BUSINESS PARTNER JOB DESCRIPTION

An HR Business Partner who cannot translate business priorities into people action leaves workforce planning to chance. Headcount gaps widen, ER cases stall, and succession pipelines dry up before leadership notices the cost. The HR Business Partner exists to prevent exactly that: a senior generalist who owns the full people agenda for one or more business units, advising leaders from first-line managers to the C-suite on talent, organizational design, and employment compliance. What makes the role demanding is the dual accountability it carries: regulatory literacy spanning local labor law and industrial relations, alongside the commercial fluency to sit at a leadership team table and influence decisions before they become people problems.

You will own workforce planning, employee relations, and the end-to-end delivery of people initiatives for assigned business units, serving as the HR Business Partner who connects operational reality to talent strategy. The role spans a broad remit from compliance and ER case management through succession planning and organizational change, working closely with senior leaders, specialist HR functions, and, where applicable, a small team of HR practitioners reporting through the position.

Career Impact: Deep ownership of a business unit's people agenda builds the kind of cross-functional advisory credibility that distinguishes senior HRBPs from generalists and opens the path to People Director or Head of HR roles.

Business Impact: Leaders in assigned units gain a partner who flags workforce risks before they materialize, improving retention rates and reducing the time and cost of unplanned vacancy management.

Growth Opportunity: Exposure to organizational design, industrial relations frameworks, and board-level people reporting broadens the HRBP's market value well beyond day-to-day HR operations, accelerating progression toward CHRO-track roles.

• Partner with senior leaders and line managers to develop and execute people strategies covering talent management, workforce planning, and organizational effectiveness.
• Lead end-to-end employee relations case management, including investigations, disciplinary processes, grievance handling, and compliance with applicable labor legislation.
• Drive workforce and succession planning cycles for assigned business units, maintaining a qualified and diverse talent pipeline aligned to near-term and long-term headcount plans.
• Implement global and local HR initiatives including performance management, total rewards review, learning and development programs, and employee engagement surveys.
• Analyze people data from the monthly HR dashboard to identify retention trends, capability gaps, and organizational health indicators, presenting findings to business leadership.
• Coach and influence managers at all levels on performance management, recruitment best practices, and change management, ensuring decisions align with employment law and company policy.
• Manage organizational change and restructuring projects within assigned business units, applying established change management methodologies and minimizing operational disruption.
• Collaborate with specialist HR functions, talent acquisition, learning and development, compensation, and people operations to deliver integrated solutions across the employee lifecycle.

• Bachelor's degree in Human Resources, Business Administration, or a related discipline, or equivalent work experience.
• 3 or more years of HR Business Partner or HR generalist experience, with demonstrated exposure to employee relations, talent management, and workforce planning.
• Solid working knowledge of local labor legislation, award interpretation, and industrial relations frameworks applicable to the operating environment.
• Proven ability to advise and influence senior leaders and line managers on a wide range of people matters, including sensitive ER cases and organizational change.
• Experience designing and implementing HR programs, such as performance management cycles, succession planning, or engagement initiatives, within a medium to large organization.
• Demonstrated competency in analyzing HR data and translating trends into actionable recommendations for leadership.
• Strong written and verbal communication skills, with the ability to present complex people-related information clearly to non-HR audiences.
• Proficiency with an HRIS platform for data management, reporting, and workflow administration.

• Professional certification in human resources, such as PHR, SPHR, CIPD, or equivalent national credential.
• Experience supporting HR across multiple countries or geographies, including familiarity with at least one international labor regulatory regime.
• Background in a high-growth, matrixed, or complex organizational environment such as a multinational corporation, digital scale-up, or professional services firm.
• Exposure to DEI program design, mental health and wellbeing initiatives, or corporate social responsibility projects as part of the broader people agenda.

• ER case resolution time, measuring how efficiently employee relations matters are closed within defined SLAs.
• Voluntary attrition rate within managed business units, reflecting the effectiveness of retention and engagement programs.
• Time-to-fill for critical roles in assigned units, indicating the quality of workforce planning and talent pipeline activity.
• Employee engagement score delta year-over-year within supported business units, tracking the impact of people initiatives on workforce sentiment.
• Succession coverage ratio for key roles, measuring the proportion of critical positions with at least one ready-now or ready-soon successor identified.
• Typical tools: HRIS platforms (commonly Workday or SAP SuccessFactors); people analytics and reporting (commonly Power BI or Visier).

• Base Salary Range: $85,000 to $130,000 depending on seniority and scope
• Bonus: Annual performance bonus, typically 8 to 15% of base salary
• Equity: Uncommon at this level; RSUs offered at director-track organizations
• Health Benefits: Medical, dental, and vision coverage; employer-subsidized premiums standard
• PTO: 15 to 20 days annually, plus public holidays and sick leave
• Common Perks: Professional development budget, PHR/SPHR exam reimbursement, hybrid work flexibility

Figures are estimates based on general US market benchmarks and may be outdated. Adjust based on location, company size, and seniority level.

Work authorization in the United States is required; candidates must be eligible to work without employer sponsorship now or in the future. Employment in this role is contingent on the successful completion of a background check conducted in accordance with applicable law. All qualified applicants will receive equal consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected under federal, state, or local law. Candidates requiring reasonable accommodations during the application or employment process are encouraged to submit a request to the hiring organization.

The Communications Business Partner shapes strategic communications programs and campaigns for the Government Affairs function, translating complex policy and market research into content that advances the company's U.S. business objectives. Working across Corporate Messaging, Social Media, Media Relations, Brand, and Creative Services, the Communications Business Partner delivers integrated strategies spanning thought leadership, message development, and social media activation to strengthen the company's regional reputation and U.S. policy agenda.

