People Business Partner - Remote at PAYMENTOLOGY SGP

Warsaw, Masovian Voivodeship, Poland -

Full Time

Start Date

Immediate

Expiry Date

04 Jun, 26

Salary

0.0

Posted On

06 Mar, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic Partnering, Organizational Design, Workforce Planning, Leadership Coaching, Restructures, Performance Interventions, Executive Stakeholder Management, Talent Management, Workforce Strategy, Succession Planning, Employee Relations, Organizational Clarity, Accountability, Change Management, Business Acumen, Empathy

Industry

Financial Services

Description

At Paymentology, we are entering a critical phase of organisational maturity. As we scale globally, strengthen leadership capability, and introduce greater clarity across regions, we are looking for a senior People Business Partner who can operate at both strategic and hands-on levels. Reporting directly to the Chief People Officer, you will act as a trusted partner to the Executive and senior leadership team while personally leading complex restructures, senior performance interventions, and organisational design initiatives. As part of a lean People team, you will balance enterprise-level thinking with direct execution. You will shape the future of our People Partnering model — raising the bar on leadership effectiveness, organisational clarity, and disciplined workforce planning — while remaining close to the detail when complexity demands it. This role requires gravitas, ownership, pace, and the confidence to lead from the front. What you get to do: Strategic Enterprise Partnering Act as a trusted thought partner to the Executive Team and senior leaders, translating business strategy into clear organisational and talent priorities. Proactively identify structural risks, capability gaps, and leadership challenges before they surface as performance issues Influence and constructively challenge senior stakeholders with clarity, confidence, and empathy. Embed structured, repeatable approaches to performance, accountability, and organisational clarity. Act as a balanced voice in leadership discussions — bringing both business outcomes and employee impact into decision-making Building & Elevating the People Partnering Function Shape and evolve the People Partnering model, defining what “great partnering” looks like at Paymentology. Coach and develop People Advisors, building a commercially astute, high-performing BP capability. Create clarity between Business Partnering, People Operations, and Talent functions to maximise impact. Raise standards for pace, ownership, and quality of people decisions across the organisation. Hands-On Leadership & Complex Case Ownership Personally lead high-complexity restructures, leadership transitions, and multi-jurisdiction employee relations matters. Drive senior-level performance interventions where direct execution is required. Balance strategic oversight with operational ownership — this role demands both. Operate confidently in ambiguity and fast-moving environments without over-engineering solutions. Organisational Design & Workforce Strategy Partner with Finance and Talent Acquisition to drive disciplined headcount planning, capability mapping and succession planning. Lead organisational design initiatives that improve span of control, accountability, and leadership effectiveness. Provide executive-level insight into workforce composition, talent gaps and organisational health. Performance & Leadership Effectiveness Strengthen leadership capability through coaching and constructive challenge. Ensure performance standards are consistent, calibrated, and aligned to business outcomes. Identify systemic performance patterns and intervene at structural, not just case, level. Embed Paymentology’s culture of accountability, collaboration, and belonging through leadership behaviours and standards. Requirements 10+ years of progressive People Business Partnering experience, including direct exposure to Executive-level stakeholders. Demonstrated executive presence and the ability to influence and challenge senior leaders credibly. Proven track record of shaping organisational design and leading complex transformation. Strong ownership mindset — comfortable being hands-on and leading complex matters directly. Clear appetite to build and develop others; leadership is viewed as an opportunity, not an obligation. Commercially astute and confident discussing headcount investment, efficiency, and business risk. Clear, concise communicator who distils complexity into actionable insight. Motivated to embed and build long-term impact — not just deliver short-term fixes. Comfortable operating in global, multi-jurisdiction environments. This Role Is Not For You If… You are seeking a primarily operational HRBP role focused on case management and process execution. You prefer established playbooks over shaping structure and standards. You are hesitant to challenge senior stakeholders or influence at Executive Team level. You are looking for a narrow, country-specific remit rather than enterprise-wide impact. You prefer to delegate complex matters rather than personally leading them when required. This role demands both strategic thinking and hands-on ownership in a lean, high-growth environment. What you can look forward to: At Paymentology, it’s not just about building world-class payment technology, it’s about building a company where people feel they belong and their work truly matters. You’ll join a diverse, global team committed to making a meaningful impact through what we do. Whether collaborating across time zones or contributing to initiatives that support local communities, you’ll find purpose, growth, and flexibility in a supportive, forward-thinking environment.

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Responsibilities

This senior role involves acting as a trusted thought partner to the Executive Team, translating business strategy into organizational and talent priorities while proactively identifying structural risks and capability gaps. The partner will also personally lead high-complexity restructures, performance interventions, and drive the evolution of the People Partnering function.