Senior HR Business Partner – Global Technology

Requirements

• Industry & Functional Expertise: Minimum 7–10 years in HRBP or HR leadership roles within fast‑growing technology companies, with proven success supporting global technical organizations.
• Operational Know-How: Strong track record in managing HR operations, payroll, HRIS, and policy implementation in complex, fast‑paced environments especially in Poland.
• Strategic & Analytical Mindset: Ability to translate business objectives into people strategies, leveraging data and insights to inform decisions and measure impact.
• Talent & Performance Management: Extensive experience leading recruitment initiatives, designing onboarding programs, and implementing performance frameworks for high‑performing teams.
• Communication & Collaboration: Exceptional interpersonal skills with the ability to influence and build trust across senior leadership and diverse, international teams.
• Leadership Style: Pragmatic and business‑oriented, comfortable challenging the status quo, driving change, and acting as a coach and trusted advisor to leaders.
• Open Mindset: Experience with AI is a big plus.
• Education & Language: Bachelor’s degree in HR, Business Administration, or a related field; professional HR accreditation (CIPD or similar) is a strong plus. Fluent English (CEFR B2+).

What the job involves

As our global technology organization continues to scale, we are seeking a highly experienced Senior HR Business Partner (HRBP) to play a pivotal role in shaping and executing our people strategy worldwide. This is a high‑impact position, combining strategic partnership with hands‑on operational delivery in a dynamic and fast‑paced environment. This role is central to enabling the success of our global tech function which includes Product, Engineering, Security to name a few. We require a super‑strong candidate with extensive experience in the technology sector, capable of influencing senior leaders, driving organizational effectiveness, and embedding a culture of impact, innovation, and growth across distributed and global teams.

• Strategic Partnership: Act as the trusted People Partner to global technology leaders, translating business objectives into people initiatives that drive organizational performance and impact and long‑term success.
• Workforce Planning: Anticipate future talent needs by analyzing headcount trends and business forecasts, and design scalable staffing models that keep global teams agile and equipped for growth.
• Talent Acquisition: Partner with our Talent team to optimize recruitment strategies and ensure seamless onboarding experiences that rapidly integrate top tech talent into the company.
• Performance Enablement: Build and manage frameworks that promote accountability and excellence, supporting managers with goal‑setting, continuous feedback, and tailored development plans.
• Learning & Development: Design and deliver programs—from technical up‑skilling to leadership workshops—that align with global priorities and empower employees to grow their careers.
• Employee Relations & Engagement: Resolve workplace issues with empathy and fairness, lead initiatives that strengthen engagement and retention, and maintain open feedback channels to surface insights.
• Policy Design & Compliance: Create clear, scalable HR policies aligned with global best practices and local labour regulations; monitor regulatory changes to ensure compliance across markets.
• Operational Excellence: Enhance HR processes, payroll coordination, HRIS administration, and reporting by embedding automation and best practices to improve efficiency and accuracy.
• Data‑Driven Insights: Use HR analytics to track key metrics (e.g., turnover, time‑to‑fill, engagement scores), identify trends, and provide actionable recommendations to leadership.