Senior People Business Partner (Relocation to Madrid)

Overview

As Senior People Business Partner, you will shape and execute the People agenda for our expanding EMEA organization from Madrid. You’ll partner with regional leaders and Global HRBPs to translate global talent priorities into the European and Middle Eastern context. You’ll balance strategic design with hands-on delivery, building scalable People practices and solving today’s challenges to prevent tomorrow’s repeatwork. This role offers meaningful impact as you navigate multi-country environments and drive cross-functional collaboration.

Pay / Benefits

• Equity
• Bonus
• Hybrid work
• Location Madrid and London offices

Responsibilities

• Partner with leaders across EMEA (G&A, Sales, Engineering) to translate global talent and organizational strategies locally
• Navigate diverse European markets, advising on local vs global approaches and regional nuances in contracts and benefits
• Own performance and employee relations across the region, guiding managers through investigations and coordinating with Legal
• Help build and continuously improve the global People playbook, including PM, onboarding, manager enablement, and talent reviews
• Support talent reviews, succession planning, engagement, leadership development and organizational effectiveness across EMEA
• Establish processes and infrastructure for a growing EMEA organization (onboarding, lifecycle practices, locations, employment models)
• Turn global People priorities into actionable regional plans, managing dependencies and driving execution to completion
• Operate as a strong cross-functional partner with People Operations, Compensation, Talent Acquisition, Finance, Legal, IT and regional leaders

Key requirements

• Significant HRBP experience in a genuinely multi-country European/Middle East environment
• Broad knowledge of European and Middle East employment practices across multiple jurisdictions
• Experience supporting multiple functions (Sales, G&A, technical) in a matrixed global company
• Strong grounding in performance management, employee relations, talent management, organizational effectiveness and change
• Builder mindset in evolving organizations with ambiguous ownership and process development
• Exceptional execution skills and ability to structure work and close loops
• Strong cross-functional instincts and ability to engage Legal, Finance, Operations and business leaders
• Strategic understanding of broader business and talent implications

• cross-functional collaboration
• execution-oriented
• strong judgment and curiosity
• performance management
• employee relations
• talent management

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