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**Company Mission**
Payhawk is a leading global spend management solution for scaling businesses. Headquartered in London and combining company cards, reimbursable expenses and accounts payable into a single product; its future-facing technology enables finance teams to control and automate company spending at scale.
The Payhawk customer base includes fast-growing and mature multinational companies in 32 countries including LuxAir, Quantive, and Wagestream. With offices in New York, London, Berlin, Munich, Barcelona, Paris, Amsterdam, Vilnius and Sofia; Payhawk is backed by renowned investors such as Lightspeed Venture Partners, Greenoaks, QED Investors, Earlybird Digital East, and Eleven Ventures.
Our values include supporting flat hierarchies, taking ownership and responsibility, seeking and providing feedback, managing constructive critique, and speaking our minds. We understand that the best ideas don't all come from the same place, so we encourage diversity and inclusion in all areas of our work.
The future of fintech is about more than money, and we believe in work-life balance, continual learning, and empowered teams. We're also on a journey to improve our environmental and social impact and become B Corp certified. From virtual cards to digital subscriptions, our software and automation help take paper out of the equation for our customers, too.
We're changing the world of payments, and we're looking for an exceptional team to help us.
In this newly created role, the HR Business Partner will work closely with our Go To Market (GTM) Leadership Team, and cross-functional teams to build and scale our Revenue organisation. This role will focus on defining and executing a holistic people strategy that drives pipeline generation and revenue growth. They will act as the CPO of the function, partnering with leadership to scale the team, develop the people, organizational structure, and environment that supports their growth and success.
**Key Responsibilities**
**Strategic Partnership with Leadership**:
- Collaborating with the GTM Leadership Team to shape and execute the people strategy and organizational development and design, advising on change management and internal communication strategies.
- Serve as a trusted advisor offering candid two-way feedback, coaching, and challenging them.
**Workforce Planning & Talent**:
- Own workforce planning in collaboration with Finance and the Business. Ensure headcount tracking and hiring aligns with budget and targets.
- Be the gatekeeper for new positions by challenging hiring needs and prioritizing based on business goals.
- Partner with business leaders to scope the ideal employee profile, working closely with the people team on the talent attraction, hiring, and onboarding strategy.
- Conduct final interviews for all leadership roles and key critical hires.
**Performance Development**:
- Lead and support leaders with the performance development cycle, including performance review sessions, calibration meetings, and coaching leaders on raising the bar for talent.
- Track and report on development actions, performance improvement plans (PIPs), and ensure continuous execution.
- Drive and manage the pay review process to ensure fair and equitable compensation decisions related to internal equity, gender equality, and external benchmarks.
**Employee Engagement, Retention & Culture**:
- Facilitate pulse surveys' outcome discussions with business leaders, co-drive action plans, track progress, and advise them on the continuous communication and engagement.
- Conduct exit interviews, run analyses, and recommend actions to improve retention, culture, and the employee experience.
- Manage retention cases, and provide sound advice to leaders on retention strategies.
**Analysis & Business Impact**:
- Develop and manage functional dashboards to measure business and people performance. Provide insights, propose action plans, and track and communicate progress regularly.
- Present regular feedback to global HR and leadership teams on the function's progress to influence global people strategy and policies.
**Skills, knowledge and experience required**:
- Proven experience in a Business Partner or HR leadership role within a Revenue or Go-to-Market organization.
- Strong background in scaling sales teams, recruitment, and talent strategy.
- Demonstrated ability to provide strategic insights and influence leadership teams on people and organizational topics.
- Experience in organisational development and workforce planning.
- Analytical mindset with experience and data-driven decision-making.
- Exceptional interpersonal and coaching skills, with the ability to provide candid feedback and facilitate positive change.
Payhawk is an Equal Employment Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital st
