We are seeking a dynamic and strategic HR Business Partner to play a dual role: providing HR partnership to all local departmental leaders and assuming full HR ownership for the Product and G&A (general and admin) departments.
This position requires a strong blend of strategic thinking, operational expertise, and the ability to influence and support leadership across multiple functions.
The HRBP will be a key driver of workforce planning, talent development, organizational effectiveness, and employee experience.
Key Responsibilities
Workforce Planning & Talent Acquisition
- Create and drive the Product and G&A People Plans aligned with company strategy and departmental needs.
- Partner with Talent Acquisition to attract and hire top talent and oversee a seamless onboarding experience for these departments.
- Lead transformation initiatives related to workforce optimization, organizational structure, and capability building.
- Partner with Finance on headcount planning, budgeting, and resource forecasting.
Talent Management & Succession Planning
- Lead and facilitate talent review cycles (OTR), ensuring consistent talent identification and development.
- Own follow-up of talent actions including IDPs, internal mobility, promotions, and performance improvement plans.
- Drive succession management strategies for critical roles in Product and G&A to ensure business continuity.
- Partner on L&D initiatives to build key capabilities within the Product and G&A team.
Leadership support & Engagement
- Serve as the Single Point of Contact (SPOC) for local leadership, coaching and challenging leaders to build strong and high performing teams.
- Support leaders during organizational changes, team transformations, and engagement initiatives.
- Provide guidance on complex performance and behavioral cases.
- Foster a positive work culture through proactive engagement and change management support.
Employee Relations
- Manage employee relations cases across the organization in close collaboration with leadership and P&C Operations, ensuring consistent application of HR policies, labor law compliance, and risk mitigation.
Compensation, Rewards & Policy Governance
- Partner with COE Total Rewards on salary reviews, benchmarking, and reward practices.
- Provide guidance to leaders on compensation decisions aligned with internal equity and market competitiveness.
- Support the rollout and interpretation of HR policies, ensuring adoption and consistency.
People Analytics & Reporting
- Use people analytics and insights to support leadership decision-making and strategic workforce planning.
- Provide timely and accurate HR metrics and dashboards to support talent and organizational initiatives.
- Identify trends and propose data driven actions to improve performance, engagement, and retention.
Diversity, Equity & Inclusion
- Partner with leadership and P&C colleagues to integrate DEI principles into hiring, development, and engagement efforts.
- Support initiatives that strengthen inclusivity and representation within Engineering and the broader organization.
Qualifications
Education & Experience
- Degree in HR, Business, Psychology, or related field (Master's degree or HR certification is a plus).
- +5 years of HRBP experience, ideally in a SaaS or tech-driven company.
- Experience supporting Product or G&A organizations strongly preferred.
- Familiarity with scaling teams in startup/scale-up environments is a plus.
Location & Travel
- Based in Belgium (Ghent).
- Occasional travel may be required for key events such as leadership offsites, summits, or talent planning workshops.
- Comfortable collaborating across distributed teams and different time zones.
- This is a temporary position due to maternity leave of one of our colleagues.
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Managing a technology estate has never been a bigger challenge. Hardware, software, and users can be anywhere at any time, making IT environments extremely dynamic and often complex. A seemingly simple question has become terribly difficult to answer: ‘Who is using what device?’ CIO's, CTO's, IT managers, ... have to make decisions that are often based on scattered, out of date, and incomplete data sources. How can you effectively manage the technology assets of an organization, if you’re not 100% sure of what assets you have to manage in the first place? This question inspired Lansweeper and still drives us today. We believe that answering it is crucial to tackle and simplify many of the challenges companies face every day. Centralized technology asset intelligence enables every stakeholder who needs insights into your company’s IT landscape to speak the same language. Connecting and centralizing asset data to collaborate across silos, locations, and departments is essential. Eliminate the blind spots from your environment and discover assets you didn't even know about. Lansweeper provides you the means to achieve complete visibility into your IT, centralized into one solution, helping you gain an in-depth understanding of your entire IT estate. Lansweeper creates a substantial reduction in the measure of time IT teams would ordinarily spend on routine, yet key assignments, such as network discovery, inventory, software distribution, licensing and updates. This task automation is critical for organizations with restricted staff and IT spending plans. Reveal needless expenses, support budgeting decisions, and manage your IT cost-effectively with Lansweeper The basic premise of good cybersecurity is that you can’t protect what you can’t see. So the critical first step when it comes to basic cyber hygiene is to maintain visibility of your IT environments and develop the relevant daily routines to inspect and verify.
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