HR Business Partner

Description We’re looking for a strong HR Business Partner to work closely with business leaders and help shape the organisation to deliver its goals. This role goes beyond traditional HR support — it’s about driving business outcomes through effective organisation design, talent management, workforce planning, and leadership effectiveness. You’ll partner with leaders to build high-performing teams, make sound people decisions, and ensure their organisational structures and capabilities support the company’s broader strategy.

Key responsibilities

Act as the dedicated Partner for assigned business units - Revenue, Product and Tech. Build trusted relationships across all levels — from managers to Department Heads. Partner with managers and Heads on workforce planning, org design, role clarity, and team structureBring diagnosis and options to leadership when people challenges arise — not just process HR Support Plan: Maintain an up-to-date HR Support Plan for each exec in scope (CPO, CRO, CTO): business goals, people bottlenecks, HR actions, owners. Talent Management and Succession: Own talent strategy for assigned units: succession planning, A-player retention, leadership bench developmentLead and drive performance management cycles for assigned units: goal-setting, reviews, calibration, feedback quality. Create and monitor PIPs; support managers through difficult performance conversations Change Management: Lead complex organisational changes (reorgs, leadership transitions, scaling); design frameworks for implementationBuild change capability in managers as seniority grows Leadership Coaching and Engagement: Conduct regular 1-on-1s with managers; proactively identify disengagement and attrition risksLead or contribute to engagement surveys and pulse survey action planning at the business-unit level. Recommend and implement retention actions in collaboration with CB and leadership. Coach managers on sensitive and complex people decisions; act as escalation point for high-complexity ER cases (restructuring, senior leader issues, legal-adjacent situations) Data and Insights: Translate people data (from People Operations) into strategic workforce insight for managers and leadershipSurface organisational risks and opportunities before they become problems AI and Process Improvement: Use AI tools for analysis, diagnosis support, and workflow designChampion AI-first and MuseOS ways of working within the business unit and the wider people function

Requirements

4+ years as an HR Business Partner or similar strategic HR role. Experience in org design, succession planning, and performance management cycles. Strong coaching skills for senior managers and Department Heads, including complex/escalated ER cases. Comfortable using people data/analytics for workforce insight. Experience leading or supporting organisational change. Familiarity with AI tools for HR analysis and process work. Strong stakeholder management, able to build trust quickly across levels. English - Upper-Intermediate

Benefits