HR Business Partner

About the role

This HR Business Partner supports leadership in Barcelona by driving organizational design, talent systems, and change initiatives. The role enables scalable teams and a high-performance culture through data-driven insights and strategic advice. You will act as a strategic advisor to business leaders, translating complex people data into actionable plans that align with organizational objectives. The position requires a proactive mindset and the ability to navigate ambiguity while maintaining a clear focus on results. You will own end-to-end responsibility for key people initiatives, ensuring execution is thorough and aligned with company values. This role demands a balance of operational rigor and strategic vision to support sustainable growth. You will be a catalyst for change, ensuring that people strategies reinforce the long-term goals of the business.

People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes. This role operates within that framework, ensuring consistency and compliance while enabling a strong employee lifecycle. You will collaborate closely with recruiters to ensure hiring needs are met efficiently and effectively. Your guidance will help managers navigate complex personnel situations with confidence and empathy.

Key facts

What you'll do

Design and lead organizational change initiatives that align the structure with evolving business strategies while minimizing operational risk. Analyze workforce data to identify trends, turnover risks, and areas for performance improvement that inform leadership decisions. Partner with C-level stakeholders to guide structural evolution and scaling efforts during periods of significant growth or transformation. Develop capability frameworks that map current skills against future business demands to inform talent decisions. Provide tools, frameworks, and coaching to managers to sustain a high-performance culture across all teams. Interpret compensation policies and market benchmarks to support competitive and equitable pay decisions within budget constraints. Translate employee engagement insights into concrete action plans that foster collaboration and address cultural gaps. Advise managers on legal and regulatory aspects of employment to ensure compliance and mitigate potential risks. Oversee programs related to rewards, leadership development, and people operations to track impact and drive continuous improvement.

Requirements

Bring a minimum of 5 years of experience as an HRBP or People Partner within international tech or mature corporate environments. Demonstrate a deep understanding of people operations and organizational contexts through practical application and results. Show complete ownership and end-to-end execution of talent and organizational design initiatives without the need for close supervision. Operate independently while delivering full ownership of complex people initiatives and cross-functional projects. Guide C-level leaders through structural change and scaling efforts, providing support during periods of organizational evolution. Use data, analytics, and business insights to drive decisions and build robust business cases for people programs. Align commercial objectives with people strategies and communicate effectively with both commercial and operational leaders. Exercise exceptional coaching and stakeholder management skills with senior leaders across multi-functional and matrixed environments. Maintain full professional proficiency in both English and Spanish to enable seamless collaboration across regions and teams.

Nice to have

Not applicable. The source does not specify any preferred additional skills or qualifications beyond the core requirements.

Practical notes

All roles are based in Barcelona under a hybrid work model, with flexibility rules determined by the team. The team will decide on the in-person cadence, which must meet a minimum of 6 office days per month as defined in company policy. The interview process typically includes a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or respond to a sensitive employee situation to assess judgment and discretion. Interviews test how candidates handle confidential information and disagreement, with an emphasis on structured, empathetic responses. Framing answers around policy, fairness, and company values is strongly recommended.

Questions to ask

During the interview, you are encouraged to ask about a typical week in the role, how work is assigned, and what tools the team utilizes on a daily basis. It is reasonable to inquire about the evolution of the role and what the team wishes it had known before joining. Questions regarding the manager's current priorities are especially valued and demonstrate strategic thinking. Understanding how feedback is given and how decisions are made will provide insight into the team dynamics. You may also explore how success is measured in the role and what opportunities exist for professional growth.

Career growth

People careers follow a progression from coordinator to generalist, then to manager, and potentially toward director-level roles. Recruiters can transition into talent leadership paths, while HR partners may move into people operations leadership. Business acumen becomes increasingly important at each career stage. The role rewards breadth across recruitment, development, and operations over time. Experience with tools such as HRIS and ATS systems is valuable at every level and supports long-term career development. Building expertise in these areas will position you for greater responsibility and influence within the organization. This role provides a foundation for shaping people strategy at scale within a growing, dynamic company.