People Operations Manager to lead the transformation of its global People Operations function. This role focuses on building a scalable, intelligent, and employee-centric operating model by combining operational excellence with technology, automation, and AI. The manager will redesign processes, automate workflows, and deliver exceptional employee and manager experiences. They will partner closely with IT, Legal, Finance, and HR teams and lead a high-performing global team, acting as a senior escalation point for complex matters. The ideal candidate has experience leading global HR operations or shared services and is passionate about driving continuous improvement.
Role DNA
A quick view of the complexity, pace, ownership and collaboration implied by the job description.
Job Complexity
4/5Pace & Pressure
4/5Autonomy Level
4/5Communication Load
4/5Salary analysis
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Core skills
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Cover letter sample
Dear Hiring Manager,
I am excited to apply for the People Operations Manager role at Cint. With a strong background in leading global HR operations and a passion for leveraging technology, automation, and AI, I am eager to drive the transformation you envision. Throughout my career, I have redesigned operational models to improve scalability, reduce complexity, and enhance the employee experience, aligning perfectly with Cint's mission to build a future-ready People function.
I have led cross-functional teams, partnered with HR, IT, and Legal, and implemented process improvements that turned operations into a competitive advantage. I am particularly drawn to your vision of making support 'almost invisible' and using data to predict risks and drive better decisions. My experience in managing complex global projects and coaching high-performing teams would allow me to contribute immediately.
I would welcome the opportunity to discuss how my leadership style and operational expertise can help Cint achieve its ambitious goals. Thank you for your consideration.
Sincerely,
[Your Name]
Sample interview questions
In my previous role, I led the redesign of a global HR service delivery model. We moved from a decentralized, manual process to a centralized shared services model, using a new HRIS and automation tools. I started by mapping all end-to-end processes, identifying bottlenecks, and gathering feedback from employees. We then implemented a tiered support model and automated routine requests, reducing resolution time by 40% and improving employee satisfaction scores. This experience taught me the importance of combining clear communication, cross-functional collaboration, and technology adoption.
I believe automation should handle repetitive, low-touch tasks like data updates, leave requests, and policy questions, freeing up HR professionals to focus on high-touch, complex interactions. For example, we can use AI chatbots for instant answers, but ensure easy escalation to a human when someone needs empathy or nuanced guidance. I would regularly analyze employee feedback to ensure we're not compromising on the experience. The goal is to make support 'invisible' but always have a human fallback.
I would establish a global governance framework that sets common principles and standards, while allowing regional flexibility for legal and cultural differences. I'd create 'process owners' for each domain and maintain a prioritized improvement backlog based on impact, frequency, and compliance risk. Regular health checks using metrics like ticket volume, resolution time, and employee feedback help identify opportunities. I'd also foster a culture where every team member feels empowered to suggest improvements.
I once handled a cross-border employee termination involving conflicting local labor laws and a sensitive performance case. I immediately involved legal and local HR partners, documented everything carefully, and identified the risk areas. I communicated transparently with the employee while balancing legal requirements and business needs. By collaborating with experts and maintaining a fair process, we reached a settlement that was compliant, minimized risk, and respected the employee's dignity. I then worked to update our global guidelines to prevent similar issues.
Metrics are a compass, not a destination. I use dashboards to spot trends, like rising turnover in a specific department, but I always investigate the 'why' behind the numbers through employee conversations and qualitative feedback. For instance, if data shows high ticket volume in payroll, I might discover a process design flaw rather than a payroll team issue. I encourage my team to treat metrics as a trigger for deeper analysis, not the final answer, and to combine data with business context and empathy.
Company Description
Who We Are
Cint is a pioneer in research technology (ResTech). Our customers use the Cint platform to post questions and get answers from real people to build business strategies, confidently publish research, accurately measure the impact of digital advertising, and more. The Cint platform is built on a programmatic marketplace, which is the world’s largest, with nearly 300 million respondents in over 150 countries who consent to sharing their opinions, motivations, and behaviours.
We are feeding the world’s curiosity
Job Description
About the Role
People Operations is the operational engine of the People function at Cint.
Our mission is to build a scalable, intelligent and employee-centric operating model that enables the business to grow without increasing complexity. We achieve this by combining exceptional operational excellence with technology, automation and AI.
The way companies operate is changing rapidly. AI is transforming how work gets done, employees expect consumer-grade experiences, and global businesses need operations that scale without adding complexity. Most People Operations functions are still built for yesterday’s world. We intend to build one for tomorrow.
This role will lead that transformation.
