Senior HR Business Partner | EMEA

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Requirements:

• Minimum 10+ years of relevant experience with at least 8 years as a strategic HRBP, people consultant, people partner or other relevant HR role in a high growth international organization with a fast paced culture managing significant ambiguity, agility, and complexity.
• Excellent influencing skills at all levels in the organization and flexibility to be proactive in a fast-paced, ever-changing environment.
• Competence in making timely, effective, and principles-based decisions using strong judgment to weigh inputs from multiple stakeholders and effectively managing tradeoffs, then aligning stakeholders to those decisions.
• Deep business acumen to understand, anticipate, and solve business needs.
• A track record of providing HR consultation to senior leadership on strategic initiatives.
• Solid understanding of global HR programs including compensation, performance management, organizational structure and leadership development.
• Strong analytical capabilities or prior experience working in analytical functions like compensation or people analytics.
• Understanding of various global employment laws and their impact on HR matters.
• Demonstrated ability to partner within and outside of HR successfully.
• Unquestioned integrity with assertiveness, presence, and confidence.
• High EQ, personal maturity, cultural awareness and compassion.
• Strong written and verbal communication skills and presentation skills.
• Knowledge and experience in technology businesses and familiarity with their global HR practices and policies.
• Ability to travel internationally for offsites and events.
• Strong desire and preference to work in a fully remote, global environment and not in an office.

Responsibilities:

• Responsible for developing a deep understanding of the Deel business model and products, to include in-depth knowledge of each department or team or business unit supported from a global/ functional priority standpoint.
• Use business insights, business knowledge and business and people data to coach/counsel business leaders, and partner with the People Success and Talent Acquisition team directly to shape org design, talent strategy, and leadership capabilities.
• Be quick and proactive to live in the assigned department or team’s people data and surface insights, highlight successes, and double down on areas of opportunity whilst working directly with leaders to deliver solutions impacting high performance teams and retention.
• Be agile in providing insightful perspectives on business and leadership teams regularly to the executive team and heads of departments, specifically aligned to and focused on driving a high performance team, scaling leadership, and achieving business goals.
• Build trusted relationships and rapport with business leaders to strategically influence and provide expert-level inputs to enable the business goals through people strategy.
• Establish effective partnerships with the People department’s functional teams and ensure that people strategies and programs are informed by our business needs and being actioned in alignment with business-specific work.
• Partner with senior leaders to craft and understand strategies for their leadership team and their team members, in alignment with the People department and Deel overall.
• Constantly think about how to improve the efficiency of the organization - use analytics and insights, look at teams, governance, external factors, and then structure and implement initiatives to address opportunities.
• Constantly think about retention of people - use analytics, trends, surveys, and insights to understand motivations and propose solutions for key retention areas.
• Understand and influence how Deel’s HR processes work end-to-end and how these programs impact the business.
• Be a steward of our cultural values, as well as continually championing inclusion.
• Effectively manage constant change across the business through communication, advocacy, collaboration, and planning.
• Work closely with key centers of expertise like Compliance and Team Member Relations to navigate, collaborate, and resolve complex team member relations and terminations, for all worker types.
• Support strategic workforce planning while balancing intentional organizational design with hyper-growth headcount plans and constant change in partnership with leadership and Talent Acquisition.