HR Business Partner London, England
Job description
Optimizely is known for content, commerce, and optimization with our Digital Experience Platform (DXP). Millions of experiences are served with our platform every single day, helping organizations grow exponentially online. We have the honor of serving some incredible customers – which makes what we do extremely rewarding. Optimizely has over 9,000 brands, from global organizations such as Visa, Sky, Yamaha, and Wall Street Journal to tech innovators like Atlassian, DocuSign, FitBit, and Zillow.
Not only are we financially sound and growing, but we have unicorn status: we exceeded $300M in revenue in 2020, is profitable already, and have all strategic options ahead of us. Optimizely continues to invest and addresses a market opportunity north of $30 billion, providing significant personal career growth opportunities.
We are an inclusive culture with a global team of 1200+ people across the US, Europe, Australia, Bangladesh, UAE, Singapore, and Vietnam. We blend European and American business cultures, emphasizing teamwork, inclusion, and moving fast. People make the difference!
Introduction
The role of the Human Resources Business Partner (HRBP) entails a proactive translation of business strategies into finely-tuned HR solutions, optimizing them to drive optimal business outcomes. This pivotal position assumes the mantle of a trusted advisor to senior leadership, fostering robust relationships that wield substantial influence over human capital choices, subsequently shaping business triumphs. The key performance yardsticks for this role are outlined below:
- Talent Retention: With a particular focus on retaining top-tier talent, the HRBP will strategize and execute initiatives to ensure the steadfast presence of key contributors.
- Strategic Hiring: Orchestrating a seamless hiring process within the business unit, the HRBP will diligently oversee the acquisition of essential talent necessary for sustaining operational excellence.
- Employee Engagement: Quantifying engagement levels through metrics such as employee net promoter score and targeted queries in pulse checks will provide insights into the workforce's overall satisfaction and commitment.
- Cost-Efficient Workforce Planning: Skillfully managing the workforce plan's fiscal aspects for assigned business sectors, the HRBP will endeavor to meet predefined cost thresholds while sustaining workforce efficacy.
- Leadership Aptitude: The HRBP's influence extends to fostering effective leadership; thus, gauging and advancing leadership effectiveness stands as an instrumental facet of this role.
Through meticulous execution of these metrics, the HRBP stands poised to not only align HR strategies with business imperatives but also to sculpt a thriving organizational landscape.
Job Responsibilities
- Coaching Leadership: Offer targeted coaching to assigned leaders, including executives and their direct reports, encompassing a range of people-centric matters such as employee engagement, retention, organizational design, culture, and change management.
- Change Management: Lead change management initiatives tied to organizational design, meticulously examining the impact on personnel roles, compensation, skills, and then expertly guiding the communication strategy for these changes.
- Strategic Workforce Consultation: Collaborate on strategic workforce plans, encompassing aspects like talent acquisition, geographic expansion, cost optimization through a mix of high-cost/low-cost options, and flexing the workforce to align with business needs. Forge a robust partnership with Finance and the Executive Leadership Team (ELT) to ensure these plans are on point.
- Enhancing Organizational Effectiveness: Lend your insights to shape actionable plans derived from employee surveys, thereby enhancing the organization's effectiveness.
- Retention Risk Evaluation: Reach out to employees to gauge retention risk, and where necessary, engage in career discussions to offer guidance and support.
- Navigating HR Complexities: Provide clarity and insight on an array of people-related topics, including promotions, off-cycle matters, terminations, and performance cases. Handle one-on-one employee/manager discussions as needed, and proficiently manage larger-scale initiatives like hiring drives or downsizing projects.
- Talent Program Oversight: Take charge of driving the adoption of comprehensive talent programs spanning retention strategies, compensation planning, talent development, succession planning, objective and key result (OKR) initiatives, and platforms for employee input.
- Ad Hoc HR Ventures: Undertake HR-related ad hoc projects as they arise, which might include ventures such as new location expansions, compensation analyses, or specialized benefits studies.
In essence, this role is the compass guiding both leadership and the workforce, and ensuring that HR strategies contribute resoundingly to the organization's success.
Knowledge and Experience
- 5+ years of experience on a global HR team with responsibility as a HR Business Partner
- Highly responsive and fast paced
- Very organized, with ability to manage multiple communication channels
- Ability to balance business focus and people focus
- Collaborative team player
- Ability to take on tasks to support the HR strategy as a unified team
- Individual hungry to learn, and willing to put in extra hours to support his / her learning by assuming special projects above and beyond the duties listed above
- Ability to execute on people strategy within a global matrixed HR organization. It is very important to have the ability as a global business partner to work effectively with regional / country HR partners
- Experience leading projects and collaborating with distributed global teams, flexing to meet varying time zones and cultural norms
- Ability to establish strong partnerships with business leaders, understand their needs, assess the range of solutions, assimilate data, provide relevant guidance and coaching to facilitate change
- Ability to achieve results while working under the pressures of shifting priorities in a dynamic and agile environment
- Ability to interact effectively with all levels of the company and lead presentations to senior leadership with an analytical mindset
Education
- Bachelor’s degree in Human Resources or another relevant discipline. Masters degree preferred
- SHRM Senior Certified Professional (SHRM-SCP) or GPHR Certification a plus
Competencies
Our culture is the most important thing we offer. We continuously aim to provide a high-growth space where you can do your best work and, in the process, unlock your boundless potential. We work hard to provide meaningful rewards and development opportunities for our employees, recognizing performance and creating a supportive working environment. We also provide the following:
23 days annual leave + 4 company days (Christmas Eve, New Years Eve, employment start date and Juneteenth day)
Vibrant and sociable office
Annual pay reviews
Easily accessible office – lots of travel options
Located next to a surplus of local amenities
5% employer pension contribution, also offering salary sacrifice
Fully remote or hybrid work styles, dependent on your location to the office
Free breakfast and snacks provided at the office, including fresh fruit, a sweet station and drinks fridge
Christmas Party and Summer Party Extravaganzas
International travel with work (dependent on your role)
We offer three months of full paid maternity/birthing parent pay and a 2-week part-time phase back into work full pay.
It doesn’t end here; we have much more to offer. Join us to discover!
At Optimizely, our standardized language is English, and it is crucial to have good English communication skills to be successful in your global role. All our external and cross-location communication is done in US English (en-us), but internally you can speak in whichever native language you most identify with.
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