Current vacancies

Current Vacancies


Role title

Strategic HR Business Partner & Global Reward Manager

Bonus Plan


Business Unit/Team




Salary range


Team size



Director, HR




Main Purpose of the Role


As part of small global HR team, HR Strategic Business Partners play a vital role working with leaders and their teams globally to achieve their business goals, by developing programmes, coaching leader and team, and driving great practice through the implementation of the people agenda.  This involves organisation design and development, talent acquisition and management, reward management, and employee engagement. The jobholder will be allocated a specific executive area to support for this element of the role.


Working with the HRD to shape, lead, develop and deliver an effective HR service and people plan to support and enable stretching business goals. 


This role also encompasses functional responsibility, globally, for the Reward Strategy.  This has full accountability for the reward agenda, from strategic programmes, plans, offerings and policy to full execution of that policy, ensuring they support the acquisition and retention of the capability required to meet our strategic objectives.


Key Responsibilities



  • Understand key business priorities operational and strategic and translate into practical HR interventions and plans and advise and coach managers to lead and support their teams through change
  • Proactively partner across allocated executive area to drive and deliver our existing and future core HR programmes, policies, processes and services across the full employee life cycle. Talent Acquisition, Performance Management; Employee Engagement; Reward, Recognition; Learning and Development planning.
  • Monitor, review and recommend continuous improvements in HR Delivery: policies, processes, services and systems.  Co-design or lead local and global policy development and implementation
  • Reporting - use data to provide regular and meaningful insights to support business unit decision making and HR interventions
  • As the primary HR interface, actively support line managers to bring employee queries and employees relations issues to resolution (case management) and proactively monitor employee issues to provide insights and propose early interventions for the business
  • Provide expert coaching, training and support so managers and employees have confidence in tackling employee issues (legally and in line with Truphone values);
  • Working with the HR advisor to ensure all hiring and recruitment is managed for your business areas
  • Reward
  • Lead the Reward agenda, review existing reward frameworks, plans and policies as appropriate in order to ensure they support the strategic and operational capability requirements of the organisation and address complex compensation/benefits issues arising from the current business cycle and structure, legal restrictions, financial capabilities, political, cultural and economic forces of diverse countries
  • Work with Executive Team globally to manage key annual Reward activities and e.g. Annual Compensation Review, Sales Incentive Plans, Annual Bonus plans, Long Term Incentive Plans and Global Benefits and Payroll.
  • Manage the outsourced payroll provider/s ensuring they meet contractual and SLA requirements


Skills and Experience Required


  • Strategic thinker with the gravitas to influence thinking at Board level coupled with the emotional sensitivity to interact with individuals from all levels across the business to drive results.
  • Proven track record of working with an executive Management team to create significant organisational and cultural change that supports the overall objectives of the business.
  • Proven experience in devising and managing reward policies and practice across multiple geographic location.
  • Strong, experienced HR business partner with experience in growing a business across multiple countries.   Experience of working with a fast moving technology-based organisation would be helpful
  • Commercial astuteness - can translate HR interventions into impact on the business using relevant business language and data.
  • Must have global HR experience and in depth multi-country employee relations experience (essential to have Germany, Netherlands, Spain, UK, US).
  • Experience in managing and leading successful projects with multiple virtual stakeholders.
  • Experience in using both hard and soft data to drive insight and recommend interventions.
  • Is confident, can advise, challenge and coach people at all organisational levels
  • Able to communicate effectively across a wide range of audiences and using a variety of methods
  • Able to work independently, prioritise work and manage time effectively and efficiently
  • Strong analytical, relationship building and problem solving skills combined with high energy and personal resilience; and a can do approach

NO agencies please. We work very closely with only agreed suppliers and will not accept any CVs from any 3rd parties.


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