HR Generalist

About PFM
Prop Firm Match Global FZCO is a leading platform for discovering, comparing, and selecting top proprietary trading firms. We provide traders with tools and features to easily compare challenge details, read verified reviews, see accurate payout data, and much more. We're a fast-moving, fully remote team with members from all around the world caring deeply about the quality of what we build. Our culture values ownership, clear communication, and practical impact over fluff.

About the department
People Team keeps the employee experience consistent as PFM scales as a fully remote, multicultural team. We own the full employee lifecycle - onboarding, feedback, performance, communication, and records - and our current priority is building the systems behind that lifecycle: job portfolios, KPI scorecards, and a real performance-management framework, so a growing team runs on clear process instead of individual memory.

About the role
As HR Generalist, you'll enable every person joining or working at PFM to experience a clear, consistent, and human People journey. You'll turn People practices into dependable systems - from onboarding and feedback to communication, performance foundations, and accurate records - so employees and managers can focus on doing their best work.

Performance objectives

1. Give Every New Hire A Structured, Positive Start
Own a consistent onboarding experience that helps every new hire understand PFM, their role, the standards they must follow, and the people they will work with.

Typical tasks

• Coordinate pre-boarding, agreements, account creation, and first-day readiness.
• Run the company, and HRIS walkthrough.
• Facilitate the first-day team coffee chat and welcome activity.
• Schedule and document week-one and month-one check-ins.
• Track manager actions and resolve onboarding gaps.

Success looks like
Every new hire experiences all four Cs of onboarding: Compliance, Clarification, Culture, and Connection. They understand the company and their role, have the required access and documentation, build early relationships, and receive structured follow-up. Formal KPI targets are upcoming.

2. Strengthen Feedback, Performance, And Compensation Systems
Run employee-review cycles reliably and support the design of PFM's performance-management system.

Typical tasks

• Coordinate probation reviews, three-month feedback, appraisal inputs, and salary-review workflows.
• Prepare manager-facing and employee-facing review summaries.
• Track approvals, communicate outcomes, and update employee documentation.
• Support the design and implementation of job portfolios, KPI scorecards, compensation structures, and connected performance-management processes.
• Maintain clear owners, timelines, dependencies, and documentation as the system develops.

Success looks like
Feedback, probation, appraisal, and salary-review cycles run on schedule with complete records and clear follow-up. The performance-management framework progresses through defined milestones, and employees and managers gain clearer expectations and decision processes. Formal KPI targets are upcoming.

3. Support Consistent Company-Wide Communication And Culture
Promote an inclusive, connected employee experience across PFM's distributed international workforce through reliable communication, recognition, and participation rhythms.

Typical tasks

• Coordinate town halls, anonymous pre-call questions, post-event feedback, and recordings.
• Run birthday, work-anniversary, welcome, recognition, and inclusive cultural-observance communications.
• Coordinate bi-weekly team updates covering wins, kudos, upcoming activity, and holidays.
• Support regional meetings, welcome kits, knowledge-sharing initiatives, and approved employee-gifting programmes.
• Gather employee feedback and surface themes or follow-up actions.

Success looks like
Employees receive timely, inclusive communication, have regular opportunities to participate and give feedback, and feel acknowledged across locations and cultures. The role supports and promotes culture; it does not claim to create it alone. Formal KPI targets are upcoming.

4. Maintain Complete And Accurate HR Records In Factorial
Keep employee records, lifecycle changes, feedback documentation, and approved contract updates complete and current in Factorial so information is reliable and not dependent on individual memory or inboxes.

Typical tasks

• Maintain accurate employee profiles and documentation in HRIS.
• Upload completed feedback, probation, appraisal, and salary-review records.
• Process approved contract, compensation, and employee-status updates.
• Track missing documentation and follow up with the appropriate owner.
• Protect confidentiality and follow applicable access and retention requirements.

Success looks like
Factorial remains the dependable source of truth for employee records, approved changes are reflected promptly, and required documentation can be retrieved without relying on private inboxes or informal records. Formal KPI targets are upcoming.

5. Coordinate Assigned Recruitment Activity
Provide focused recruitment support for assigned roles while keeping hiring activity proportionate to approximately 10-15% of the HR Generalist role.

Typical tasks

• Partner with hiring managers on assigned roles to clarify role requirements, interview stages, and evaluation criteria.
• Coordinate and conduct interviews for the roles assigned to the HR Generalist.
• Maintain a clear, respectful candidate experience through timely communication and well-managed next steps.
• Keep hiring managers aligned on candidate progress, feedback, risks, and decisions required.
• Complete assigned recruitment administration and documentation accurately.

