Playson
People Business Partner
1mo ago
WorldwideSeniorRemote
People Business Partner role focused on organizational partnership, strong leadership collaboration, and maintaining high talent quality with a pragmatic approach.
Responsibilities
- We expect PBPs to strengthen leadership capability, improve decision quality, and help leaders become more effective and self-sufficient over time.
Conditions
- Hybrid work & flexible schedule
- Medical insurance (+1 coverage option)
- Professional development reimbursement
- Online English classes
- Employee referral bonus program
How to apply
- HR Interview
- Leadership Interview
- Final Interview
- If you are comfortable working closely with leadership, solving organisational problems, and helping strong teams scale without unnecessary bureaucracy, we’d love to hear from you.
Other
- Playson is looking for a People Business Partner who can operate close to the business, work directly with leaders on organisational challenges, and help maintain a high-performance environment without turning the company into a bureaucratic HR machine.
- We are looking for someone who can:
- help leaders make strong people decisions;
- maintain high talent quality;
- Identify organisational risks early.
- and ensure leadership, hiring, and performance problems do not silently accumulate over time.
- The PBP works primarily through leaders - not around them.
- 5+ years of experience in HRBP, Head of People, HRD, organisational partnership, or similar leadership-facing roles.
- Strong experience working with leaders in fast-moving environments.
- Ability to challenge stakeholders directly, constructively, and without unnecessary politics.
- Strong judgment and ability to operate in ambiguous situations.
- High level of ownership, maturity, and communication clarity.
- Ability to connect people and topics with business reality and execution impact.
- Comfortable with difficult conversations, organisational tension, and imperfect environments.
- Ability to remain calm, structured, and pragmatic under pressure.
- Ability to build trust with strong personalities and leadership teams while still being able to challenge them when needed.
- Ability to simplify complexity instead of adding bureaucracy.
- Strong business and organisational awareness.
- Interest in scalable organisational practices, operational clarity, and AI-supported People infrastructure.
- Ukrainian language
- Partner with leaders on hiring, team structure, organisational effectiveness, performance, ownership gaps, and delivery risks.
- Push discussions toward decisions and outcomes instead of endless alignment loops.
- Help leaders define what “strong” actually means for critical roles and challenge weak hiring compromises.
- Support leaders in addressing underperformance early and directly.
- Identify early organisational signals such as leadership gaps, burnout, unhealthy dependencies, misalignment, or execution risks.
- Help improve feedback quality, leadership practices, and decision consistency across teams.
- Support practical and scalable organisational approaches instead of overcomplicated HR frameworks.
- Contribute to improving internal documentation, operational clarity, and AI-supported People knowledge infrastructure over time.
- an employee support hotline;
- a process coordinator;
- a “culture activities” owner;
- a passive mediator avoiding uncomfortable conversations;
- or someone hiding behind frameworks instead of making judgment calls.
- clarity over ambiguity;
- direct communication over corporate politeness;
- speed with accountability;
- impact over activity.