HR Business Partner

Responsibilities

• Strategic Business Partnership Partner with C-suite and senior leaders to translate business strategy into people initiatives that drive measurable performance, sustained engagement, and a culture of ownership, inclusion, and excellence.
• Workforce Planning & Capability Building Use data, commercial insight, and forward-looking analysis to anticipate capability gaps, inform succession planning, and shape an agile workforce aligned to current and future business priorities.
• Talent & Onboarding Excellence Collaborate with the Talent team to strengthen hiring strategies and deliver high-impact onboarding that accelerates time-to-productivity and sets clear performance expectations from day one.
• Performance & Accountability Frameworks Design, embed, and continuously evolve performance frameworks that set high standards, reinforce accountability, and equip managers to set clear goals, give actionable feedback, and drive meaningful individual and team outcomes.
• Learning & Leadership Development Support with building and delivering learning and development programs spanning technical skills, leadership capability, and high-potential development that directly support business results and long-term growth.
• Employee Experience & Engagement Lead employee relations with empathy and integrity while driving initiatives that strengthen engagement, retention, and feedback culture, ensuring issues are addressed decisively and fairly.
• Policy, Governance & Compliance Develop clear, scalable HR policies that reinforce expectations, support performance, and meet global best practices while ensuring full compliance with local labor laws and regulatory requirements.
• Data-Driven Decision Making Leverage HR analytics to track critical people metrics (e.g., turnover, time-to-fill, engagement, performance outcomes), identify trends, and provide clear, actionable insights to leaders.
• Operational Excellence & Continuous Improvement Partner closely with People Operations when needed to streamline HR processes, payroll, and systems through automation and continuous improvement, delivering efficiency, accuracy, and operational rigor.
• Leadership & Role Modelling Act as a visible senior leader and role model, championing high performance, accountability, and values-driven leadership across the office.

Requirements

• Significant experience in a senior HR Business Partner or People leadership role within a fintech, technology, or high-growth scale-up environment is preferred, where speed, change, and performance expectations are high.
• Proven track record of partnering with executive and senior leaders to drive people strategies that support growth, operational scale, and sustained performance.
• Strong experience designing, embedding, and evolving performance management frameworks in fast-moving businesses, including goal-setting, continuous feedback, and differentiation of performance.
• Demonstrated experience in workforce planning and capability building for scaling organizations, including succession planning for critical roles and emerging leadership pipelines.
• Experience supporting leaders through organizational change, transformation, and ambiguity, balancing pace with people impact.
• Hands-on experience managing complex employee relations matters in regulated, multi-jurisdictional environments, applying sound judgment and commercial pragmatism.
• Experience working closely with other Talents teams in competitive hiring markets, to build our employer brand and protect what makes us special as we scale globally.
• Strong analytical mindset with experience using people data and HR analytics to inform decisions in scaling environments (e.g. attrition risk, productivity, engagement, performance outcomes).
• Solid understanding of performance systems, incentive structures, and reward principles relevant to fintech and technology-led organizations.
• Experience working with modern HRIS platforms and people systems, leveraging automation and scalable processes to support growth.
• Strong working knowledge of employment legislation and HR compliance across multiple jurisdictions, with the ability to balance regulatory rigor with business agility.
• High level of commercial and regulatory awareness, enabling alignment between people decisions, risk management, and business performance.
• Excellent stakeholder management and influencing skills, with the confidence to challenge leaders and raise standards while maintaining trust.
• Ability to operate comfortably in ambiguity, prioritize at pace, and deliver impact in a high-growth, results-oriented culture.