In this newly created role , the HR Business Partnering lead 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.

Key Responsibilities

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.

Skills, knowledge and experience required:

• Extensive experience in a Senior Business Partner or functional 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.

Company Benefits

• 30 days holiday paid leave
• Competitive compensation package
• Exchange policy to another Payhawk office (Barcelona, Paris, London, Amsterdam, Sofia)
• Flexible working hours
• Regular international team-wide events
• Opportunity to use the Payhawk product with a monthly travel allowance.

Please note that unfortunately we cannot provide visa sponsorship, and to be considered for this role, candidates must be able to provide proof of their eligibility to work in the corresponding country.

Payhawk is an Equal Employment Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status.