Key Responsibilities

• Manage complex research, data collection, and analysis to support strategic communications initiatives.
• Collaborate with internal stakeholders across HR, Finance, Business Development, and Strategy to obtain business-relevant economic and market data.
• Design, manage, and measure strategic communications programs and campaigns aligned with government affairs objectives.
• Develop and execute integrated communications strategies, including message development, thought leadership, and social media activation.
• Contribute to content generation, including talking points, fact sheets, reports, social media alerts, and press releases.
• Develop visual representations of complex data and create interactive tools.
• Write, edit, and distribute information designed to reach regional, national, and international audiences through various platforms.
• Communicate complex, technical, or policy issues to diverse, non-technical audiences.
• Perform research and monitoring of relevant national policy, industry issues, and market developments to proactively identify emerging issues.
• Work effectively within a matrixed environment to deliver results.

Required Qualifications

• Bachelor's degree in Business or Marketing.
• 8+ years of experience in marketing, communications, or journalism.
• Demonstrated project management experience working with cross-functional teams across multiple disciplines.
• Experience leading and conducting large-scale campaigns.
• Experience closely supporting executive management, with proven influencing skills across functions and with senior executives.
• Experience translating complex information into engaging and succinct content targeted toward specific audiences.
• Extensive knowledge of vertical market research, including analyzing, evaluating, and reporting complex data to senior management.
• Strong analytical and problem-solving skills.
• Proficiency in PowerPoint and other presentation platforms.
• Proficiency in multimedia platforms, with a desire to learn new technologies.
• Proficiency in internet research, with a solid understanding of the macroeconomic and business environment.
• Programming and analytical skills for accurate database manipulation.
• Excellent verbal and written communication skills.
• Ability to work independently and manage multiple projects simultaneously in a fast-paced, deadline-driven environment.

Embedded within the HR function, the Analytics Business Partner leads data-driven initiatives that empower HR and business leaders to integrate talent insights into strategic planning. Working closely with global teams across multiple time zones, the Analytics Business Partner delivers quantitative analyses, stakeholder consultation, and self-service analytics tools that translate people data into clear, actionable recommendations.

Core Functions

• Apply expertise in quantitative analysis and data presentation to inform, influence, support, and execute talent decisions.
• Act as an internal consultant by understanding business needs, scoping data requests, synthesizing insights, and recommending solutions to key business partners.
• Investigate ways to measure and visualize existing processes for internal efficiency analysis and stakeholder communication.
• Manage multiple concurrent projects requiring inputs from cross-functional stakeholders while balancing impact on business needs.
• Deliver analytical, survey, or research results to technical and non-technical audiences.
• Leverage tools such as SQL, Tableau, Workday, Visier, Salesforce, and Excel to drive analytics and enable client self-service on routine queries.

Qualifications & Experience

• MBA, MA, or MS, or equivalent work experience in a field emphasizing analyzing, displaying, or reporting on data, such as computer science, mathematics, engineering, economics, statistics, or psychology.
• 4+ years of consulting or corporate work experience focused on using data to uncover insights that drive action and communicating analyses to technical and non-technical audiences.
• Experience in analytics, management consulting, sales operations, finance, compensation, or related fields.
• Knowledge of statistical analysis, including descriptive statistics and statistical significance, quantitative research, and experience gathering and interpreting data.
• Project management experience with multiple stakeholders, including prioritizing and delegating projects and tasks.
• Experience engaging directly with enterprise-level clients and stakeholders.
• Experience training and mentoring team members.
• Experience working across various levels of an organization while building trust and fostering collaboration.

Reporting to business unit leadership, the FP&A Business Partner owns the full cycle of financial planning and analysis, from monthly close and variance interpretation to executive-level presentations, including Board of Directors materials. Partnering with department leaders and key stakeholders, the FP&A Business Partner translates complex financial data into actionable insights and performance recommendations that improve business efficiency and inform strategic decision-making.

Primary Duties

• Act as a subject matter expert and trusted financial advisor to business unit leadership, providing guidance, deep insights, and recommendations to improve business efficiency and costs.
• Monitor business performance and KPIs.
• Break down complex business issues into clear presentations with recommended actions and implications.
• Serve as a strategic and operational partner with department leaders in determining key strategic business objectives by influencing decisions and providing proactive recommendations backed by strong financial analysis.
• Participate in strategy development and planning, facilitate financial planning processes, and develop metrics to monitor performance against strategic objectives.
• Deliver timely financial analytics, provide insights into variances, and offer business counsel to measure performance and strategic initiative progress.
• Translate business and industry data into actionable insights and KPIs to support sound decision-making.
• Serve as an expert to multiple levels of business leadership through interpretation of complex financial information, supporting decision-making and collaboration with key stakeholders.
• Drive and influence performance through a comprehensive understanding of operational and financial business drivers.
• Build compelling executive-level presentations, including Board of Directors and earnings-related materials.
• Conduct ongoing user education and provide management consultation on the use and interpretation of analyses, reports, methodologies, and source data systems.
• Support the business on executing strategic and operational objectives, and undertake ad hoc analyses and special projects.

Skills & Qualifications

• High School Diploma or GED.
• Bachelor's degree or equivalent work experience, with Finance or Business preferred.
• 5 years of relevant work experience with a Bachelor's degree.
• 9 years of relevant work experience instead of a Bachelor's degree.
• Experience in financial modeling, analysis, and planning applications.
• Demonstrated ability to collaborate on large cross-functional projects.
• Ability to translate data and analysis into effective written and verbal communication.
• Demonstrated business and financial acumen.
• High proficiency in Microsoft Office.
• Ability to shift activities, priorities, and approach based on new demands.

