Senior HRBP Specialist

London - UK

Monthly Salary: Not Disclosed

Posted on: 30+ days ago

Vacancies: 1 Vacancy

Job Summary

About PatSnap

Patsnap empowers IP and R&D teams by providing better answers so they can make faster decisions with more confidence. Founded in 2007 Patsnap is the global leader in AI-powered IP and R&D intelligence. Our domain-specific LLM trained on our extensive proprietary innovation data coupled with Hiro our AI assistant delivers

actionable insights that increase productivity for IP tasks by 75% and reduce R&D wastage by 25%. IP and R&D teams collaborate better with a user-friendly platform across the entire innovation lifecycle. Over 15000 companies trust Patsnap to innovate faster with AI including NASA Tesla PayPal Sanofi Dow Chemical and

Wilson Sonsini.

Key Responsibilities

1. Strategic HRBP for Commercial Teams (Approx. 80% Focus)
Business Diagnosis & Insights:Develop a deep understanding of the Commercial teams business model strategic goals performance pressures and team dynamics. Utilize data analytics (e.g. performance metrics headcount cost engagement attrition) to accurately diagnose organizational and talent bottlenecks.
Drive Organizational Change & Effectiveness:Partner with business leaders to design and implement organizational development initiatives including but not limited to team restructuring performance and incentive scheme reforms and core talent pipeline development to enhance overall team effectiveness.
Leader Enablement:Act as a coach to business leaders providing expert guidance on leadership talent management team building and complex people management issues to elevate the people leadership capabilities of the management team.
Core Talent Management:Lead the talent review succession planning and end-to-end talent management (acquisition development motivation retention) for the Commercial team to ensure a steady pipeline of talent for business growth.
Foster a High-Performance Culture:Champion and optimize the full performance management cycle from goal setting and ongoing check-ins to evaluations and feedback to cultivate a results-oriented culture of continuous improvement.

2. Overseas HR Foundation Building (Approx. 20% Focus)
Process Design & Implementation:Design and implement standardised compliant core HR processes for overseas offices (e.g. in EMEA or APAC regions) in their early stages covering areas such as recruitment & onboarding performance management payroll coordination leave management and employee offboarding.
Ensure Compliance:Ensure overseas operations adhere to local labour laws and regulations. Manage and mitigate employment risks by collaborating with local legal advisors or Professional Employer Organizations (PEOs).
Balance Global vs. Local Needs:Adapt the global HR policy framework to suit local market cultures and legal environments ensuring policy applicability and effectiveness.
Knowledge Transfer & Training:Provide training and support to initial office leads or locally hired HR personnel in overseas locations to ensure the smooth deployment and sustained operation of HR processes.

Essential Requirements:

CIPD Level 5 or 7 qualification or equivalent experience.
Proven experience as an HR Business Partner in the UK with a mandatory track record of directly supporting Commercial teams (e.g. Sales Marketing Business Development).
Strong business acumen; ability to comprehend business strategy financial metrics and sales processes and translate business needs into effective HR solutions.
Practical experience in driving organizational diagnosis design and change management initiatives going beyond routine HR administration.
In-depth practical knowledge of UK employment law.
Exceptional communication influencing and stakeholder management skills with the ability to effectively partner with stakeholders at all levels and from diverse cultural backgrounds.
Proactive and able to work autonomously in an ambiguous and fast-paced environment. Strong project management skills are essential.
ProficiencyinMandarinChinese(asignificantplusforcross-teamcollaboration)

Required Experience:

Senior IC

About PatSnapPatsnap empowers IP and R&D teams by providing better answers so they can make faster decisions with more confidence. Founded in 2007 Patsnap is the global leader in AI-powered IP and R&D intelligence. Our domain-specific LLM trained on our extensive proprietary innovation data coupled ...

About PatSnap

Wilson Sonsini.

Key Responsibilities

1. Strategic HRBP for Commercial Teams (Approx. 80% Focus)
Business Diagnosis & Insights:Develop a deep understanding of the Commercial teams business model strategic goals performance pressures and team dynamics. Utilize data analytics (e.g. performance metrics headcount cost engagement attrition) to accurately diagnose organizational and talent bottlenecks.
Drive Organizational Change & Effectiveness:Partner with business leaders to design and implement organizational development initiatives including but not limited to team restructuring performance and incentive scheme reforms and core talent pipeline development to enhance overall team effectiveness.
Leader Enablement:Act as a coach to business leaders providing expert guidance on leadership talent management team building and complex people management issues to elevate the people leadership capabilities of the management team.
Core Talent Management:Lead the talent review succession planning and end-to-end talent management (acquisition development motivation retention) for the Commercial team to ensure a steady pipeline of talent for business growth.
Foster a High-Performance Culture:Champion and optimize the full performance management cycle from goal setting and ongoing check-ins to evaluations and feedback to cultivate a results-oriented culture of continuous improvement.

2. Overseas HR Foundation Building (Approx. 20% Focus)
Process Design & Implementation:Design and implement standardised compliant core HR processes for overseas offices (e.g. in EMEA or APAC regions) in their early stages covering areas such as recruitment & onboarding performance management payroll coordination leave management and employee offboarding.
Ensure Compliance:Ensure overseas operations adhere to local labour laws and regulations. Manage and mitigate employment risks by collaborating with local legal advisors or Professional Employer Organizations (PEOs).
Balance Global vs. Local Needs:Adapt the global HR policy framework to suit local market cultures and legal environments ensuring policy applicability and effectiveness.
Knowledge Transfer & Training:Provide training and support to initial office leads or locally hired HR personnel in overseas locations to ensure the smooth deployment and sustained operation of HR processes.

Essential Requirements:

CIPD Level 5 or 7 qualification or equivalent experience.
Proven experience as an HR Business Partner in the UK with a mandatory track record of directly supporting Commercial teams (e.g. Sales Marketing Business Development).
Strong business acumen; ability to comprehend business strategy financial metrics and sales processes and translate business needs into effective HR solutions.
Practical experience in driving organizational diagnosis design and change management initiatives going beyond routine HR administration.
In-depth practical knowledge of UK employment law.
Exceptional communication influencing and stakeholder management skills with the ability to effectively partner with stakeholders at all levels and from diverse cultural backgrounds.
Proactive and able to work autonomously in an ambiguous and fast-paced environment. Strong project management skills are essential.
ProficiencyinMandarinChinese(asignificantplusforcross-teamcollaboration)

Required Experience:

Senior IC

Key Skills

Computer Hardware
Mac Os
Manufacturing & Controls
Root cause Analysis
Windows
Customer Support
Remote Access Software
Operating Systems
Encryption
Remedy
Chemistry
Cerner

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About Company

Patsnap

Patsnap empowers IP and R&D teams with advanced AI to get better answers and make faster decisions. Increase IP productivity by 75% while reducing R&D wastage by 25%.

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