Senior People Partner

at  Spire Global

What You’ll Do:

The Senior People Partner provides direct client support to leaders and employees in Spire’s European and APAC offices. This role collaborates with internal HR partners and business leaders to identify and execute on a full spectrum of HR solutions that align with business strategy, foster a high-performance culture and strong employee engagement. Key initiatives and areas of focus include performance management, talent management, employee relations, and organisational development. The Senior People Partner plays a vital role in establishing and driving HR programmes and talent initiatives across the business.

• Strategic Partnership: Collaborate with managers and leadership to develop and implement HR strategies that support the business’s goals and drive organisational effectiveness.
• Employee Relations: Serve as a trusted advisor to management on employee relations issues, conducting investigations when necessary, and resolving conflicts to promote a sense of belonging.
• Performance Management: Lead the performance management process, providing guidance on goal setting, feedback, performance reviews, development plans and succession planning.
• Talent Management: Identify and implement talent development strategies, including succession planning, career pathing, and leadership development to support business growth and employee retention in partnership with Global Head of People Development. Support global mobility opportunities for talent growth and visa sponsorship needs.
• Organisational Development: Partner with leaders to assess organisational needs, manage workforce planning, and provide insights on organisational design efforts to optimize resources and drive efficiency.
• Workforce Planning and Talent Acquisition: Partner with business leaders and Talent Acquisition team to forecast hiring needs, understand hiring priorities and participate in the recruiting process to attract and hire top talent.
• HR Program Execution: Oversee and contribute to HR programs such as compensation, benefits, and learning & development to ensure alignment with employee needs and business objectives.
• Change Management: Lead and support change management initiatives, ensuring smooth transitions during periods of growth, restructuring, or process improvement.
• Data-Driven Decisions: Leverage HR metrics and analytics to guide decision-making and improve HR processes, including turnover, engagement, and performance trends.
• Compliance & Risk Management: Ensure compliance with local, national, and international labor laws, providing guidance on HR policies and procedures while partnering with legal teams when necessary.

• Strategic Partnership: Collaborate with managers and leadership to develop and implement HR strategies that support the business’s goals and drive organisational effectiveness.
• Employee Relations: Serve as a trusted advisor to management on employee relations issues, conducting investigations when necessary, and resolving conflicts to promote a sense of belonging.
• Performance Management: Lead the performance management process, providing guidance on goal setting, feedback, performance reviews, development plans and succession planning.
• Talent Management: Identify and implement talent development strategies, including succession planning, career pathing, and leadership development to support business growth and employee retention in partnership with Global Head of People Development. Support global mobility opportunities for talent growth and visa sponsorship needs.
• Organisational Development: Partner with leaders to assess organisational needs, manage workforce planning, and provide insights on organisational design efforts to optimize resources and drive efficiency.
• Workforce Planning and Talent Acquisition: Partner with business leaders and Talent Acquisition team to forecast hiring needs, understand hiring priorities and participate in the recruiting process to attract and hire top talent.
• HR Program Execution: Oversee and contribute to HR programs such as compensation, benefits, and learning & development to ensure alignment with employee needs and business objectives.
• Change Management: Lead and support change management initiatives, ensuring smooth transitions during periods of growth, restructuring, or process improvement.
• Data-Driven Decisions: Leverage HR metrics and analytics to guide decision-making and improve HR processes, including turnover, engagement, and performance trends.
• Compliance & Risk Management: Ensure compliance with local, national, and international labor laws, providing guidance on HR policies and procedures while partnering with legal teams when necessary