HR Technology Intern Job Zug area,Baar Kanton Zug Switzerland,HR/Recruitment

Position: HR Technology Intern (6 months)
Location: Baar

Trans Adriatic Pipeline (TAP) transports natural gas from the giant Shah Deniz field in the Azerbaijani sector of the Caspian Sea to Europe. The 877 km long pipeline connects with the Trans Anatolian Pipeline (TANAP) at the Türkiye-Greece border in Kipoi, crosses

Northern Greece, Albania and the Adriatic Sea, before coming ashore in Southern Italy.

TAP’s exit points in Greece and Italy enable the delivery of natural gas from Azerbaijan to a range of European markets. It also facilitates gas supplies to South-Eastern European countries through interconnectors. TAP is connected to Interconnector Greece Bulgaria (IGB) which started its commercial operations in October 2022, delivering Caspian gas to Bulgaria, thereby enhancing the security of energy supplies in one more European country.

Asa key part of the Southern Gas Corridor, TAP is strategically and economically important to Europe and essential in providing reliable access to a new sourceof natural gas. TAP plays a significant role in boosting Europe’s energy security, supply diversification, as well as its decarbonisation objectives.

We are 131 people in four countries, with headquarters in Baar, Switzerland, and five shareholders. Our 2026–2030 strategy names people as its first layer: how results are achieved matters as much as the results themselves.

The HR team

A team of around ten people across Baar, Athens, Tirana and Melendugno, organised in five areas: HR Business Partnering & Talent Acquisition, HR Operations, Reward & Payroll, Engagement & Development, HR Planning & Analytics. Small enough that every project is visible, international enough that nothing works the same way twice.

The project you would join

TAP is preparing the business case for its HR technology platform from 2029: the system that will hold people data, development reviews, the competency model and reporting for all four countries, connected to the four country payroll providers, the learning platform and external tools. The selection runs in 2027, the implementation in 2028. The HR Director leads the work; you would be the extra pair of hands on the analytical side, from market scouting to a working prototype.

What

you would do

Map the vendor landscape for cloud-native HR core systems, including smaller and younger vendors, against the criteria set by HR: simple to use and to configure, modular, AI inside, open to other providers, compliant and secure.

Support the RFI: draft the questionnaire with HR and ICT, collect and structure the vendors’ answers, build the comparison the selection will draw on.

Build a proof of concept on a sample of TAP data with one or two shortlisted solutions, documenting what works, what does not, and the effort of set-up and customisation for a small HR team.

Map the integration points the platform must serve: payroll in four countries, learning, reporting, and the people processes TAP is putting in place.

Keep the vendor file, the comparison and the PoC results in one working document, and present the findings to the HR team and, with the HR Director, to the Leadership Team.

Who we are looking for

Two profiles fit, and we are open to both:

A technology or data background (information systems, data science, digital transformation, engineering) with a real interest in how people processes work and what a manager or an employee needs from a system.
An HR or organisation background (HRM, work psychology, business administration) with a real interest in technology: curious about how systems are built, comfortable with data, keen to try AI tools on real work.

In both cases: a Master’s student (or completing one) in a formal placement; structured and analytical, able to turn forty vendor answers into one readable comparison; at ease with Excel and data, and willing to learn whatever the prototype requires; fluent in English, our working language; at home in a small team where you set up your own work.

Experience with any HR system, with APIs or SQL, or with no-code and prototyping tools is a plus, not a requirement.

What you can count on

A bounded six-month project with a visible outcome; the HR Director as your supervisor, interaction with the entire HR team, exposure to ICT, Legal Procurement; a paid internship under a Swiss internship agreement with your school; a reference that says what you actually built.