Senior HR Business Partner

pAt Workwize, we’re helping IT teams to easily equip their remote and global teams with all necessary IT equipment. Our automated SaaS platform simplifies hardware deployment, management, and retrieval with fast, reliable deliveries in 100+ countries. /pbrZorg ervoor dat u de informatie over deze vacature grondig leest voordat u een sollicitatie indient.brpWith 50.000 users and 120.000 devices under management, we’re solving hybrid work challenges like laptop deliveries, returns and equipment tracking, allowing IT teams to focus less on manual hassles and more on strategic initiatives. /pbrpJoin our team to help shape the future of global collaboration. At Workwize, your work will make a real impact in building smarter, more connected workplaces worldwide. /pbrpLinkedIn has also recognized Workwize as one of the Top 10 Startups for 2025 in the Netherlands! /pbrAbout the RolebrpWe are looking for an HR Business Partner to join our People Team! You will own the people agenda for multiple departments and co‑own at least one company‑wide initiative. That means you are both the trusted partner to your business leaders and a builder of how Workwize does People work at scale. Sitting in leadership conversations, you shape decisions on org design and workforce planning, and you drive the programs that make teams better. /pbrpOur leaders are making more people decisions, faster, with higher stakes and we are looking for someone to partner with our leadership who can keep up and see problems before they escape. Someone who brings structure to messy situations, and has the courage to push back when a decision is heading in the wrong direction. /pbrpIf your current HRBP role is mostly reactive, mostly admin, or mostly waiting for someone else to decide what gets built, this will feel very different. If you have been looking for a place where you get to build the practice, own outcomes, and work at the pace of a scaling business, keep reading. /pbrKey Responsibilitiesbrullibr/liliPartner directly with department heads on organization design, workforce planning, change management, and employee engagement.br/liliCoach managers so they actually get better at leading people, not just check a box.br/liliOwn employee relations from medium‑complexity cases through sensitive exits and compliance matters.br/liliLead company‑wide People initiatives (performance cycles, engagement programs, onboarding redesigns) and make them land in your departments, not just launch.br/liliWork with Talent Acquisition on hiring strategy, leveling, and quality for every role in your portfolio. TA runs sourcing, screening, and closing. You make sure the right roles get opened at the right level and the bar stays high.br/liliPartner with People Ops on lifecycle execution. They build systems and processes. You drive adoption and feed back what needs to change.br/liliTurn people data into decisions: use attrition trends, engagement signals, and performance patterns to diagnose problems and bring leaders clear recommendations they can act on.br/liliAct as the feedback loop between the business and the rest of the People function.br/li /ulbrSuccess in your first 90 daysbrullibr/liliYou are the trusted people partner for every leader in your portfolio. They come to you first, not as an afterthought.br/liliYou have independently identified and resolved at least 3 real people problems that nobody asked you to find. Leaders can name what changed.br/liliYou have a running operating rhythm with your departments, TA, and People Ops that drives weekly decisions on hires, cases, and priorities.br/liliYou own a structured view of your portfolio: every open role, every at‑risk employee, every active case, with a clear next step for each.br/liliYou have taken ownership of your first company‑wide People initiative and have a delivery plan in motion.br/li /ulbrSuccess in your first yearbrullibr/liliYour departments run structured performance and calibration cycles that produce real outcomes, not paperwork.br/liliHiring for your portfolio is planned, on track, and aligned with business priorities. Leaders no longer elevate hiring frustrations because the process works.br/liliYou have delivered at least one company‑wide People initiative end to end, from design through adoption, with measurable impact.br/liliYou have coached at least two managers through a difficult people situation where the outcome was better because of your involvement.br/liliThe teams you support are measurably healthier: lower regretted attrition, stronger engagement, better manager effectiveness.br/li /ulbrRequired Skills Qualificationsbrullibr/liliProven track record as an HRBP supporting multiple departments simultaneously in a fast‑scaling tech or SaaS environment.br/liliDemonstrated experience coaching managers with measurable impact on how they lead, not just how they fill in forms.br/liliYou have owned employee relations cases end to end, including sensitive exits and compliance matters, with defensible outcomes.br/liliTrack record of using people data to change business decisions, not just report on them.br/liliYou have led company‑wide People programs (performance, engagement, onboarding) and delivered adoption across multiple teams.br/liliProven ability to manage competing priorities across senior stakeholders at pace, without losing structure.br/liliYou push back on leaders when a people decision is heading in the wrong direction, and you can describe what happened next.br/li /ulbrThis role is not for you ifbrullibr/liliYou prefer a well‑defined, stable HR environment where the processes are setbr/liliYou are looking for a pure advisory role where someone else implementsbr/liliYou need detailed instructions before you can move. Here, you will often need to figure out the right approach and then go execute itbr/liliYou find it uncomfortable to push back on senior leaders when you believe they are making a mistakebr/li /ulbrWorkwize Offersbrullibr/liliFlexible hybrid work environment.br/liliTop‑notch tools and equipment provided.br/liliVibrant, entrepreneurial culture with opportunities for growth.br/liliOff‑sites and multi‑yearly team bonding events.br/liliTeam lunches and surprise events to keep things fun.br/liliClasspass corporate membership.br/li /ulbrOur TeambrpBecoming part of Workwize means making an impact. We make sure that we will contribute to the change in the way of working. For us it is also important that we make an impact on our employees, that they feel challenged and ease. We consist of a rapid growing and ambitious team with all different backgrounds. xgiwjmb Entrepreneurs, Operational specialists, Developers, Sales gurus you can find them all at Workwize and are always on the look‑out for the next original ideas to reach more consumers and create the best value for our customers. /pbr