HR Business Partner

As an HR Business Partner at Khantech, your primary responsibilities will involve aligning HR initiatives with the company's overall goals, leading performance reviews, overseeing onboarding processes, and managing salary reviews. You will also optimize organizational structures and implement HR tech solutions, ensuring compliance with local labor laws and promoting a positive workplace culture.

To be eligible for the HR Business Partner role at Khantech, you should possess a Bachelor's degree in Human Resources, Business Administration, or a related field, coupled with 5+ years of HR experience. Specifically, you need at least 2 years in a Business Partner capacity and experience within the iGaming/Betting/Gambling sector to navigate its unique HR dynamics effectively.

At Khantech, fostering employee engagement starts even before new hires join. As the HR Business Partner, you will oversee a seamless onboarding process designed to make new team members feel welcomed and productive from day one. This includes tailored orientation sessions and continuous support during their initial weeks.

The work environment for an HR Business Partner at Khantech is remote-first, which means you have the flexibility to work from anywhere in Europe or Asia, or you can opt for in-house opportunities in our UAE or Armenia premises. This approach promotes a healthy work-life balance and caters to your lifestyle preferences.

Khantech offers an attractive benefits package for its HR Business Partner employees, including a competitive salary, bonuses, comprehensive training, career development programs, a flexible work schedule, remote work options, and generous vacation and sick leave policies to support overall well-being.

When answering this question, highlight specific roles and responsibilities you've held within the iGaming sector. Discuss how your knowledge of its unique HR dynamics has shaped your approach in implementing effective HR strategies and overcoming industry-specific challenges.

Demonstrate your conflict resolution skills and ability to listen by sharing past experiences where you successfully addressed employee concerns. Emphasize your commitment to fostering an open communication channel and a positive culture through proactive engagement.

Discuss your familiarity with various performance review methodologies and tools, such as 360-degree feedback and goal-setting frameworks. Explain how you’ve implemented automated processes to enhance efficiency, ensuring that feedback is constructive and actionable.

Provide examples of how you've successfully assessed workforce needs and engaged in strategic planning. Highlight your analytical skills in interpreting HR metrics to make informed decisions about talent management initiatives that align with business objectives.

Mention specific HR tools you have experience with, like HiBob or HR Bamboo, and elaborate on how you’ve utilized these platforms to streamline HR processes, manage employee data, and enhance communication within the organization.

Outline your approach to creating a welcoming onboarding experience. Include details of specific practices such as pre-boarding activities, training programs, and continuous check-ins that help new hires integrate smoothly into the team.

Explain the methods you use to keep yourself informed about current labor laws and compliance standards, such as attending workshops, subscribing to relevant publications, or participating in HR networks. This showcases your commitment to upholding legal standards within the company.

Choose a specific HR initiative that posed a challenge, describe the context, and detail the steps you took to overcome obstacles. Be sure to highlight the positive outcomes, reflecting your problem-solving skills and leadership qualities.

Discuss your experience with conducting annual salary reviews, focusing on market trend analysis, internal equity, and feedback from employees. Share insights on how you've ensured fairness, transparency, and motivational factors in salary adjustments.

Talk about the key performance indicators (KPIs) you monitor to assess HR initiative effectiveness, such as employee retention rates, engagement scores, and the success of onboarding programs. This shows your analytical approach to HR strategy evaluation.