About the Role
The Senior Employee Lifecycle Specialist is responsible for managing and executing end-to-end employee lifecycle processes, from post-offer through offboarding. This role plays a critical hands-on function while also serving as a subject matter expert, ensuring data accuracy, regulatory compliance, and high-quality service delivery across HR systems, documentation, and employee services. The incumbent will collaborate closely with People Business Partners (PBP), HRIS, Compensation & Benefits (C&B), Payroll, and Formalities teams to resolve complex cases, maintain data integrity, and drive continuous improvements across lifecycle operations. As a senior member of the team, this role is expected to proactively identify workflow gaps, lead process enhancements, and provide guidance to Associates to strengthen operational excellence, consistency, and scalability of employee lifecycle services.
What You Will Do
- Execute end-to-end employee lifecycle processes within HRIS platforms (e.g., Workday, Lark), covering post-offer, onboarding, job changes, and offboarding.
- Prepare, review, and validate employment-related documentation to ensure accuracy, completeness, and compliance with internal policies and regulatory requirements.
- Manage onboarding operations, including pre-boarding communications, onboarding sessions, and employee profile creation in HRIS.
- Process job changes and ensure alignment with HR Business Partners (HRBP), Compensation & Benefits (C&B), Payroll, and HRIS teams.
- Oversee offboarding activities, including clearance tracking, documentation, and timely HRIS updates.
- Manage employee service requests and resolve complex employee lifecycle cases, while performing data quality checks, audits, and root cause analysis to identify gaps and reduce errors.
- Lead and drive process improvement initiatives to enhance operational efficiency, service quality, and scalability.
What You Will Need
- Fluent in English (spoken and written)
- Strong proficiency in Microsoft Excel and Google Sheets, including pivot tables, lookup functions, and data validation.
- Solid understanding of labor laws and regulations relevant to HR Operations.
- 2–4 years of experience in HR Operations, HR Shared Services, or employee lifecycle administration.
- Strong stakeholder management skills, with the ability to navigate and resolve complex cases.
- Proven analytical capabilities, including data validation, audits, and root cause analysis.
- Experience with HRIS platforms (preferably Workday and Lark), as well as process improvement and SOP/workflow optimization initiatives.
About the Team
We are part of the People & Culture team, where a people-first mindset guides everything we do. Within HR Operations, we focus on delivering accurate, timely, and human-centered employee lifecycle services to ensure a smooth and consistent experience for our people. We continuously improve our processes and leverage available tools to enhance efficiency, strengthen data accuracy, and support day-to-day operations. As part of GoTo’s workplace experience, we play a key role in creating an environment where employees feel supported, valued, and respected at every stage of their journey.
Skills Required
- 2-4 years of experience in HR Operations, HR Shared Services, or employee lifecycle administration
- Fluent in English (spoken and written)
- Strong proficiency in Microsoft Excel and Google Sheets, including pivot tables and data validation
- Solid understanding of labor laws and regulations relevant to HR Operations
- Strong stakeholder management skills
- Proven analytical capabilities, including data validation and root cause analysis
- Experience with HRIS platforms (preferably Workday and Lark)
GoTo Group Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about GoTo Group and has not been reviewed or approved by GoTo Group.
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Fair & Transparent Compensation — Pay is considered competitive to above market for many corporate roles across core entities such as Gojek, Tokopedia, and GoTo Financial. Base pay is often characterized as solid or above market in Indonesia tech roles.
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Healthcare Strength — Medical coverage is characterized as strong in Indonesia and often extends to spouses and children. Company materials also highlight wellness support, parental insurance, and mental‑health counseling for employees and families.
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Leave & Time Off Breadth — Leave programs are described as generous, including maternity, paternity, and other special leave types at Tokopedia. Broader time‑off and flexibility practices are portrayed as supportive across corporate roles.
GoTo Group Insights
What We Do
GoTo is the largest technology group in Indonesia, combining on-demand, e-commerce and financial services through the Gojek, Tokopedia and GoTo Financial brands. It is the first platform in Southeast Asia to host these three essential use cases in one ecosystem, capturing a majority of Indonesian consumer household expenditure. GoTo’s mission is to “Empower Progress” by offering an unparalleled selection of goods and services through a comprehensive merchant and partner network and promoting financial inclusion through its leading payments and financial services business.
