Human Resources Business Partner Lead

As a Human Resources Business Partner Lead at Roof Stacks, you'll manage the complete recruitment process for IT and non-IT roles, ensuring we attract top-tier talent. Your responsibilities include maintaining talent pipelines, developing innovative hiring strategies, and collaborating with hiring managers to enhance recruitment efficiency. Additionally, you’ll focus on talent management strategies, lead performance management processes, and partner closely with business leaders to address people-related issues.

To qualify for the Human Resources Business Partner Lead role at Roof Stacks, you need a bachelor's degree in Human Resources, Business Administration, or a related field, coupled with at least 7 years of relevant experience. A proven record in managing HR Business Partners, especially in the tech or banking sectors, is crucial. Proficiency in English, hands-on experience with ATS systems, and a strong understanding of HR strategies are also essential.

The Human Resources Business Partner Lead plays a critical role in facilitating organizational change at Roof Stacks. By managing change initiatives creatively, providing coaching to managers, and aligning HR strategies with the company's vision, you will help nurture a culture that embraces transformation and supports employee development through effective communication and engagement.

Essential skills for a Human Resources Business Partner Lead at Roof Stacks include strong leadership abilities, excellent communication skills, and a solid understanding of recruitment best practices. Additionally, you should possess high learning agility, the capability to manage multiple priorities in a fast-paced environment, and a strong ability to collaborate with various organizational levels, particularly within technology teams.

The work environment for a Human Resources Business Partner Lead at Roof Stacks is dynamic and collaborative. Located in our modern İstanbul office, you will work alongside innovative teams in technology and business, fostering an inclusive culture. With an emphasis on continuous growth and open communication, you will be encouraged to take initiative and develop strategies that drive organizational success.

When answering this question, focus on specific examples of recruitment projects you managed, the scales of these projects, and the strategies you implemented. Highlight how you ensured a quality candidate experience and mention any tools or systems you utilized to streamline the process.

Explain the methods you use to build talent pipelines, such as leveraging social media, networking events, or industry fairs. Discuss how you keep candidates engaged throughout the hiring lifecycle and the importance of maintaining relationships with potential future hires.

Discuss your approach to understanding business objectives and how you translate those into HR strategies. Give examples of how you have collaborated with leadership, perhaps using key performance indicators to measure success.

Outline your strategy for performance management, including setting clear objectives, providing regular feedback, and conducting performance appraisals. Mention how you coach managers to address performance issues constructively.

Describe your change management techniques, including stakeholder engagement, communication plans, and training programs. Use examples from your past experiences to illustrate how you successfully implemented change.

Talk about your experience analyzing HR data to inform decisions. Highlight how understanding recruitment metrics, employee turnover rates, or performance data has helped you refine strategies or drive performance improvements.

Explain your leadership style, emphasizing mentorship, collaboration, and alignment with organizational goals. Provide examples of how you have developed your team’s skills or improved their performance.

Share a specific challenge you faced in hiring, detailing the context, your approach to solving the issue, and the outcome. Highlight the lessons learned and how they might be applied to future hiring situations.

Discuss how you keep abreast of changes in HR trends and technology, including attending workshops, networking with industry peers, and investing in continuous learning opportunities.

Provide actionable advice such as streamlining application processes, enhancing communication throughout the recruitment journey, and actively seeking candidate feedback to continuously improve the experience.