HR Business Partnering Lead

The HR Business Partnering Lead at Payhawk is crucial in shaping our people strategy and organizational design. This includes collaborating with the Go To Market Leadership Team on change management, overseeing workforce planning, managing talent acquisition strategies, supporting performance development, and driving employee engagement initiatives. The role also entails presenting insightful analytics to influence global HR strategies and policies.

To qualify for the HR Business Partnering Lead role at Payhawk, candidates should have extensive experience in a senior business partner or HR leadership position, particularly within revenue or go-to-market environments. A strong background in scaling sales teams, organizational development, and data-driven decision-making is vital. Exceptional interpersonal skills and the ability to provide effective coaching and feedback are also essential.

The HR Business Partnering Lead at Payhawk plays a pivotal role in fostering employee engagement by facilitating pulse surveys, discussing outcomes with business leaders, co-driving action plans, and tracking progress. They also conduct exit interviews and analyze retention data to recommend improvements for culture and employee experience, ensuring that the workforce remains driven and motivated.

At Payhawk, employees can expect a workplace culture that emphasizes flat hierarchies, open communication, diversity, and inclusion. We believe in empowering our teams and fostering a spirit of collaboration, where continuous feedback, shared ideas, and personal development are highly regarded. Our commitment to work-life balance and social impact initiatives enhances our vibrant company culture.

The HR Business Partnering Lead at Payhawk can look forward to several attractive benefits, including 30 days of paid holiday leave, a competitive compensation package, the option to work from other Payhawk offices, flexible working hours, and opportunities for international team events. Additionally, employees have the chance to use the Payhawk product with a monthly travel allowance, connecting work with personal experiences.

A successful HR Business Partnering Lead effectively aligns HR strategies with business goals, drives employee engagement, and ensures talent development aligns with future organizational needs. They should proactively address employee concerns and foster a positive culture through open communication and strategic insights.

My approach to workforce planning is highly collaborative, involving partnerships with finance and business leaders to ensure that our hiring aligns with budgetary constraints while also being responsive to business goals. I emphasize data-driven decision-making to accurately scope roles and assess future talent needs.

To attract top talent at Payhawk, I would focus on crafting compelling job descriptions that highlight our innovative company culture and values. Implementing a strong employer branding strategy through social media and employee advocacy, as well as engaging recruitment campaigns showcasing our unique selling points, would be key to attracting candidates.

I believe in a transparent performance management process that includes regular check-ins, constructive feedback, and clear development paths. I advocate for calibration sessions that ensure a consistent evaluation across the organization and focus on coaching leaders to enhance their teams' performance.

I utilize quantitative methods, such as pulse surveys and engagement metrics, alongside qualitative data collected through focus groups and interviews. Analyzing trends and patterns helps me partner with leadership in crafting effective engagement strategies and promoting a healthy workplace culture.

To manage retention strategies, I would conduct thorough exit interviews to gather insights on potential areas for improvement. Advocacy for personalized development plans, competitive compensation reviews, and a conducive work environment addresses the specific needs of high-performing individuals while fostering a culture of recognition.

My experience in organizational development includes assessing team dynamics, identifying gaps in skills, and designing interventions that foster effective collaboration and communication. I leverage my analytical skills to gather data that drives decision-making and supports strategic initiatives aimed at improving organizational effectiveness.

Feedback is an integral part of the workplace culture I promote; it encourages open dialogue and continuous improvement among teams. I advocate for a two-way feedback system that empowers employees to voice their thoughts and contributes to overall team dynamics and performance.

Leaders should prepare for the performance review cycle by gathering feedback throughout the year, ensuring they have a clear understanding of each team member's contributions and areas for growth. Training on setting clear expectations and delivering constructive feedback is also crucial to ensure effective and impactful performance conversations.

HR trends affecting the revenue sector include the rise of remote work, the importance of employee well-being, and the focus on diversity and inclusion. Companies like Payhawk are adapting by implementing flexible work arrangements, enhancing mental health support and prioritizing diverse hiring practices to create more inclusive workplaces.