Senior HR Business Partner
In OfficeSeniorEMEAInsuranceFintechHR Business PartnerBenefits AdministratorEmployee RelationsWorkforce PlanningGovernanceSuccession Planning
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Requirements
- Deep experience operating as an HRBP or senior people advisor in high-growth or complex environments: YES
- Strong business judgment and ability to connect people decisions to commercial and operational outcomes: YES
- Proven ability to influence and challenge senior leaders constructively: YES
- Experience handling sensitive employee relations and organizational change: YES
- Comfort operating across geographies, cultures, and evolving business models: YES
Responsibilities
- Act as a trusted partner to senior leaders, advising on organization design, leadership effectiveness, performance, and workforce strategy.
- Translate company and business strategy into scalable people plans across hiring, structure, capability building, and succession.
- Lead complex people situations including senior employee relations matters, restructurings, and performance interventions.
- Drive workforce planning, headcount governance, and people metrics in partnership with Finance and the CEO Office.
- Lead talent reviews, succession planning, and leadership development initiatives across regions.
- Use people analytics to surface insights on engagement, attrition, productivity, and organizational health - and drive action.
- Support critical employee lifecycle moments for senior leaders with professionalism and empathy.
- Deep experience operating as an HRBP or senior people advisor in high-growth or complex environments.
- Strong business judgment and ability to connect people decisions to commercial and operational outcomes.
- Proven ability to influence and challenge senior leaders constructively.
- Experience handling sensitive employee relations and organizational change.
- Comfort operating across geographies, cultures, and evolving business models.
Benefits
- Shape people strategy at the core of business decision-making.
- Work closely with senior leadership on company-defining initiatives.
- High ownership in building organizations across multiple markets and business models.
- Flat, no-politics culture that rewards clarity, judgment, and execution.
- Competitive compensation with accelerated growth and real impact.
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