P&C Business Partner – Enablement

🚀 Welcome to Your Next Adventure!

We are looking for a P&C Business Partner – Enablement to partner with some of the functions that enable Snoonu's business to scale, including People & Culture, Finance, Strategy & Revenue .

The role combines HQ business partnering responsibilities with Group-level exposure , reflecting the nature of the functions within its portfolio. You will work closely with functional leaders, their leadership teams, and the broader P&C organization to translate business priorities into effective people, organization, and talent strategies.

This is not a transactional HR role. We are looking for a Business Partner who understands the business behind the people's agenda — someone who can challenge constructively, use data and organizational insights to diagnose issues, anticipate talent needs, and help leaders build stronger organizations.

🛠 What You’ll Get Your Hands On:

Strategic Business Partnering

• Act as the primary P&C partner for leaders across P&C, Finance, Strategy & Revenue .
• Develop a strong understanding of each function's strategy, operating model, priorities, talent landscape, and organizational challenges.
• Translate business priorities into practical people and organizational plans , identifying where P&C interventions can enable stronger business outcomes.
• Provide leaders with thoughtful, evidence-based advice on organization, talent, performance, leadership, workforce, and people decisions.
• Build trusted relationships while maintaining the ability to challenge leaders constructively when required.
• Anticipate organizational and talent risks rather than operating only in response to immediate requests.

Organization & Workforce

• Partner with leaders on organizational design, workforce planning, role clarity, spans and layers, succession, and capability requirements .
• Support organizational changes and restructuring from diagnosis and design through implementation.
• Challenge workforce requests based on business needs, organizational effectiveness, existing capacity, and longer-term plans.
• Partner with P&C leadership and Finance on workforce planning, headcount governance, and people-cost considerations.
• Identify organizational dependencies, capability gaps, succession risks, and opportunities to improve team effectiveness.

Talent & Performance

• Drive the talent agenda across the assigned functions, including performance, critical talent, succession, development, retention, and leadership capability .
• Facilitate and strengthen performance and talent calibration discussions with functional leadership.
• Ensure strong differentiation of performance and talent based on evidence and business impact.
• Identify critical roles and talent risks and partner with leaders to build appropriate retention, succession, or development actions.
• Work with Talent Acquisition to anticipate hiring requirements and ensure external hiring is connected to broader workforce and capability plans.
• Support leaders in addressing underperformance promptly and effectively.

People Insights

• Use workforce and talent data to identify patterns, risks, and opportunities within the functions supported.
• Partner with People Analytics and Finance to connect people indicators with organizational and business performance .
• Bring insights into leadership discussions around areas such as attrition, performance, engagement, workforce cost, organizational structure, hiring, critical talent, and succession.
• Move beyond reporting metrics by translating data into clear implications and recommended actions for leaders.

Employee Experience & Organizational Health

• Maintain a strong understanding of the employee experience and organizational climate across the functions supported.
• Partner with leaders on engagement priorities and actions emerging from employee feedback.
• Identify systemic people or leadership issues and work with the appropriate P&C teams to address root causes.
• Partner closely with Employee Relations when more complex employee matters require specialist support.
• Support organizational change with appropriate stakeholder, communication, and people-impact considerations.

P&C Partnership

• Work as part of the broader P&C Business Partnering community to ensure consistency in how we support leaders across Snoonu.
• Partner closely with Talent Acquisition, Rewards, People Development, People Operations, Employee Relations, and People Technology & Analytics to bring the right expertise into the functions supported.
• Translate business needs into clear requirements for P&C Centers of Expertise rather than attempting to independently deliver every P&C solution.
• Contribute to Group P&C initiatives and priorities where the functions within the portfolio have cross-market responsibilities.
• Help continuously improve the quality and maturity of business partnering across Snoonu.

🧙‍♂️ The Magic You Bring

• 6+ years of progressive experience in People & Culture / Human Resources , with meaningful experience in an HRBP or People Partner capacity.
• Experience working in a technology company or high-growth digital business is highly desirable.
• Experience partnering with senior leaders and navigating complex stakeholder environments.
• Strong understanding of organizational design, workforce planning, talent management, performance, succession, and employee relations.
• Commercial and business acumen, with the ability to understand how different functions contribute to overall company performance.
• Strong analytical mindset and comfort using workforce and business data to support recommendations.
• Ability to move comfortably between strategic organizational discussions and practical execution .
• Experience operating within a matrixed, multi-business, or multi-country organization is highly desirable given the combination of HQ and Group responsibilities.
• Strong judgment and the confidence to challenge senior stakeholders constructivel