People Business Partner, Sinch

• If you have a natural curiosity, a desire to continue learning & evolving, a passion for how HR contributes to company success, and a love for driving impactful solutions, this is definitely the place where you belong
• Bachelor's Degree, in Human Resources or related field
• 8+ years of professional HR experience namely coaching leaders, developing impactful Learning & Development initiatives, handling complex employee relations issues, influencing strategy, owning employee experience initiatives, and providing guidance on organizational design
• 4+ years’ experience as People Business Partner
• Experience working in HR at a technology company
• Experience supporting multiple leaders and multiple departments across global functions
• Ability to implement quickly and optimally to drive timely and relevant initiatives without sacrificing the quality of work
• Effective written and verbal communicator with experience influencing others and collaborating cross-functionally
• Ability to exercise tact and diplomacy to resolve confidential issues
• Ability to design and implement programs aligned with organizational needs
• Ability to multitask and thrive in a fast-paced, ever-evolving environmet
• Strong knowledge of US HR compliance

Desirable

• We are looking for a People Business Partner to join our fast-paced, dedicated, and passionate team
• The ideal candidate will have a breadth of experience across many HR functions and a proven track record to partner strategically with business leaders
• This candidate will complement our teamby role modeling our core values, making data-informed decisions, eager to authentically impact an evolving, high-performance culture
• As a People Business Partner, you will have to balance thinking strategically and moving quickly, toggling between strategic work like org design and engagement survey action planning, to more traditional tasks like employee relations and performance management
• This role will build trusting relationships with leadership to help guide HR strategy as well as take the initiative to support employee engagement, employee experience, rewards & recognition, learning & development, career progression, diversity and inclusion, and other initiatives as needed
• Leadership Partnership: Guide and influence leaders through understanding and balancing the needs of the business, employees, and the company as a whole. Coach on effective ways to enhance team productivity and longevity. Organizational Development: Provide relevant data, research, and recommendations to guide decision-making for compensation, organizational structures, business continuity, and retention planning
• Employee Experience: Lead the planning and launch of initiatives that create a welcoming, inclusive, authentic, and diverse work environment such as rewards & recognition, engagement, and career development programs
• Employee Relations: Partner with leaders to strengthen team performance through implementing proactive talent management practices such as performance management, L&D, and optimizing team collaboration. Lead and guide difficult conversations
• Data and Analytics: Ability to interpret, analyze, data in order to provide insights to leaders on staffing, retention, engagement, development, and attrition, owning the implementation of programs as necessary
• Project Management: Identify and recommend continuous improvements to HR programs to drive team efficiencies. Work with the members of the team to tackle complex problems, and conduct gap analyses to find the root issues