Sitting at the intersection of talent acquisition and employee relations, the HR Business Partner shapes the full people lifecycle for a global organization, leading activities from candidate sourcing and compensation negotiation to training design, labor relations, and workforce planning. Operating across HR, operations, and business functions, the HR Business Partner supports line managers, oversees recruitment processes and headcount planning, and administers unionized labor programs to align HR outcomes with business objectives.

Duties

• Develop, research, and identify prospective talent to maintain a pipeline of qualified candidates.
• Determine appropriate recruiting sources for advertising and posting positions.
• Promote the employer brand to candidates and external service providers.
• Document and evaluate the recruiting and candidate interview process.
• Negotiate and support hiring managers in developing new hire compensation packages and offers.
• Develop and implement effective recruitment processes and tools to select the right people for the right roles.
• Maintain a network of contacts to help identify and source qualified candidates.
• Participate in setting up job descriptions for vacancies.
• Monitor the hiring agenda and staff movement plan throughout the year to support the business plan.
• Monitor headcount planning and control the annual recruitment budget.
• Maintain accurate candidate database and applicant tracking system records.
• Prepare weekly and monthly recruitment reports as requested.
• Support ongoing employee engagement through communication, information sharing, and knowledge management.
• Manage activities involved in the design, preparation, delivery, and needs assessment of training and development programs.
• Monitor the implementation of training and development programs and assess their effectiveness.
• Manage and control all related expenditures in the design and implementation of training programs.
• Ensure quality standards in training are maintained throughout all programs.
• Perform data analysis, consolidation, and reporting.
• Follow up on labor contracts to ensure data accuracy and timeliness.
• Assist in the administration and implementation of unionized labor relations programs, policies, and procedures.

Requirements

• Bachelor's degree in Human Resources.
• Demonstrable experience working as an HR Business Partner in a global organization.
• Demonstrated experience working closely with a variety of internal and external stakeholders at different levels of the business.
• Proficiency in HR, including experience with HRIS such as Workday, Recruitment, and Compensation and Benefits.
• Significant experience with effective learning and development methods.
• Good understanding and knowledge of international labor legislation and practices.
• Technical understanding of a broad range of IT operations and service offerings.
• Strong client engagement and relationship-building skills.
• Ability to persuade, negotiate, and influence key stakeholders.
• Ability to manage urgent and complex tasks simultaneously.
• Proficiency in Vietnamese and English.

A key member of the IT organization, the Principal IT Business Partner leads product strategy and enterprise system delivery, managing full-lifecycle initiatives from discovery and requirements definition through rollout and production support. Collaborating across business owners, technical resources, and senior executives globally, the Principal IT Business Partner shapes ERP platform roadmaps and coaches junior team members to ensure system controls and audit requirements are consistently met.

Functions

• Serve as the primary point of contact for multiple business systems.
• Play multiple roles, including subject matter expert, solution architect, project manager, and business partner.
• Engage periodically with stakeholders to understand their needs, priorities, and business roadmaps.
• Assist management in planning and developing technology and product roadmaps.
• Manage major product initiatives from initial discovery through to rollout.
• Evaluate high-level project information and assess product components to forecast work efforts.
• Develop solution options, project plans, and timelines.
• Maintain accountability for the product backlog and prioritization of user stories.
• Lead product backlog grooming sessions, retrospectives, release planning sessions, and stand-up meetings.
• Work closely with business owners and users to gather business requirements and develop user stories.
• Understand platform architecture, prepare functional and technical requirements, and design solutions as a solution architect.
• Develop test plans and test scripts, and perform testing and post-production validation.
• Develop ideas, business cases, and plans for continuous improvements.
• Lead production support activities and resolve incidents by following support processes.
• Train internal teams on new product functionality and processes.
• Coach and help develop team members, and assume a supervisory role for junior team members as needed.
• Ensure that proper system controls, change management protocols, and audit requirements are met.

Experience & Qualifications

• Bachelor's degree in Computer Science, Information Systems, Finance, Business, or a related field.
• Master's degree preferred.
• Deep knowledge and expertise in ERP and business systems, with strong IT project management and support experience.
• Prior experience leading support activities for large ERP platforms, preferably PeopleSoft or E-Business Suite, or other enterprise applications.
• Proven experience in project management using waterfall and agile methodologies.
• Experience as a product owner working with agile teams, writing user stories, and following the process through user story acceptance.
• Experience in business partnership, business analysis, or quality assurance roles.
• Experience in product strategy and design.
• Knowledge of various databases, including Oracle, SQL Server, and MySQL, and experience writing queries and performing database programming.
• Advanced proficiency in project management, spreadsheet, and word processing software.
• Strong documentation skills and ability to translate business requirements into functional and technical concepts.
• Solid design ability and problem-solving skills.
• Ability to communicate effectively with teams, stakeholders, senior executives, and technical resources globally.

Sound investment decisions and profitability growth depend on the Area Finance Business Partner, who delivers financial and scenario-based modeling, monthly P&L analysis, and business case development to support product managers and key stakeholders across trade lanes and locations. Serving as a finance coach and thought partner, the Area Finance Business Partner owns forecast and planning cycles, contributes to mergers and acquisitions evaluations, and builds advanced business finance capabilities within the team.

Accountabilities

• Deliver performance transparency utilizing the latest IT landscape and market intelligence sources.
• Build forecast and scenario-based simulations and business cases to support decision-making.
• Run initiatives and projects together with business growth plans.
• Monitor progress and performance against business objectives.
• Conduct monthly profit and loss analysis for product managers, including insights on commodities, locations, and trade lane performance.
• Analyze monthly customer behaviors and translate findings into actionable insights.
• Build and spar on business cases and financial models with product managers, including discounted cash flow analysis, NPV, and IRR.
• Contribute to the product finance business partner community for best practice sharing and capability development.
• Engage in projects and other focal roles, including operating system initiatives, office moves business cases, and market assessments.
• Play a key role in business planning and actively drive the plan with key stakeholders.
• Work on various investment opportunities, including mergers and acquisitions and joint ventures.
• Provide coaching and inspiration for the finance team to develop world-class business finance capabilities.

