People/HR Business Partner

As a People/HR Business Partner at Paxos, your main responsibilities will include aligning talent strategies with business priorities, coaching managers on effective decision-making, analyzing data for performance management, and overseeing employee engagement initiatives. You’ll also be instrumental in succession planning, diversity and inclusion efforts, and learning and development programs, all while fostering a high-performing culture.

To qualify for the People/HR Business Partner position at Paxos, candidates should have at least 5 years of experience in human resources, with a minimum of 3 years specifically as a People/HR Business Partner. A strong background in areas like organizational design, talent acquisition, performance management, and employee relations is essential. A Bachelor’s degree in HR, business, or organizational development is also preferred.

The People/HR Business Partner at Paxos contributes significantly to employee engagement by designing and implementing engagement strategies, coaching managers, and providing ongoing support for performance management. By analyzing employee feedback and utilizing data-driven insights, you’ll help create a thriving workplace culture that values continuous learning and excellence.

At Paxos, the People/HR Business Partner position offers robust growth opportunities. You’ll be involved in shaping the People Team’s strategies and approaches, influencing organizational culture, and building relationships with business leaders across various teams. This role is essential for developing leadership skills and gaining exposure to high-level business strategies.

Paxos fosters a company culture of collaboration, innovation, and a shared commitment to excellence. As a People/HR Business Partner, you’ll be surrounded by driven professionals who value continuous learning and high performance. You'll have the opportunity to work independently while also being part of a dynamic People Team, where your contributions directly influence the overall employee experience.

Discuss your familiarity with performance management frameworks, how you have implemented them in previous roles, and share specific examples of how your strategies enhanced employee performance and engagement.

Explain your tailored coaching approach that accommodates various management styles and levels of experience, emphasizing the importance of context and individualized strategies to enhance their people management skills.

Share a detailed example of a talent strategy you've designed and executed, including the specific challenges faced, the steps you took, the results achieved, and how it aligned with the organization’s goals.

Discuss your understanding of diversity and inclusion principles, and provide examples of how you have successfully integrated these principles into your recruitment strategies to attract diverse talent.

Illustrate your approach to collecting and analyzing engagement data, such as surveys or focus groups, and how you communicate findings to stakeholders to drive improvements in the workplace culture.

Provide a specific scenario where you successfully prioritized multiple tasks and projects, detailing the methods you used to maintain quality and meet deadlines.

Explain your strategies for building cross-functional relationships, emphasizing active listening, open communication, and demonstrating value to gain trust and credibility within the leadership team.

Share how you have utilized HR analytics to inform strategic decisions, giving examples of how your recommendations positively impacted the organization's performance and employee satisfaction.

Describe actionable steps you've taken in your previous roles to promote ongoing learning and development, such as implementing training programs, mentorship opportunities, or knowledge-sharing initiatives.

Share your insights into managing remote teams and fostering engagement and collaboration, including tools and techniques that enhance communication and connect team members effectively.