[Hiring] Human Resources Business Partner @Appficiency

Role Description

This role is part of the Shared Services business unit, reporting into the HCM leader, and works cross-functionally with department leaders across our global offices. Day to day looks like:

• Partnering with a practice leader on a hiring plan one morning.
• Coaching a first-time manager through a performance conversation that afternoon.
• Sitting in on a leadership project the next day as the people-strategy voice in the room.
• Using strategy transparency to quickly pivot on recruiting nuances.

It's a role that moves between the strategic and the hands-on. We're looking for someone who sees an underused process or a coaching gap and treats it as their problem to solve. Given we're a rapidly growing company at the interchange of business and technology, this requires entrepreneurial tenacity, motivation to learn, and enterprise-building initiative.

Qualifications

• 5–8 years in Human Resources, with demonstrated HR Business Partnership experience.
• Proven ability to engage with senior leadership and translate business strategy into workforce plans.
• Strong influence skills across organizational levels; able to drive outcomes without formal authority.
• Sharp business and HR acumen, problem-solving, critical thinking and self-initiative.
• Track record coaching managers toward stronger leadership practice.
• Excellent written/verbal communication and presentation skills; comfort producing polished documents and reports.
• Working knowledge of employment law and multiple HR disciplines: comp & benefits, org diagnosis, employee relations, DEI, performance management.
• Comfortable in a fast-moving, entrepreneurial environment requiring multi-tasking across concurrent priorities.

Requirements

• Partner with senior leaders to translate business priorities, including AI adoption and market expansion, into clear workforce and organizational strategies.
• Serve as an embedded HR voice on leadership-level projects, providing structure, capability, and talent recommendations in real time.
• Research and stay ahead of trends, markets and be able to compare Appficiency performance against peers and aspirational goals.
• Lead full-cycle recruitment for senior and niche roles across global locations, closing capability gaps as they emerge.
• Lead the execution of performance management programs that reinforce accountability, engagement, and a high-performance culture.
• Identify talent gaps and drive succession planning and capability development, especially where leadership bench strength is thin.
• Coach managers directly, closing the gap between "manager" and "leader" through hands-on capability building.
• Own initiatives that make company values tangible at scale, but how people actually experience working here.
• Elevate our HCM processes and tools so they're actively used, not passively administered — closing the adoption gap between platform capability and manager behavior.
• Leverage HR metrics, workforce analytics, and market insights to identify emerging trends, proactively uncover gaps and opportunities, and provide data-driven, actionable recommendations to the leadership team.
• Provide compensation support including salary planning, promotions and job re-leveling.

Company Description