Technical Qualifications

• Bachelor's or Master's degree in Economics, Business Administration, or Finance.
• At least 5 years of experience in a combination of accounting, investment, mergers and acquisitions, or asset purchasing and sales, and financial modeling, planning, and working capital management.
• Financial acumen, including the ability to understand and communicate insights based on profit and loss, build business cases, and construct financial and investment models for decision-making.
• Strong problem-solving skills, with the ability to quickly capture business requirements, provide relevant insights from available data, and decompose complex problems into manageable pieces.
• Stakeholder management skills, including engaging with senior leaders, managing expectations, and influencing without authority.
• Strong communication and presentation skills, including the ability to present to senior leaders and decision-makers in English.
• Business acumen, including an understanding of logistics and services businesses.
• Advanced proficiency in Microsoft PowerPoint and Excel.

As the Sr. Business Partner, this role builds project strategies and operational frameworks for the Assets Protection Governance team, executing compliance programs, communications, and reporting across stores, field investigations, and supply chain functions. The Governance team relies on this work to maintain cross-functional alignment, drive process execution with local and state government agencies, and deliver data-driven recommendations that support business objectives nationwide.

Activities

• Lead and support projects that execute strategy and operational efficiencies for the Governance team.
• Work with team members to support directives, training, and meeting strategies.
• Work with cross-functional teams and local and state government agencies to create and support the execution of processes for stores, field investigations, and supply chain and logistics teams.
• Send communications, build reporting, and track compliance for store teams and field leaders across the country.
• Manage multiple communications streams and influence the peer group to meet all deadlines.
• Build relationships and trust with headquarters partners and field leaders.
• Create feedback loops and routines to deepen business acumen and provide recommendations and solutions for business problems.
• Utilize critical thinking, research, analysis, issue framing, benchmarking, and collaboration to create project strategies and initiatives.
• Create and execute project plans, including insightful data, success measures, detailed timelines, creative presentations, and written communications to influence leaders.

Position Requirements

• Four-year degree or equivalent experience.
• 2–3 years of work experience in an operations environment, preferably in retail, stores, or asset protection.
• Demonstrated project management skills, with previous experience managing multiple priorities and tight deadlines.
• Strong verbal and written communication, problem-solving, and consulting skills.
• Strong collaboration skills, with the ability to build partnerships and drive change with a diverse audience.
• Ability to identify problems, understand data insights, and make decisions.
• Demonstrated resiliency and accountability in an ambiguous and rapidly changing environment.
• Proficiency in Microsoft Office and Smartsheet.

HR Business Partner II leads the development and execution of HR strategies focused on talent management, workforce planning, and employee engagement for a high-growth organization, owning programs across the broader HR team and supporting a 24/7 multi-shift environment through periods of significant seasonal ramp. The work directly supports business leaders in translating people priorities into data-driven solutions that improve performance, retention, and the overall employee experience.

Operational Focus

• Lead and develop a team of HR professionals in a high-growth, rapidly changing environment.
• Work in an environment that demands strong deliverables, with the ability to identify problems and drive appropriate solutions.
• Maintain effective internal and external customer service focus.
• Understand business goals and recommend new approaches, policies, and procedures to drive continual improvements in business objectives, productivity, and HR development.
• Understand the entire talent system and each stage of the employee lifecycle, and apply that understanding to craft integrated solutions reinforced by upstream and downstream talent programs.
• Interface at all levels of the organization and operate with autonomy and discretion.
• Monitor employee engagement to ensure a high level of morale and productivity.
• Support a 24/7 environment with multiple shifts and a significant staffing ramp during the seasonal peak in the fourth quarter, including flexibility to work nights, weekends, and holidays.

Knowledge Skills & Abilities

• Bachelor's degree from an accredited university.
• Master's degree or MBA in Human Resource Management.
• 3+ years of human resources generalist experience.
• Experience supporting hourly employee client groups in a call center, distribution center, or manufacturing environment.
• Demonstrated experience managing and leading employees.
• HR experience with companies supporting 250–500 or more associates.
• Proficiency with HRIS systems.

The HR Business Partner advances strategic people outcomes for Magic Eden's APAC business units, managing employee relations, guiding workforce planning and succession, and ensuring the employee experience reflects company culture and values. Reporting to People Operations and partnering closely with Talent Acquisition and legal teams, the HR Business Partner provides professional guidance on compensation, benefits, compliance, and organizational restructures across a hyper-growth environment.

Key Deliverables

• Serve as business partner to APAC business units to enable the execution of strategic objectives through an empowering talent strategy.
• Manage employee relations and serve as a trusted advisor in all talent-related matters.
• Partner with Talent Acquisition on recruitment activities.
• Provide guidance on business unit restructures, workforce planning, and succession planning.
• Lead and support the creation, implementation, and delivery of company-wide projects and initiatives.
• Serve as an ambassador of the company's culture and values, ensuring the employee experience is consistent with the brand.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Guide and manage activities related to compensation, benefits, and retirement savings programs.
• Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Professional Experience

• Post-secondary education in Human Resources, Communications, Marketing, or a related field.
• 3–5 years of human resources experience supporting the needs of a growing organization.
• Experience advising and coaching clients across a wide array of human resources issues.
• Experience leading and delivering tailored HR programs and services that support business objectives.
• Excellent written and oral communication skills, with the ability to work in both team and self-directed environments.
• Ability to thrive in the ambiguity of a startup in hyper-growth mode.

