About the Role

We are looking for an HR Business Partner to support our Commercial and Operations teams at Azki Seller, with a strong focus on employee experience, conflict management, employee relations, and team effectiveness.

In this role, you will act as a trusted partner to employees and managers, helping address workplace challenges, resolve conflicts, improve internal communication, and create a positive and productive work environment. You will work closely with business leaders to understand team dynamics, identify employee needs, and implement practical solutions that support both employee well-being and business objectives.

This role focuses on employee support, engagement, and organizational effectiveness rather than recruitment and hiring.

Key Responsibilities

1. Employee Relations & Conflict Management

• Act as a trusted point of contact for employees and managers regarding workplace concerns, interpersonal conflicts, and team-related challenges.

• Facilitate constructive conversations between employees and managers to resolve conflicts and strengthen working relationships.

• Identify the root causes of employee concerns and recommend fair, practical, and sustainable solutions.

• Support managers in handling sensitive employee situations, behavioral challenges, and difficult conversations.

• Proactively identify potential employee relations issues and take preventive measures to maintain a healthy work environment.

• Handle employee concerns with empathy, confidentiality, neutrality, and professionalism.

2. Employee Experience & Engagement

• Monitor and continuously improve the employee experience across the employee lifecycle.

• Conduct regular check-ins and gather feedback to understand employee needs, concerns, and expectations.

• Identify key drivers of employee dissatisfaction, disengagement, and turnover, and develop actionable improvement plans.

• Design and implement initiatives that enhance employee engagement, motivation, trust, and belonging.

• Analyze exit interview feedback and employee insights to identify recurring issues and recommend retention strategies.

• Follow up on employee feedback to ensure concerns are addressed and improvements are implemented effectively.

3. Business Partnering & Managerial Support

• Build strong relationships with Commercial and Operations leaders to understand business priorities, team dynamics, and people-related challenges.

• Partner with managers to improve people management practices, team collaboration, and overall effectiveness.

• Coach managers on employee relations, conflict resolution, performance conversations, and effective communication.

• Provide guidance on people-related decisions, employee performance concerns, and team development needs.

• Translate business challenges into people-focused solutions aligned with organizational goals.

• Support managers in creating a culture of accountability, collaboration, and constructive feedback.

4. Employee Support & Internal Communication

• Serve as a reliable point of contact for employees seeking guidance on workplace concerns, internal processes, and HR-related matters.

• Help employees navigate workplace challenges and facilitate effective communication with their managers and relevant stakeholders.

• Identify communication gaps and sources of friction within and across teams, and recommend practical improvements.

• Support the resolution of internal issues that negatively affect employee satisfaction, collaboration, or productivity.

• Ensure employee concerns are appropriately followed up and communicated to relevant stakeholders.

• Promote a supportive and inclusive workplace where employees feel heard, respected, and valued.

5. Cross-functional Collaboration & Organizational Effectiveness

• Collaborate with Commercial, Operations, and other internal teams to improve cross-functional relationships and ways of working.

• Identify recurring organizational challenges and recommend solutions to improve team effectiveness.

• Support organizational changes by helping managers and employees navigate transitions and adapt to new ways of working.

• Partner with relevant HR stakeholders to implement employee-focused initiatives and improve HR processes.

• Monitor people-related trends and provide insights to support data-driven decision-making.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.

• Proven experience in HR Business Partnering, Employee Relations, People Operations, or a similar HR role.

• Strong conflict resolution, mediation, and problem-solving skills.

• Excellent communication, active listening, and interpersonal skills.

• Ability to build trusted relationships with employees, managers, and senior stakeholders.

• Strong understanding of employee experience, engagement, retention, and people management practices.

• Ability to manage sensitive situations with discretion, fairness, and emotional intelligence.

• Strong stakeholder management and cross-functional collaboration skills.

• Analytical mindset with the ability to identify patterns in employee feedback and translate insights into actionable solutions.

• Ability to work independently, prioritize competing needs, and manage multiple employee-related issues effectively.