Senior People Partner

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Senior People Partner based in Italy.

As a Senior People Partner, you will play a pivotal role in building a high-performing, scalable organization by strengthening leadership capabilities, performance standards, and people practices. You will partner closely with senior leaders and managers across key business functions, providing strategic guidance and practical support throughout the employee lifecycle. From organizational design and performance management to employee relations and change enablement, you will help teams navigate growth while maintaining a strong, inclusive culture. You will empower managers to make informed decisions, handle complex people challenges, and foster environments built on trust, accountability, and continuous feedback. Using people analytics and business insights, you will identify opportunities to improve organizational effectiveness and streamline processes. This is an opportunity to make a measurable impact in a fast-growing, remote-first technology environment that values autonomy, transparency, and innovation.

Accountabilities

• Act as the primary People Partner for one or two departments, advising managers on performance, employee development, engagement, team morale, and communication.

• Coach managers through complex conversations, conflict resolution, feedback delivery, and challenging team situations, promoting fairness, accountability, and sound decision-making.

• Develop and share practical manager resources, playbooks, toolkits, and targeted training materials to strengthen leadership capabilities and encourage consistent people management practices.

• Support the full employee lifecycle, including hiring, onboarding, goal setting, performance reviews, professional development, retention, and employee exits.

• Guide performance management processes by establishing clear expectations, promoting regular feedback, supporting review cycles, and addressing underperformance.

• Lead sensitive employee relations cases, including terminations, layoffs, restructurings, and other complex situations, ensuring appropriate documentation, consistency, and legal compliance.

• Maintain and improve people policies, ensuring they remain relevant, practical, clearly communicated, and consistently applied across teams and geographies.

• Partner with managers to foster inclusive team cultures grounded in trust, psychological safety, open communication, and continuous improvement.

• Interpret employee engagement survey results and other feedback, translating insights into practical initiatives that improve employee experience, well-being, and organizational culture.

• Support organizational change initiatives, including team growth, reorganizations, role changes, and process improvements, ensuring effective communication and successful adoption.

• Analyze trends in performance, engagement, attrition, and employee relations to identify organizational risks and opportunities for improvement.

• Provide data-informed recommendations to managers and senior leadership, helping align people decisions with business priorities and organizational objectives.

• Contribute to organizational design, role architecture, job leveling, workforce planning, and succession development to support sustainable growth.

• Advise managers on compensation-related matters, including offers, salary adjustments, and compensation communication, ensuring clarity and consistency.

• Collaborate with cross-functional stakeholders to improve people processes, reduce operational friction, and introduce scalable solutions that support a high-output organization.

Requirements

• At least five years of experience in People Partnering or a comparable senior individual-contributor HR role, with demonstrated responsibility for influencing organizational, performance, and talent decisions.

• A recognized professional HR qualification, such as SHRM-CP, SHRM-SCP, CIPD, or an equivalent certification.

• Strong experience coaching managers on goal setting, continuous feedback, performance management, employee development, and leadership effectiveness.

• Proven ability to lead complex employee relations cases, including terminations, layoffs, reorganizations, and sensitive workplace matters, with sound judgment and a commitment to fairness.

• Hands-on experience implementing performance management frameworks, including goal-setting processes, review cycles, feedback mechanisms, and calibration sessions.

• Working knowledge of employment legislation in at least one relevan