Embedded within a multinational HR function, the HR Business Partner develops and executes people strategies that attract, develop, and retain employees, driving global and local HR initiatives and supporting effective organizational transformation across assigned business units. Working closely with business heads, line managers, and people specialists, the HR Business Partner oversees compliance, promotes an inclusive culture, and coaches leaders to align decisions with organizational purpose and values.

Areas of Ownership

• Contribute to the execution of the business plan through the creation and implementation of people strategies that attract, develop, and retain employees.
• Drive flawless execution of global and local HR initiatives.
• Coordinate and execute workforce planning for the assigned business unit.
• Ensure people issues are a key consideration when discussing and planning business activities.
• Manage effective organizational transformation and change projects using best practice methodologies.
• Implement people cycle activities, including Total Rewards, Talent Management, and the development agenda for the business unit.
• Act as people co-pilot to the business unit, mentoring and coaching the business head and team.
• Lead the promotion of an inclusive, safe, productive, empowering, and equitable culture.
• Shape the culture to align with organizational goals and initiatives by supporting and coaching line managers in implementing core people processes.
• Work with leaders to enhance current and future functional and leadership capability needs.
• Coach others to behave and make decisions in line with organizational purpose and values.

Background & Experience

• University degree in Human Resources or equivalent.
• Minimum 3 years of experience as an HRBP in a multinational or complex organizational structure.
• Successful experience contributing to the creation, implementation, and execution of people strategies for a business, function, or unit.
• Strong business acumen, including an understanding of business performance drivers and long-term direction.
• Excellent communication skills.
• Ability to influence and coach a variety of stakeholders across a complex organization.
• Good knowledge of local labor legislation and regulations.
• Fluency in English; proficiency in additional languages is an asset.

Reporting to senior HR leadership, the People Business Partner Lead oversees HR strategy design and implementation for a high-growth organization, managing performance management, succession planning, employee experience initiatives, and annual headcount planning. Partnering with global People and Culture and Talent Acquisition teams, the People Business Partner Lead delivers HR solutions aligned to local business needs while mentoring the local HR team to build organizational capability.

Role Responsibilities

• Understand business operations and their success factors.
• Design and implement HR strategies that reflect global HR philosophy and practices while addressing local business needs.
• Develop and nurture HR leadership presence with key stakeholders, understanding their business goals and delivering HR solutions that enable those goals.
• Collaborate with global People and Culture and Talent Acquisition teams in designing and delivering HR solutions and participating in global HR projects.
• Manage performance management, learning and development, succession planning, and employee experience initiatives.
• Manage annual headcount and budget planning.
• Oversee HR compliance and lead employee relations matters.
• Mentor and support the local HR team.

Required Qualifications

• 8–10 years of experience in an HR leadership or HRBP capacity within a high-growth and complex organization.
• Expertise in implementing performance management, talent management and development, succession planning, and HR policy and compliance.
• Ability to align multiple business, operational, and people goals.
• Strong leadership influencing skills, including the ability to build business cases and create a sense of urgency.
• High judgment in ambiguous and uncertain situations, with a practical yet continuously improving approach to problem-solving.
• Excellent communication skills in both English and Vietnamese, with strong interpersonal skills.
• Consulting and coaching approach in professional interactions.
• Hands-on working approach with the ability to facilitate workshops and meetings.
• Proficiency in Microsoft Office, Google Sheets formulas, and Google Suite.

Sitting at the intersection of financial control and manufacturing operations, the Finance Business Partner produces monthly close analysis, production variance reporting, and budget support that translates operational performance into clear financial insights for process teams and senior stakeholders. Operating across finance partners, technical services, and operations teams, the Finance Business Partner advances cost management and overhead allocation accuracy using SAP, enabling corrective actions that keep production on plan.

Job Functions

• Support the monthly accounting close process and related submissions.
• Explain and track production variances, including spend, materials usage, and blend.
• Support updates to bills of materials in SAP for new products or changes to existing ones.
• Allocate budgeted overheads to products to determine total product costs.
• Support the raw material budget process in close conjunction with technical services and operations.
• Communicate key production variances at operations meetings and to process teams as appropriate.
• Work with designated process teams to deliver meaningful information on financial performance, particularly production variances that process teams influence.
• Support the development of the annual budget process for key elements.
• Support the month-end close process with other finance partners.

Qualifications & Experience

• Qualified Accountant, such as ACA, CGMA, or CPA.
• 3+ years of experience.
• Prior experience with SAP.
• Advanced Microsoft Office capabilities, particularly Excel, PowerPoint, and Word.
• Strong business acumen with the ability to solve problems effectively.
• Effective communication skills.

A key member of the Nordic finance business partner function, the HR Business Partner II advances brand and business mix performance by leading monthly closings, KPI monitoring, and financial development analysis for local and Nordic-level stakeholders. Collaborating across marketing, sales, and finance teams, the HR Business Partner II produces timely reporting, revenue and cost calculations, and process improvement initiatives aligned with Nordic financial strategies.

What You'll Do

• Lead the internal budget and latest estimate process.
• Perform monthly closings and reporting at local and Nordic levels, including cost follow-up, accruals, and risk analysis.
• Monitor, analyze, and steer the financial development of brands and brand mix within the legal entity using set KPIs.
• Guide and support marketing and sales teams on revenue and cost calculations and decision-making.
• Assist local management and the Nordic CFO with financial materials and decision-making.
• Support and improve financial processes and development across the business.
• Work within the Nordic finance business partner function to align Nordic financial processes.

