Global HR Business Partner

We are seeking our new Global HR Business Partner to join the Axway team!

Overview

The Global HR Business Partner (HRBP) acts as thestrategic HR partner to senior leaders (L2) within a product-focused organization. This role may align with one leader or multiple leaders depending on the specific scope. The role partners closely with the business to ensure the people and organization strategy fully enable delivery of the Business Unit operating plan while also anticipating and shaping the35 year talent and capability agenda.

As a single point of contact for L2-level business leaders the Global HRBP collaborates with Corporate HR Centers of Excellence (COEs) and Country HR teams to drive organizational design capability building workforce strategy and leadership development at a global scale.

Key Responsibilities

Strategic Partnership & Business Alignment

• Serve as theprimary HR partnerto designated L2 senior leaders acting as a trusted advisor on all strategic people matters.
• Translate theBusiness Unit operating planinto acomprehensive people strategy ensuring workforce capability structure and culture are aligned to business goals.
• Partner with leaders to driveorganizational performance leadership effectiveness and talent readiness to deliver future priorities.
• Use people data analytics and insights to shape decisions around workforce organization and talent.

Workforce & Capability Strategy

• Lead the development and execution of theBuild Buy Borrow Botworkforce strategy ensuring the right skills and capabilities are available to meet current and future business needs.
• Partner with COEs and business leaders to define critical roles and skill clusters for the next 35 years identifying gaps and building targeted strategies to address them.
• Support business leaders in leveraging automation and digital solutions (Bot) to enhance productivity and workforce agility.

Talent & Leadership Development

• Drive succession planning leadership development and talent mobility to ensure strong internal pipelines for key and emerging roles.
• Partner with the Talent COE to design and implement programs that address future leadership and skill needs.
• Coach and challenge senior leaders to enhance team effectiveness and strengthen leadership capability globally.

Organizational Design & Effectiveness

• Lead organizational design initiatives to ensure fit-for-purpose structures that enable agility efficiency and innovation.
• Partner with business leaders to assess and enhance organizational effectiveness decision-making processes and role clarity.
• Drive change management and cultural alignment efforts in partnership with Corporate HR and Communications.

Future Talent & Trends

• Identify and anticipate35 year talent trends workforce shifts and skill requirements impacting the business.
• Develop and communicate insights on external market trends emerging roles and future capabilities needed to sustain competitive advantage.
• Partner with Talent Acquisition and L&D COEs to future-proof the organizations talent pipelines and capability strategies.

Collaboration Across HR

• Work seamlessly withCOEs(Talent Reward Learning DEI etc.) andCountry HR teamsto deliver globally consistent yet locally relevant HR solutions.
• Ensure that corporate HR programs and policies are tailored to meet the needs of the business while maintaining global alignment and compliance.
• Provide feedback from the business to inform the design and prioritization of global HR initiatives.

Qualifications & Experience

Education:Bachelors degree required; Masters degree in HR Business or Organizational Development preferred.

Experience:

• 10 years of progressive HR experience including significant time as a senior HRBP in a complex global product-oriented business.
• Demonstrated experience partnering directly with senior (L2) leaders on strategic people initiatives.
• Proven track record leading workforce planning organizational design and capability-building initiatives.
• Experience driving medium- to long-term talent and skills strategies (35 year horizon).

Skills & Competencies:

• Strong business and commercial acumen; understands product lifecycle and innovation drivers.
• Expertise in organization design workforce strategy and talent development.
• Data-savvy; able to use insights to shape strategic decisions.
• Exceptional stakeholder management and influencing skills.
• Global mindset with the ability to operate across regions functions and cultures.
• Excellent communication facilitation and coaching capabilities.

Key Attributes

• Strategic future-focused and solutions-oriented.
• Trusted advisor and thought partner to senior leaders.
• Able to balance long-term vision with pragmatic execution.
• Collaborative and adept at working across the HR ecosystem.
• Passionate about building capability and driving organizational success through people.

Success Measures

• Alignment of people and organization strategy with business outcomes.
• Strength of future talent pipelines and critical skill coverage.
• Organizational effectiveness and agility improvements.
• Quality of partnership and influence with L2 leadership.
• Execution and impact of workforce planning and organizational design strategies.

At our organization we are committed to fighting against all forms of discrimination. We foster a work environment that is inclusive and respectful of all differences.

All of our positions are open to people with disabilities.

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