Middle Talent Partner

Why this role exists:

This role exists to help teams create a strong employee experience across the full employee lifecycle — from onboarding and development to engagement, performance and offboarding. You’ll partner closely with managers and employees, helping them navigate people-related challenges, make better decisions, and build healthy, productive teams.

What you’ll drive:

Employee lifecycle & experience

Own and coordinate key employee lifecycle processes, from onboarding through offboarding.

Make sure new hires have a smooth start and managers understand how to onboard and support them effectively.

Partner with managers on mid- and end-of-trial reviews, including surveys, follow-ups and discussion of results.

Manage offboarding processes, including exit interviews, documentation and coordination with relevant stakeholders.

Identify opportunities to improve the employee experience based on feedback and recurring patterns.

Employee engagement & relations

Partner with managers to strengthen engagement, retention and team health.

Build trusted relationships with employees and proactively understand their concerns, needs and aspirations.

Support managers in navigating complex employee relations cases and workplace conflicts.

Handle complex employee questions and concerns independently, involving the right stakeholders when needed.

Conduct regular 1:1s with managers and use their feedback to identify people-related risks and opportunities.

Performance & development

Support managers through performance reviews, goal setting and development planning.

Partner with managers to identify skill gaps and development needs within their teams.

Support career development and career pathing discussions when needed.

Identify recurring learning needs and contribute to relevant development initiatives.

Help managers strengthen their people-management skills and apply HR tools and practices effectively.

Data, insights & HR processes

Analyze HR metrics and employee data to identify trends, risks and opportunities.

Turn people data into practical recommendations and actions for managers and the Talent team.

Maintain accurate employee records and relevant HR databases.

Support the implementation and adoption of HR policies, processes and initiatives across teams.

Contribute to improving HR processes based on data, employee feedback and business needs.

Manager enablement

Educate managers on HR processes, policies, employee lifecycle practices and available people-management tools.

Help managers interpret and use HR analytics to make better people decisions.

Identify gaps in managers’ HR knowledge and contribute to relevant learning initiatives.

Partner with Talent Business Partners and leaders to implement people solutions across teams.

Communicate HR topics clearly, adapting the message and communication style to different audiences.

What makes you a GR8 fit:

Must-have

2+ years of relevant experience as a Talent Partner, HR Manager, HR Generalist, HR Specialist or in a similar role.

Hands-on experience supporting the employee lifecycle, including onboarding, performance, development, engagement and offboarding.

Strong understanding of core HR processes and employee relations.

Experience partnering with managers and supporting them through people-related decisions and challenging situations.

Strong communication and conflict-management skills, with the ability to handle sensitive conversations calmly and fairly.

Comfortable working with HR data and metrics, identifying trends and turning insights into practical actions.

Strong ownership and prioritization skills — you can manage multiple people-related topics while keeping the important ones moving.

Nice-to-have

Experience working in a fast-paced technology or international environment.

Experience designing or improving employee engagement initiatives.

Experience working with HRIS, people analytics or other HR technology.

Experience supporting managers with leadership or people-management development.

Experience contributing to the creation or improvement of HR policies and processes.