People Business Partner

Languages: Fluent in English and Russian.

We're looking for an experienced and enthusiastic People Business Partner for our Product organization who's passionate about fostering growth and development within a fast-paced technology environment. You'll be an advocate for our employees, a trusted advisor to our leaders, and a champion for our culture. You should be comfortable rolling up your sleeves to get things done, but also able to think strategically about the long-term needs of our organization.

Key Responsibilities

• Implementing Best-in-Class HR & Management Practices: Collaborate with other HR functions to design and implement key practices, including workforce planning, onboarding, performance management, career development, and succession planning.

• Mentoring & Coaching Leaders: Support Product leaders in their development, acting as an advisor and trusted partner to help resolve complex HR cases.

• Supporting HR Processes & Policies: Own key HR processes and practices within the Product function. Work with the extended HR team, Product leaders, and employees to manage, evolve, and provide access to HR processes and policies. Implement high-impact policies efficiently, focusing on staffing, onboarding, performance management, career development, and promotion.

• Managing Change & Projects: Act as a change agent for the Product function by implementing HRIS systems, management practices, and organizational structural changes. Lead or participate in HR projects such as grading, performance management, and career development.

Skills & Qualifications

• Experience: 3–5 years as an HR Business Partner, preferably within tech environments. Demonstrates a solid understanding of HR best practices and a strong track record of navigating complex HR challenges.

• Change Management: Proven success in leading and executing critical HR initiatives at scale. Skilled at engaging diverse stakeholders, mitigating risks, and managing resistance with confidence.

• Adaptability: Thrives in fast-paced, high-growth startup settings with evolving priorities and ambitious goals. Comfortable with ambiguity and excels at creating structure amid chaos. Quick and enthusiastic learner.

• Effective Communication: Builds trusted relationships across all levels of the organization, including with Product leaders. Exceptional written and verbal communication skills, with experience in stakeholder management and executive coaching.

• Influence Without Authority: Achieves results through collaboration. Mobilizes teams and aligns resources to drive key initiatives forward.

• Ownership and Accountability: Takes full responsibility for the HR function. Challenges the status quo, actively seeks diverse perspectives, and demonstrates a commitment to continuous learning and growth.

• Languages: Fluent in English and Russian.

Expected Outcomes in your First 90 Days

• Setting up basic HR practices for performance management: Discover current HR and management practices in Product function. Define what works well and what needs alignment and improvement. Build a project plan with specific success criteria, engage relevant stakeholders and team, and start implementation.

• Build and implement a career planning process for the Product team: in collaboration with Product and leadership, identify a framework for a career conversation, create career tracks, and build career plans for key employees within the function.

• Support HRIS implementation: Collaborating with the HRIS manager to effectively implement Lattice in Product function. Lead the change within the function to ensure a high adoption rate for managers and employees.

• Build trust: Demonstrate expertise and high execution level to establish professional trust within Product function and across the organization.

First-Year Milestones and Achievements

• Develop a comprehensive strategic plan for advancing the People function within the Product organization. Assess strengths and areas for improvement to drive and implement high-impact, sustainable changes.

• Partner with Talent Acquisition and People Operations to align HR functions and successfully implement key company-wide initiatives.

• Establish and manage essential HR processes and practices, including performance management, career development, and succession planning.

• Enhance management capabilities to execute best-in-class people management practices and facilitate organizational changes.