People Partner

About This Role

Partnering with managers and teams to translate business priorities into effective people actions is the core of this role. The People Partner will provide thoughtful coaching, build strong relationships, and help managers develop high-performing teams. This position is part of a global People & Culture team, offering a broad scope of work from coaching through performance conversations to facilitating leadership workshops.

Responsibilities

• Partner with managers, leadership teams, and their teams to understand business priorities and translate them into focused people plans and actions
• Coach and challenge managers on leadership dilemmas, team effectiveness, engagement, development, and retention, building their confidence to lead well
• Guide managers through employee relations and performance matters, including difficult conversations, performance improvement plans, disciplinary issues, and terminations, with clear documentation and sound judgment
• Drive key people processes such as talent reviews, performance management, annual salary review, and individual development follow-up
• Use people data and insight, including engagement results and workforce information, to identify priorities, support decisions, and follow through on actions
• Support organization design, workforce planning, and change by facilitating discussions, challenging assumptions, and helping leaders make sustainable decisions
• Support recruitment and facilitate team interventions by partnering with hiring managers on recruitments, and by planning and facilitating workshops for leadership teams and employee groups

Requirements

• 5-8 years of experience as an HR Business Partner, People Partner, or in a comparable broad people role, ideally in an international or matrix organization
• Strong experience coaching and advising managers at different levels, with the credibility to be supportive, candid, and appropriately challenging
• Hands-on experience with performance management and employee relations, including sensitive conversations, performance improvement, and organizational change
• A good understanding of talent, engagement, workforce planning, organization design, and reward processes, and how these areas connect to business outcomes
• The ability to use people data to spot patterns, frame choices, and support practical decision-making
• Strong facilitation, communication, and stakeholder-management skills, with fluency in English
• A relevant degree or equivalent practical experience in HR, People & Culture, business, or organizational development

Benefits

• Individual development plans aligned with your career goals
• Access to training, learning resources, and certifications
• Flexible working arrangements