You will work closely with People Technology, Employee Relations, People Partners, Talent Teams, Total Rewards, Payroll, IT and Legal. You’ll lead the evolution of our global People Operations function, combining operational excellence, technology, automation and AI to build a service that is fast, intelligent and ready for the future.
What You’ll Do
Build the People Operations function of the future: Redesign how People Operations works globally, creating an operating model that is simple, scalable and built to support a fast-growing international business.
Lead with technology, not manual work: Continuously identify opportunities to automate, simplify and redesign processes using AI, workflows and modern HR technology. If a process requires unnecessary manual effort, you’ll challenge it.
Deliver service people actually love: Create an employee and manager experience that is intuitive, responsive and effortless. Great service isn’t just about resolving tickets—it’s about making support almost invisible.
Turn operations into a competitive advantage: Own service delivery globally through clear governance, operational controls and meaningful performance metrics that drive continuous improvement.
Lead and inspire a high-performing global team: Build a culture of accountability, ownership and innovation where people are empowered to solve problems, improve processes and think beyond today’s way of working.
Partner across the business: Work closely with HR, People Technology, IT, Finance, Legal and business leaders to solve operational challenges, deliver complex initiatives and create joined-up employee experiences.
Use data, but apply judgement: Leverage operational metrics and workforce insights to identify trends, predict risks and make better decisions—while recognising that dashboards never replace critical thinking.
Own complexity so others don’t have to: Act as the senior escalation point for complex People Operations matters, balancing compliance, employee experience and business priorities with sound judgement.
Build for scale before it’s needed: Design resilient operations that support organisational growth, new markets and changing business needs without constantly adding more people or processes.
Never stop improving: Constantly ask why things are done a certain way, challenge existing assumptions and build a culture where continuous improvement is simply how work gets done.
Qualifications
What you’ll bring to the role:
- You’ve led a global People Operations, HR Operations or Shared Services function.
- You know what world-class operational excellence looks like – and how to build it.
- You’ve transformed operations, not just maintained them.
- You simplify, redesign and scale processes with confidence.
- You think in systems, not tasks.
- You’re passionate about AI, automation and the future of work.
- You constantly look for smarter ways to get work done.
- You balance big-picture strategy with hands-on execution.
- You make sound decisions, even when the path isn’t obvious.
- You balance employee experience, compliance and business needs with confidence.
- You’ve built high-performing teams that embrace change.
- You influence senior stakeholders and build strong cross-functional partnerships.
- You use data to drive decisions, but trust your judgement when it matters.
- You know how to turn HR technology into better experiences—not just digital processes.
- You challenge the status quo and are always looking for a better way.
Bonus Points If You Have
- Experience implementing AI-enabled workflows within HR or business operations.
- Experience with platforms such as HiBob, SmartRecruiters, Ashby, Google Workspace, Slack and other modern People technology.
- Experience leading global shared services or service delivery transformations.
- Experience designing operational dashboards and executive reporting.
- Exposure to service design, organisational design or employee experience initiatives.
- Experience working in a high-growth international technology company.
- A genuine passion for emerging AI technologies and how they’ll reshape the workplace.
- A reputation for turning ambiguity into clear, scalable solutions that have lasting business impact.
Additional Information
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Our Values
Collaboration is our superpower
- We uncover rich perspectives across the world
- Success happens together
- We deliver across borders.
Innovation is in our blood
- We’re pioneers in our industry
- Our curiosity is insatiable
- We bring the best ideas to life.
We do what we say
- We’re accountable for our work and actions
- Excellence comes as standard
- We’re open, honest and kind, always.
We are caring
- We learn from each other’s experiences
- Stop and listen; every opinion matters
- We embrace diversity, equity and inclusion.
More About Cint
We’re proud to be recognised in Newsweek’s 2025 Global Top 100 Most Loved Workplaces®, reflecting our commitment to a culture of trust, respect, and employee growth.
In June 2021, Cint acquired Berlin-based GapFish – the world’s largest ISO certified online panel community in the DACH region – and in January 2022, completed the acquisition of US-based Lucid – a programmatic research technology platform that provides access to first-party survey data in over 110 countries.
Cint Group AB (publ), listed on Nasdaq Stockholm, this growth has made Cint a strong global platform with teams across its many global offices, including Stockholm, London, New York, New Orleans, Singapore, Tokyo and Sydney. (www.cint.com)
Additionally, in a world of AI, we want our candidates to understand our approach to the use of AI during the interview and hiring process, so we’d appreciate you reading our AI usage guide.
Annual salary information is not provided for this position. Explore salary ranges for similar roles in our Salary Directory ›
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