HR Business Partner

We’re looking for a strong HR Business Partner to work closely with business leaders and help shape the organisation to deliver its goals. This role goes beyond traditional HR support — it’s about driving business outcomes through effective organisation design, talent management, workforce planning, and leadership effectiveness. You’ll partner with leaders to build high-performing teams, make sound people decisions, and ensure their organisational structures and capabilities support the company’s broader strategy.

Key responsibilities

• Business Partnership and Organisation Design: Act as the dedicated Partner for assigned business units - Revenue, Product and Tech. Build trusted relationships across all levels — from managers to Department Heads. Partner with managers and Heads on workforce planning, org design, role clarity, and team structure. Bring diagnosis and options to leadership when people challenges arise — not just process.

• HR Support Plan: Maintain an up-to-date HR Support Plan for each exec in scope (CPO, CRO, CTO): business goals, people bottlenecks, HR actions, owners.

• Talent Management and Succession: Own talent strategy for assigned units: succession planning, A-player retention, leadership bench development. Lead and drive performance management cycles for assigned units: goal-setting, reviews, calibration, feedback quality. Create and monitor PIPs; support managers through difficult performance conversations.

• Change Management: Lead complex organisational changes (reorgs, leadership transitions, scaling); design frameworks for implementation. Build change capability in managers as seniority grows.

• Leadership Coaching and Engagement: Conduct regular 1-on-1s with managers; proactively identify disengagement and attrition risks. Lead or contribute to engagement surveys and pulse survey action planning at the business-unit level. Recommend and implement retention actions in collaboration with C&B and leadership. Coach managers on sensitive and complex people decisions; act as escalation point for high-complexity ER cases (restructuring, senior leader issues, legal-adjacent situations).

• Data and Insights: Translate people data (from People Operations) into strategic workforce insight for managers and leadership. Surface organisational risks and opportunities before they become problems.

• AI and Process Improvement: Use AI tools for analysis, diagnosis support, and workflow design. Champion AI-first and MuseOS ways of working within the business unit and the wider people function.

Requirements

• 4+ years as an HR Business Partner or similar strategic HR role.

• Experience in org design, succession planning, and performance management cycles.

• Strong coaching skills for senior managers and Department Heads, including complex/escalated ER cases.

• Comfortable using people data/analytics for workforce insight.

• Experience leading or supporting organisational change.

• Familiarity with AI tools for HR analysis and process work.

• Strong stakeholder management, able to build trust quickly across levels.

• English - Upper-Intermediate