Success looks like
Assigned hiring activity is managed professionally and efficiently: interviews are well coordinated, candidates receive a consistent experience, hiring managers have the information needed to decide, and recruitment remains approximately 10-15% of the role without displacing core People operations. Formal KPI targets are upcoming.

What we look for

Must-Have Requirements

• Minimum 2 years of experience in a similar HR / People Operations role, with hands-on ownership of core employee lifecycle processes.
• Fluent professional English, with strong written and verbal communication skills.
• Strong AI proficiency — comfortable using AI as part of daily work, including experience building or using small automations to improve HR workflows and reduce manual work.
• Hands-on experience with at least one ATS (e.g. Workable, Brainner, or similar) and one HRIS (e.g. Factorial or similar), including employee records, documentation, contracts, and recruitment workflows.
• Practical full-cycle recruitment experience, from job description and pipeline management through interviews and offer.
• Strong working knowledge of Google Workspace, Zoom, and Slack for documentation, scheduling, forms, communication, and remote collaboration.
• Basic working knowledge of employment contracts and employment terms, with the ability to identify when Legal or Finance input is required.
• Strong organization and follow-through — able to manage several concurrent, multi-week processes where a missed step can directly affect someone's hire, pay, onboarding, or exit.
• Clear, direct communication — able to prepare and communicate feedback summaries, offer details, policies, and employee information accurately.
• Strong discretion and judgment, given regular access to compensation data, reference-check results, contracts, and confidential employee feedback.
• Empathy paired with objectivity — able to make people comfortable being honest while still capturing accurate, actionable information.
• Strong cross-functional coordination skills — comfortable working closely with hiring managers, leadership, Finance, Legal, and other stakeholders to bring processes to completion.

Nice to Have

• Previous experience in a fully remote, global, and multicultural team.

• Experience in a fast-scaling organization where HR processes are still being built and improved.
• Deeper experience with AI integrations, workflow automation, and HR process optimization beyond basic AI usage.
  

Compensation
$2,000 - $3,000 / monthly gross

Location & work setup
Remote, CET-aligned working hours.
Employment type: Full-time.

Hiring stages
We keep our process simple, transparent, and respectful of your time. Here's what to expect:

1. Application screening – We carefully review all applications to identify candidates whose background aligns with the role's requirements. You'll receive a timely and transparent update on your application status.
2. Video intro + role fit questionnaire – A short async step — no scheduling required. You'll record a brief video introduction and complete a written questionnaire, helping us understand your background and fit without either side committing to a live call upfront.
3. Discovery HR interview – A conversation with our People team focused on company and culture match — how PFM works, what remote ownership looks like day to day, and what success in this role looks like.
4. Practical task – An HR-strategy exercise (for example, onboarding, culture, or engagement design) based on real PFM challenges, not abstract problems, designed to give both sides a realistic view of the work before committing further
5. Professional interview – A conversation with the Head of People focused on your HR operations experience, how you've run recruitment, onboarding, or review cycles end to end, and how you handle sensitive or ambiguous situations.
6. Peer & values conversation – A conversation with a peer from across the team focused on values, culture, and how you work best. You'll have plenty of space to ask questions and get a real feel for life at PFM.
7. Leadership interview – A conversation with our CFO and COO focused on business alignment, collaboration with leadership, and comfort operating in a scaling, remote-first startup.

If there's a strong mutual match, we start with an informal conversation to align on expectations, then follow up with a formal written offer. Full transparency throughout, and time for you to make an informed decision.

To keep things fully transparent and mutually fair, we complete a reference check before the formal offer is extended. No surprises - just part of how we make careful, informed decisions on both sides.

Before applying take into account that:
▸  If you don’t meet every single qualification but believe you can excel in the role based on what it requires -  we encourage you to apply.
▸  We are an equal opportunity employer and welcome applicants from all backgrounds, experiences, and perspectives.
▸  Even if it’s not listed as a formal requirement, we truly value candidates who have clear familiarity with the prop trading industry and us, our mission and what we do.

Not the right fit for this role?
If this role isn’t the right match but you have experience in trading operations, customer success, compliance, support, partnerships, or a related area - we still want to hear from you. Join our Talent Pool and we’ll reach out when a relevant role opens. Every submission is reviewed, and the pool is always the first place we look before opening a new search.