Head of People Business Partners

Overview This senior leadership role sits at the heart of the People function, shaping how HR strategy is translated into effective business impact across global teams. You will lead a team of experienced People Partners and act as the key interface between HR leadership and senior business stakeholders. The role combines strategic decision-making with hands‑on involvement in complex people topics such as restructuring, workforce planning, and policy governance. You will ensure consistency in HR practices while adapting them to diverse international contexts. Acting as a trusted advisor, you will influence high‑stakes people decisions and help maintain a strong balance between business performance and people principles. This is a highly visible role in a fast‑moving, multicultural, and distributed environment where clarity, rigor, and leadership are essential. Accountabilities You will be responsible for leading the People Partners function, ensuring alignment across HR strategies, business needs, and operational execution while managing complex and sensitive people topics at scale. Lead and develop the People Partners team, including performance management, capability building, and continuous upskilling Act as a key member of the People leadership team, contributing to HR strategy and cross‑functional alignment Serve as escalation point for complex or cross‑perimeter HR topics requiring arbitration or senior decision‑making Oversee HR policy design and governance to ensure consistency and business alignment across geographies Manage workforce planning, headcount tracking, and cost control in collaboration with finance and FP&A teams Lead or support large‑scale transformation initiatives, including restructuring, M&A, and organizational design projects Ensure consistency in compensation decisions, off‑cycle adjustments, and pay equity governance Strengthen team delivery frameworks, prioritization, and execution quality across all HRBP activities Requirements You are an experienced senior HR leader with strong operational and strategic expertise across global HR environments, capable of handling complex organizational and workforce challenges. 10–15 years of experience in senior HR generalist or HRBP leadership roles Proven experience managing performance cycles, restructuring processes, and workforce planning initiatives Strong financial acumen, including headcount planning, cost tracking, and collaboration with FP&A teams Deep understanding of HR systems, policies, and organizational design principles Experience working across multiple geographies and navigating complex labor law environments Strong ability to influence senior stakeholders through structured, data‑driven recommendations Excellent leadership and team management skills with a focus on clarity, accountability, and development Fluency in English (mandatory); strong command of French labor law is highly valuable Ability to think in scalable systems and build robust HR frameworks Benefits Hybrid work model with 2 days in the office per week Additional 4 weeks of parental leave on top of statutory entitlements 50% healthcare coverage Home office equipment financial support Minimum 25 days of annual leave Meal allowance via Swile card (or local equivalent) 50% public transportation reimbursement (mobility program) Relocation support and visa assistance where applicable Unlimited access to carpooling and bus travel services Learning and development budget with training, mentorship, and internal mobility opportunities Employee stock ownership plan Regular team‑building and company events 1 additional day off per year to experience the product firsthand #J-18808-Ljbffr