Skills & Qualifications

• Bachelor's or Master's degree in a relevant field.
• Minimum 3–5 years of relevant business experience.
• Experience in business controlling or business partnering.
• Knowledge of the beauty or FMCG industry is an advantage.
• Advanced proficiency in Microsoft Office, particularly Excel, and analysis and reporting tools such as Power BI.
• Proficiency in English and at least one Scandinavian language, written and verbal.

Profitable marketing investment and accurate financial planning depend on the Finance Business Partner, who produces robust forecasts, monthly P&L analysis, and timely budget-versus-actual reporting that equip marketing leaders with the insights needed to drive profitability and process efficiency. Serving as a strategic advisor to C-suite executives and heads of departments, the Finance Business Partner refines KPIs, identifies performance trends, and leads process improvement and automation initiatives across the marketing function.

Day-to-Day Responsibilities

• Drive monthly marketing P&L dialogue with marketing leaders.
• Provide insightful, timely, and value-added input on key financial topics.
• Produce robust forecasts that achieve business objectives.
• Provide timely and accurate analysis of budgets, forecasts, and actuals.
• Establish and monitor key performance indicators for marketing.
• Understand the drivers of business performance, identify trends and areas of opportunity or remedial action, and influence the implementation of initiatives to drive profitability.
• Drive process improvement initiatives, including automation and streamlining.

Requirements

• Bachelor's degree in Finance or equivalent.
• Minimum 7 years of relevant experience, preferably supporting a marketing function including client management, scope, efficiency, and budget.
• Advanced proficiency in Excel.
• Experience working with large data sets.
• Strong analytical skills and business acumen.
• Strong communication skills.
• Ability to manage key stakeholders ranging from C-suite executives to heads of departments.
• Ability to work effectively in a fast-paced, dynamic environment.

As the Junior Brand Business Partner, this role develops sustainability-focused brand activations and customer communications, translating global and local initiatives into a cohesive customer journey across all business touchpoints. The brand and communications team relies on this work to maintain alignment across packaging, retail, and marketing channels, influence new ideas, and ensure sustainability strategies are reflected consistently in consumer-facing content.

Scope of Work

• Translate consumer-facing sustainability strategy initiatives into a deliverable and cohesive customer journey, both globally and locally.
• Establish and maintain a collaborative network with brand, customer communications, packaging, and retail teams to ensure clear internal communication channels.
• Maintain good working knowledge of business-critical plans within sustainability, brand, and marketing teams.
• Influence and negotiate with brand and communications teams to introduce new ideas and opportunities.
• Ensure both global and local initiatives are considered for all activities.
• Deliver presentations to internal stakeholders on sustainability activations.
• Analyze sales results and evaluate the performance of new initiatives in collaboration with central merchandising, product, and marketing teams.
• Review and respond to competitor activity regarding sustainability and ethics within consumer marketing and communications.
• Identify business improvement opportunities that will positively impact the customer brand experience.
• React to current and external market trends in the sustainability product space and assess their relevance for the customer.
• Serve as a sustainability and customer communications ambassador internally and externally, building new and existing relationships.
• Develop peer group relationships and contribute effectively as a member of the team.
• Work with senior brand leadership to devise long-term strategies and business initiatives.
• Develop new ideas based on external market trends and create a consistent end-to-end experience across all business touchpoints.

Experience & Qualifications

• 2–3 years of experience in a similar role.
• Experience working in a marketing or brand department is preferable.
• Knowledge of the sustainable fashion industry.
• Proficient in MS Office across PC and Mac.
• Strong written and verbal communication skills, with effective cross-functional influencing ability.
• Strong analytical and strategic thinking skills, with the ability to interrogate high volumes of data and maintain a higher-level overview.
• Excellent planning and organizational skills, with the ability to prioritize projects, manage deadlines, and multi-task.
• Ability to manage sensitive matters with discretion and maintain confidentiality.
• Collaborative team player with strong interpersonal skills and the ability to build effective working relationships across all levels.
• Energetic, ambitious, and results-driven, with a high level of integrity, diplomacy, and professionalism.

Lead People Business Partner, EMESA oversees strategic people consulting and office partnering across functions and cohorts as the EMESA region scales, aligning commercial objectives with people priorities through workforce planning, performance management, hiring decisions, and compensation programs. Success in the position means building trusted relationships at every level, leveraging talent data to inform engagement and development strategies, and delivering change management plans that enable sustainable growth across a multi-market digital environment.

Work Activities

• Act as a strategic people consultant accountable for office partnering across specific functions and cohorts as the EMESA region scales for growth.
• Align commercial objectives with people priorities in partnership with leadership.
• Advise and coach line managers on people topics, including strategic workforce planning, change management, performance management, hiring decisions, and compensation programs.
• Provide hands-on team support, including responding to emergencies, and leverage broader resources to implement people initiatives.
• Own the people plan for assigned functions and cohorts, partnering with learning and development, staffing, people operations, and recruiting to implement solutions for a scaling business.
• Build relationships with talent at every level through business partnership, thought partnership, and coaching from orientation.
• Proactively assess team, manager, and employee development needs and organizational pyramid shapes, then make and implement appropriate recommendations.
• Leverage available data and talent and market acumen to inform compensation, engagement, and learning and development strategies.
• Partner with staffing to design development opportunities for employees while meeting commercial needs of the business.
• Communicate company-wide programs and initiatives, including mental health and engagement survey results.
• Develop change management plans with leadership and engage in two-way feedback with partners, leadership, and employees.

