Senior People Partner

Accountabilities

• Act as the primary People Partner for one or two departments, advising managers on performance, employee development, engagement, team morale, and communication.

• Coach managers through complex conversations, conflict resolution, feedback delivery, and challenging team situations, promoting fairness, accountability, and sound decision-making.

• Develop and share practical manager resources, playbooks, toolkits, and targeted training materials to strengthen leadership capabilities and encourage consistent people management practices.

• Support the full employee lifecycle, including hiring, onboarding, goal setting, performance reviews, professional development, retention, and employee exits.

• Guide performance management processes by establishing clear expectations, promoting regular feedback, supporting review cycles, and addressing underperformance.

• Lead sensitive employee relations cases, including terminations, layoffs, restructurings, and other complex situations, ensuring appropriate documentation, consistency, and legal compliance.

• Maintain and improve people policies, ensuring they remain relevant, practical, clearly communicated, and consistently applied across teams and geographies.

• Partner with managers to foster inclusive team cultures grounded in trust, psychological safety, open communication, and continuous improvement.

• Interpret employee engagement survey results and other feedback, translating insights into practical initiatives that improve employee experience, well-being, and organizational culture.

• Support organizational change initiatives, including team growth, reorganizations, role changes, and process improvements, ensuring effective communication and successful adoption.

• Analyze trends in performance, engagement, attrition, and employee relations to identify organizational risks and opportunities for improvement.

• Provide data-informed recommendations to managers and senior leadership, helping align people decisions with business priorities and organizational objectives.

• Contribute to organizational design, role architecture, job leveling, workforce planning, and succession development to support sustainable growth.

• Advise managers on compensation-related matters, including offers, salary adjustments, and compensation communication, ensuring clarity and consistency.

• Collaborate with cross-functional stakeholders to improve people processes, reduce operational friction, and introduce scalable solutions that support a high-output organization.

Requirements:

• At least five years of experience in People Partnering or a comparable senior individual-contributor HR role, with demonstrated responsibility for influencing organizational, performance, and talent decisions.

• A recognized professional HR qualification, such as SHRM-CP, SHRM-SCP, CIPD, or an equivalent certification.

• Strong experience coaching managers on goal setting, continuous feedback, performance management, employee development, and leadership effectiveness.

• Proven ability to lead complex employee relations cases, including terminations, layoffs, reorganizations, and sensitive workplace matters, with sound judgment and a commitment to fairness.

• Hands-on experience implementing performance management frameworks, including goal-setting processes, review cycles, feedback mechanisms, and calibration sessions.

• Working knowledge of employment legislation in at least one relevant jurisdiction, such as the UK, US, or Germany, with the ability to recognize when specialist legal advice is required.

• Experience supporting organizational change, restructurings, and process improvements while balancing business priorities, employee needs, and effective implementation.

• Demonstrated ability to develop, maintain, and communicate practical HR policies and ensure consistent application across teams.

• Excellent communication, influencing, and stakeholder management skills, with the credibility to advise managers and executives and navigate difficult decisions.

• Experience in organizational design, role leveling, workforce planning, and restructuring initiatives.

• Proven ability to translate employee engagement feedback into meaningful actions that strengthen culture, retention, and employee experience.

• Confidence advising managers on compensation matters, including salary offers, adjustments, and compensation-related communications.

• Experience partnering closely with Product, Finance, or other business functions, ideally within a fast-growing technology or SaaS organization.

• Strong analytical skills and the ability to interpret people metrics, identify patterns, and turn data into actionable business recommendations.

• High levels of autonomy, accountability, discretion, and adaptability, with the ability to operate effectively in a dynamic, evolving environment.

• Excellent written and verbal English skills to collaborate with colleagues and stakeholders across international teams.

Additional advantages:

• Experience supporting distributed teams across Europe, the UK, and the US.

• Familiarity with works councils, employee representation, and regional employment practices.

• Experience working in high-growth SaaS, product-led, or technology-driven organizations.

• Experience designing and delivering manager training, leadership toolkits, and scalable people enablement programs.

• Exposure to succession planning, talent development, and identifying future leadership capabilities.

• Experience partnering with Engineering or Product teams in complex technical environments.

Benefits:

• Competitive compensation:An attractive salary package aligned with your experience and local market.

• Equity participation:The opportunity to share in the organization's success through an equity package.

• Generous annual leave:30 days of vacation per year for Europe-based employees, in addition to local public holidays.

• Health and well-being:Benefits aligned with local country standards for European employees.

• Retirement planning:Pension contributions in accordance with applicable local employment arrangements.

• Professional development budget:€1,000 per year, or the local equivalent, for courses, books, events, and coaching.

• Remote-first flexibility:Work remotely within the supported European working environment, with regular team off-sites and opportunities to connect in person.

• Collaborative team culture:Join a passionate, international team that values experimentation, knowledge-sharing, and innovation, including regular hackathons.

• Open-source contribution:Receive a monthly allowance of $100 to support open-source projects you care about.

• Transparency and autonomy:Work in an environment that emphasizes open communication, organizational visibility, ownership, and trust.

• Meaningful impact:Help shape people practices, leadership effectiveness, and organizational culture during a significant period of growth.