HR Business Partner at Insait

Sofia, Sofia-City, Bulgaria -

Full Time

Start Date

Immediate

Expiry Date

12 Sep, 26

Salary

0.0

Posted On

14 Jun, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Lifecycle Management, Onboarding, Offboarding, Performance Management, Manager Coaching, Israeli Labor Law, HR Metrics, Conflict Resolution, Compliance, Strategic Partnering, Compensation Review, Internal Mobility

Industry

technology;Information and Internet

Description

Insait is redefining how enterprises engage with their customers. Our AI conversational agents learn from the best human interactions to drive revenue generating outcomes across lending, deposits, and customer engagement. We serve 30+ enterprise clients, including leading global banks, and financial institutions, and are backed by top tier investors. We’re growing fast and looking for exceptional talent to join our team in Tel Aviv. ABOUT THE ROLE We're looking for an HR Business Partner — someone who will build our People function from the ground up and own the full employee lifecycle. You'll be the go-to person for every manager in the company, a trusted partner for employees at every stage, and the owner of the systems and processes that let us grow the right way. This is a hands-on, high-impact role — ideal for someone who thrives on building, not just maintaining. WHAT YOU'LL OWN Full Employee Lifecycle - Design and run onboarding programs that get new hires up to speed quickly and feeling at home from day one - Manage offboarding — exit interviews, knowledge transfer, and maintaining positive relationships with departing employees - Lead promotion, internal mobility, and compensation review processes in partnership with managers Feedback & Performance - Build and run feedback cycles (360°, manager-employee, annual reviews) - Coach managers through difficult conversations — performance issues, improvement plans, terminations - Foster a culture of continuous feedback that doesn't wait for formal cycles Shapes System Ownership - Own and maintain our Shapes framework — levels, role definitions, and career tracks - Keep the framework up to date- as the company scales and roles evolve Manager Partnering - Be a true strategic partner to managers — proactive, not just reactive - Help them build their teams, resolve conflicts, and navigate complex people situations - Onboard new managers into our people processes and culture Cross-functional Collaboration - Work closely with external legal counsel on employment matters, contracts, and compliance - Coordinate with external finance and payroll providers on compensation, benefits, and reporting. Operations & Insights - Track key People metrics (attrition, time-to-productivity, engagement) and report to leadership - Own HR policies — PTO, flexibility, wellbeing, and more - Support recruiting as needed Requirements 3–5 years of experience as an HRBP in a startup or fast-growing tech company. Working knowledge of Israeli labor law and familiarity with employment regulations across multiple jurisdictions, including Europe, the US, and Australia Demonstrates strong interpersonal skills with the ability to build trust across all levels of the organization Self-directed and results-driven, with a track record of identifying gaps and taking ownership without requiring close guidance Excellent written and verbal communication skills in both Hebrew and English Analytical mindset with the ability to leverage HR data and metrics to inform decisions, identify trends, and present insights to stakeholders Experience supporting employees in globally distributed organizations Experience partnering with Security and Compliance teams on employee-facing regulatory requirements (e.g., SOC2) NICE TO HAVE Familiarity with Shapes Proficiency with AI tools as part of day-to-day HR workflows

Responsibilities

Build the People function from the ground up, owning the full employee lifecycle from onboarding to offboarding. Act as a strategic partner to managers to handle performance, feedback cycles, and organizational scaling.