Technical Qualifications

• Bachelor's degree strongly preferred, with a specialization in psychology, HR, or business as a plus.
• 5+ years of experience in a people or HR business partner role partnering with executive or director-level stakeholders.
• International experience across Europe, including the UK, Germany, and France, as well as scaling new markets preferred.
• Experience working in a multi-stakeholder environment in a fast-growing digital or technology company with a global presence and US headquarters.
• Up-to-date awareness of current people and HR practices, standards, and innovations in the technology and professional services industries.
• Strong communication, data analysis, interpersonal, relationship-building, consulting, and leadership skills.
• Demonstrated situational flexibility and strong leadership skills.
• Ability to navigate ambiguity in a change-oriented environment.
• Passion for technology and a desire to remain current with digital trends.

The Principal DEI Business Partner guides the design and global scaling of diversity, equity, and inclusion strategies, developing goals, metrics, and initiative frameworks aligned with both HR and business plans across a large, multifunctional organization. Partnering with HR business partners, recruiting teams, and central diversity functions, the Principal DEI Business Partner builds inclusive mechanisms, maintains DEI data integrity, and connects leaders across competing priorities to drive effective collaboration.

Performance Expectations

• Design and drive DEI strategy and initiatives.
• Leverage mechanisms to regularly update business leaders on progress and business impact.
• Build DEI plans aligned with and in support of business plans.
• Develop goals and strategies and implement and scale initiatives globally across a large, diverse, and multifunctional organization.
• Provide consulting to HR business partners and senior leaders to develop appropriate reports, metrics, and research.
• Maintain DEI data integrity and report on such data.
• Partner with the HR team to develop mechanisms that foster a more inclusive environment and establish alignment with HR business partners and recruiting teams.
• Build trust across a range of levels and disciplines to serve as a subject matter expert for business and HR teams.
• Participate actively in DEI community teams and affinity groups.
• Partner with central diversity teams to share and identify best practices, leverage effective tools, and deploy them in ways that are meaningful to business partners.
• Influence global diversity strategies and practices through collaborative partnership.
• Connect and inspire people to drive effective teamwork, communication, collaboration, and commitment across multiple groups with competing priorities.
• Identify, assess, track, and mitigate issues and risks at multiple levels.

Position Requirements

• Bachelor's degree.
• 10+ years of experience working in an HR or business function.
• 7+ years of relevant DEI experience.
• 7+ years of program management experience.
• Experience partnering with HR and business teams to build effective HR or talent programs and strategies.
• Experience delivering projects across multiple businesses in a complex matrix environment.
• Strong project management skills with a results-oriented approach and effective collaboration with colleagues.
• Highly effective communication skills.
• Strong analytical skills with the ability to think strategically and programmatically.
• Ability to clearly articulate ideas, concepts, and proposals to teams, peers, and leaders.
• Ability to motivate, influence, and optimize senior leadership, stakeholders, and peer groups and proactively provide solutions to meet organizational objectives.
• Strong interpersonal awareness, attention to detail, strong contracting skills, and a highly organized, process-focused aptitude.

Embedded within the finance business partnering team, the GI&P Business Partner executes financial and commercial modelling, quarterly forecasts, and four-year operating plans that enable the business to navigate a changing regulatory environment and optimize ongoing trading performance. Working closely with senior stakeholders, the planning team, and investment project leads, the GI&P Business Partner coordinates appraisal model accuracy, presents management reports, and supports and challenges business plans to ensure risks and opportunities are well understood.

Core Responsibilities

• Provide financial and commercial modelling to support the delivery of initiatives, respond to the changing regulatory environment, and support ongoing trading.
• Own, control, and manage risks of appraisal models and hurdle rates, managing the accuracy of model inputs and outputs.
• Contribute to the setting of direction and goals through the provision of advice.
• Present management reports to senior stakeholders, ensuring results and issues are well understood and explained in a way that is relevant to the business.
• Prepare regular forecasts in collaboration with the planning team, including group-level quarterly forecasts and four-year operating plans.
• Support and challenge the business to ensure plans are robust, with well-understood risks and opportunities.
• Engage fully on investment projects, ensuring alignment on investment benefits, payback, and objectives.
• Embed the group's culture and vision through visible leadership and support the head of business partnering in building and maintaining an effective team.

Knowledge Skills & Abilities

• Qualified accountant with consistent experience across a range of roles, ideally including business partnering.
• Experience in financial services and general insurance is desirable.
• Experience building and maintaining positive relationships with key stakeholders.
• Strong financial planning and forecasting expertise, including managing finances to achieve goals and using appropriate methods to predict outcomes.
• Ability to communicate clearly and deliver tailored analysis at all levels of the organization.
• Ability to influence using compelling arguments to gain support and build a strong case for initiatives.
• Strong organizational awareness, with the ability to navigate complex policy, process, and people-related dynamics and engage appropriate champions and advocates.
• Ability to help colleagues overcome obstacles and consistently deliver results to agreed timelines while challenging poor outcomes.

Reporting to state leadership teams, the Workplace Relations Business Partner guides leaders on best-practice HR matters, managing end-to-end employee relations cases, organizational change design, and talent pipeline development. Partnering with people operations and people specialists, the Workplace Relations Business Partner coordinates engagement survey analysis, people dashboard insights, and workforce planning initiatives to enhance organizational effectiveness.

Key Responsibilities

• Partner with the business and leadership teams to support the delivery of the people plan and assist leaders in attracting, developing, and retaining talent.
• Serve as a key member of state leadership teams, attending meetings and providing input on initiatives, decisions, and people updates at the community level.
• Coach and influence leaders at all levels on best-practice HR matters, including performance management, employee relations, and recruitment practices.
• Manage end-to-end employee relations case management.
• Partner with and support leaders through the design and implementation of organizational change and job redesign opportunities.
• Support the talent identification, succession planning, and capability development process to build a diverse talent pipeline.
• Collaborate with people operations and people specialists to provide feedback on the transformation and improvement of programs and services.
• Create and support positive and healthy daily experiences for people in a hybrid working model.
• Analyze people-related data via the monthly people dashboard to identify trends and opportunities that will enhance organizational effectiveness.
• Drive participation in and analyze employee engagement survey results, and support business action planning.
• Contribute to key projects within and outside the core role, and support the success of the broader team.

