Global HR Business Partner Leader

Key Responsibilities

Organizational Design & Effectiveness
• Lead company-wide organizational diagnostics and assessments to identify structural, capability, and efficiency gaps.
• Design and implement organizational restructuring, workforce planning, and operating model improvements aligned with business strategy.
• Partner with executives to optimize organizational layers, spans of control, accountability frameworks, and decision-making processes.
• Drive initiatives to improve organizational agility, cross-functional collaboration, and execution effectiveness.
Performance Management & Business Execution
• Establish and continuously improve the company-wide performance management framework.
• Partner with leadership teams to translate strategic objectives into measurable organizational, departmental, and individual performance goals.
• Drive OKR/KPI design, alignment, monitoring, and execution across the organization.
• Ensure accountability mechanisms are in place to improve business outcomes and organizational performance.
• Utilize data and analytics to assess performance trends and recommend interventions.
Talent Strategy & Leadership Development
• Serve as a strategic advisor to senior leaders on organizational and people-related decisions.
• Partner with business leaders to assess organizational capability and identify critical talent gaps.
• Lead talent review, succession planning, and leadership pipeline development programs.
• Support leaders in upgrading key talent, building high-performing teams, and strengthening management capability.
• Develop strategies to attract, retain, and develop top talent in highly competitive markets.
Workforce Productivity & People Effectiveness
• Drive company-wide initiatives focused on improving workforce productivity and organizational efficiency.
• Develop frameworks and metrics to measure people effectiveness and return on talent investments.
• Identify opportunities to improve resource allocation, team effectiveness, and overall organizational output.
• Champion a high-performance culture that rewards impact, accountability, and continuous improvement.
Employee Experience & Culture
• Lead initiatives that strengthen company culture, employee engagement, and organizational health.
• Build programs that reinforce company values, leadership expectations, and desired behaviors.
• Partner with leaders to foster an inclusive, collaborative, and high-performance working environment.
• Act as a change management leader during periods of rapid growth and transformation.
Strategic HR Partnership
• Partner directly with the CEO, executive leadership team, and business unit leaders on strategic workforce matters.
• Provide insights and recommendations on organizational risks, talent implications, and business transformation initiatives.
• Drive alignment between people strategy and business objectives across all functions and geographies.
• Lead and develop a high-performing HRBP team capable of supporting the organization's future growth.

Qualifications

Required Experience
• 12+ years of progressive HR experience, including substantial HRBP leadership experience in fast-growing and performance-driven organizations.
• Must have prior experience in electronic payments, fintech, digital banking, crypto, financial services technology, or other regulated digital finance sectors.
• Proven experience partnering with CEOs, founders, executive teams, and business unit leaders on organizational design, performance management, talent strategy, and business execution.
• Demonstrated track record in organizational diagnostics, restructuring, workforce productivity improvement, leadership upgrade, and culture transformation.
• Strong understanding of KPI/OKR design, performance review mechanisms, talent review, succession planning, and leadership development.
• Experience supporting multi-country, regional, or group-level organizations is strongly preferred.
• Excellent English communication skills are required, including the ability to communicate effectively with global stakeholders, prepare executive-level materials, and influence senior leaders in English.
Key Competencies
• Strategic Thinking
• Organizational Design & Development
• Executive Influencing
• Performance Management
• Talent Assessment & Succession Planning
• Change Management
• Workforce Analytics
• Leadership Coaching
• Stakeholder Management
• Data-Driven Decision Making
• Strong Communication & Presentation Skills