Responsibilities
- Collaborate to keep job descriptions, levels, competency frameworks, and pay bands current and fit for scale
- Support and strengthen job levelling and role clarity across functions
- Orchestrate SMART KPIs linked to company OKRs, mid-cycle checkpoints, calibrations, and high-quality review narratives
- Coach and train managers on feedback, bias checks, and PDPs/PIPs with clear success criteria
- Convert review outcomes into 30/60/90-day development plans tied to skills, courses, and mentoring support
- Help prepare compensation approval packs with compa-ratio, budget gates, parity checks, and transparent total-rewards rationale
- Perform pre-offer checks and parity spot audits to support fair, consistent compensation decisions
- Ensure performance and compensation processes are documented clearly and applied consistently across teams
- Run quarterly pulses, segment insights, and publish action plans with clear owners and timelines
- Translate engagement data into practical recommendations for leaders and managers
- Support employee experience initiatives across both in-person and remote/distributed teams
- Enable managers with comms packs, town hall content, and recognition rituals tied to company values
- Help strengthen culture, connection, inclusion, and follow-through through clear communication and manager enablement
- Measure impact through eNPS, inclusion index, message comprehension, and action completion rates
- Coordinate pre-boarding, access, equipment, and day-one readiness with IT, Finance, and Hiring Managers
- Run structured 7/30/60/90/180-day onboarding schedules and capture early feedback to accelerate ramp
- Improve onboarding processes to create a smoother, more scalable, and more consistent new hire experience
- Support structured offboarding processes, ensuring documentation, handovers, and employee exits are managed professionally and thoroughly
- Help manage employee lifecycle transitions, including internal moves and role changes where needed
- Translate annual OKRs and quarterly business plans into clear people actions with options, trade-offs, and recommendations
- Run structured intakes, document decisions, and maintain stakeholder maps and action trackers
- Facilitate fast, audit-ready decisions across teams and track SLAs, CSAT, and lead times
- Partner with stakeholders across functions to align people practices with business priorities
- Execute Joiner-Mover-Leaver processes flawlessly with versioned docs, evidence, and timely provisioning
- Build knowledge base articles, forms, automated workflows, and simple dashboards for SLAs and data quality
- Maintain compliance calendars, remediate defects quickly, and support audit readiness without rework
- Help ensure core People processes are accurate, well-documented, and operationally strong
- Map role competencies to learning paths and support assignments, nudges, and recertifications
- Design practice-rich content and manager coaching guides
- Measure behavior and performance change over time and translate learning efforts into practical business value
- Report time-to-proficiency, mobility, certification, and ROI narratives each quarter
Requirements
- 5–8 years HR experience as an HRBP
- Partnering with manager-level stakeholders in fast-paced, remote-first teams
- Proven experience driving E2E People process across multiple fronts simultaneously in a matrix environment
- Supporting overall strategy while owning implementation, training and follow-ups with respective stakeholders and timeframes
- Strong organisational & time management skills to prioritise effectively & streamline processes
- Excellent knowledge of time management principles (Gantt Charts)
- Proficiency with Google Workspace and other office management tools such as Notion, Asana and Slack
- Effective, streamlined & clear written/verbal communication skills interacting and influencing internal (e.g. Leaders, Managers & Employees) and external stakeholders
Nice to Have
- Mix of consultancy & in-house background
- Expertise within the D2C/Performance Marketing space
Work Arrangement
Hybrid
Team
Structure: matrix environment (Creative, Growth, Tech & Ops)