Professional Experience

• Tertiary qualification in Human Resources or a related discipline.
• Significant experience in an HR or people business partnering role within a medium to large organization.
• Experience designing and implementing HR programs and initiatives.
• Extensive experience building and maintaining relationships with a diverse set of organizational groups with conflicting stakeholder requirements.
• Solid knowledge of the industrial relations landscape, award interpretation, and governance.
• Experience in end-to-end ER case management.
• Ability to work in a fast-paced, agile environment with a high level of initiative and willingness to contribute innovative ideas.
• Strong problem-solving skills with the ability to work autonomously and with self-direction.

Sitting at the intersection of HR operations and business performance, the People Business Partner coordinates talent development, learning, succession planning, and annual merit review processes to drive organizational capability uplift across assigned business units. Operating across HR functions, divisional leadership, and line managers, the People Business Partner elevates service quality through personalized employee support, trend analysis, and the implementation of global HR plans that align with current employment laws and regulations.

Core Functions

• Maintain a broad understanding of HR policies, programs, and practices across benefits, compensation, employee relations, performance management, learning and development, and talent management, along with current employment laws and regulations.
• Implement the divisional and global HR plan through business units to drive organizational capability uplift and performance.
• Assist with HR initiatives such as talent development, learning, goal setting, succession planning, and the annual merit review process.
• Provide timely, personalized, and quality customer service by evaluating and analyzing concerns, interpreting situations, and communicating resolutions.
• Cultivate reliable and trustworthy relationships by communicating regularly with HR functions, managers, and employees.
• Participate in business meetings to gain experience and exposure to real-life discussions and solutions.
• Analyze reports to understand trends and business needs, and identify areas of opportunity to advance the HR function.

Background & Experience

• Bachelor's degree or equivalent combination of education and work experience.
• Professional in Human Resources (PHR) certification.
• Senior Professional in Human Resources (SPHR) certification.
• 4 years of relevant experience, with increasing exposure across different HR functional areas.
• Broad understanding of HR functions including benefits, compensation, payroll, employee relations, learning, and talent.
• Basic knowledge of HR processes and procedures, industry trends, standards, and best practices, including current employment laws and regulations.
• Proficiency in computer systems and Microsoft Office Suite.
• Effective research, investigative, written, and oral communication skills.
• Ability to adapt to changing plans, goals, actions, or priorities, and apply learning agility to confront unexpected circumstances.
• Ability to respond calmly and decisively to unpredictable events, demonstrate initiative, and seek opportunities to learn and grow.

A key member of the commercial finance team, the People Business Partner elevates value and revenue strategy by maintaining pricing trackers, delivering ROI reporting on promotions, and leading category reset initiatives across FMCG and retail environments. Collaborating across merchandise, technology, and marketing teams, the People Business Partner coordinates data analysis, continuous improvement projects, and programmatic pricing initiatives that reduce manual effort and embed stronger data-led decision-making.

Primary Duties

• Assist in the value planning process by maintaining an accurate value planning tracker and ensuring all key initiatives are clearly reflected and communicated.
• Review and provide insights to merchandise business unit teams to improve everyday low pricing, exclusive product contribution, and performance through regular reporting, recommendations, and programmatic initiatives.
• Deliver value reset category initiatives and lead other ad hoc projects to embed and drive the overarching value and revenue or pricing strategy.
• Produce reporting and insights that detail the return on investment from promotions and event plans.
• Drive a continuous improvement culture, including involvement in technology and innovation projects that lead to stronger, data-led strategies and decisions and reduce manual effort.

Education & Experience

• Bachelor's degree in Business or a similar field.
• Experience in category management, trade marketing, range and space, revenue management, or commercial finance.
• Experience within an FMCG or fast-paced retail environment is advantageous but not essential.
• Strong business partnering and critical thinking skills, with a collaborative nature and a big-picture mindset.
• Ability to leverage data analysis and interpretation to draw out salient insights, with strong attention to detail and excellent written and verbal communication skills.
• Ability to manage large datasets, deal with unplanned challenges, and make sound decisions.
• Project management experience is advantageous.

Seamless executive operations and effective stakeholder communication depend on the Executive Business Partner, who coordinates the CEO's schedule, manages incoming communications, and oversees day-to-day business operations to maximize productivity and resource utilization. Serving as the primary point of contact between staff, clients, and partners, the Executive Business Partner executes event coordination, client enquiry management, and project support that enable the CEO to focus on strategic priorities.

Duties

• Manage the CEO's schedule, plan appointments to ensure seamless flow and adequate time for meetings and follow-up, and ensure all requests are prioritized and actioned.
• Act as the point of contact between staff, clients, and partners, and assist the CEO in managing projects.
• Manage incoming phone calls and the email inbox, including handling client and stakeholder enquiries and escalating issues as required.
• Coordinate events and retreats for clients and external parties.
• Oversee the day-to-day operational aspects of the business, coordinating and organizing operations to achieve maximum productivity and effective utilization of resources.
• Provide excellent customer service to clients and stakeholders, including handling incoming enquiries and following up.

Requirements

• Previous experience in office management and project management.
• Proven experience managing and influencing senior management and business leaders.
• Professional verbal and written communication skills with high-level interpersonal skills.
• Strong communication, organization, and administration skills.
• Ability to work autonomously, display initiative, and manage time effectively with close attention to detail.