Senior HR Business Partner, Payhawk
More information about location
4+ days a week in office
Payments & expense management solution
Open for applications
Payments & expense management solution
201-500 employees
Open for applications
More information about location
4+ days a week in office
201-500 employees
Company mission
Payhawk's mission is to simplify company spending and empower every business to reach its full potential by automating its payments and back-office work.
Role
Who you are
- Proven experience in a Business Partner or HR leadership role within a Revenue or Go-to-Market organization
- Strong background in scaling sales teams, recruitment, and talent strategy
- Demonstrated ability to provide strategic insights and influence leadership teams on people and organizational topics
- Experience in organisational development and workforce planning
- Analytical mindset with experience and data-driven decision-making
- Exceptional interpersonal and coaching skills, with the ability to provide candid feedback and facilitate positive change
What the job involves
- In this newly created role , the HR Business Partner will work closely with our Go To Market (GTM) Leadership Team, and cross-functional teams to build and scale our Revenue organisation
- This role will focus on defining and executing a holistic people strategy that drives pipeline generation and revenue growth
- They will act as the CPO of the function, partnering with leadership to scale the team, develop the people, organizational structure, and environment that supports their growth and success
- Strategic Partnership with Leadership:
- Collaborating with the GTM Leadership Team to shape and execute the people strategy and organizational development and design, advising on change management and internal communication strategies
- Serve as a trusted advisor offering candid two-way feedback, coaching, and challenging them
- Workforce Planning & Talent:
- Own workforce planning in collaboration with Finance and the Business. Ensure headcount tracking and hiring aligns with budget and targets
- Be the gatekeeper for new positions by challenging hiring needs and prioritizing based on business goals
- Partner with business leaders to scope the ideal employee profile, working closely with the people team on the talent attraction, hiring, and onboarding strategy
- Structure a scientific and data-driven assessment for candidates, ensuring predictive performance outcomes
- Conduct final interviews for all leadership roles and key critical hires
- Performance Development:
- Lead and support leaders with the performance development cycle, including performance review sessions, calibration meetings, and coaching leaders on raising the bar for talent
- Track and report on development actions, performance improvement plans (PIPs), and ensure continuous execution
- Drive and manage the pay review process to ensure fair and equitable compensation decisions related to internal equity, gender equality, and external benchmarks
- Employee Engagement, Retention & Culture:
- Facilitate pulse surveys’ outcome discussions with business leaders, co-drive action plans, track progress, and advise them on the continuous communication and engagement
- Conduct exit interviews, run analyses, and recommend actions to improve retention, culture, and the employee experience
- Manage retention cases, and provide sound advice to leaders on retention strategies
- Analysis & Business Impact:
- Develop and manage functional dashboards to measure business and people performance. Provide insights, propose action plans, and track and communicate progress regularly
- Present regular feedback to global HR and leadership teams on the function’s progress to influence global people strategy and policies
Our take
Finance teams often juggle a number of disconnected tools to manage the company's spend, with expense management, invoicing, company cards and subscriptions covered by different software packages. These aren't really designed to interact with one another, which can cause friction and create a lot of manual work. Payhawk is changing this with a unified platform to replace all individual B2B payments services, allowing a company to manage its expenses in a single place.
Operating mainly in Europe and the UK, Payhawk competes with the likes of Spendesk and Revolut Business. Where Payhawk stands out is in its flexibility in how its customers can configure its workflows, and its attentive and rapid customer support. This has seen it grow a large international customer base including the likes of Wagestream, LloydsDirect and Vinted to name a few.
Payhawk closed the second phase of its Series B funding round in 2022, with a valuation that made it the first ever Bulgarian unicorn. It has used this funding to open new offices in Paris, Amsterdam and New York as it launched its expansion into the US market. It will continue to develop its product and hire new talent, planning to grow its UK headcount by 44% in 2024 off the back of massive growth in 2023.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
Many candidates hear
back within 2 weeks
30% female employees
52% employee growth in 12 months
Company
Funding (last 2 of 5 rounds)
Feb 2022
$100m
SERIES B
Nov 2021
$112m
SERIES B
Total funding: $235.8m
Company benefits
- Flexible working hours
- Help with relocation
- Company card
- Work from any office
- 30 days holiday (excl. bank holidays)
- Medical care
Company values
- Supporting flat hierarchies
- Taking ownership and responsibility
- Seeking and providing feedback
- Managing constructive critique
- Speaking our minds
Company HQ
Holborn, London, UK
Articles
Leadership
Boyko Karadzhov
(CTO)Previously a Software Developer at Marvena for 1 year and Software Engineer - Principal at Telerik for 3 years.
Hristo Borisov
(CEO)Previously worked for 10 years at Progress, holding various positions such as Senior Manager of Product Management for 1 year and Software Developer for 2 years.
Previously Senior Corporate Finance Advisor at KPMG for 4 years and Financial Planning & Analysis Manager at Progress for 3 years.
People progressing
Currently BDR manager - started as a BDR.
Salary benchmarks
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