HRBP, EMEA (12 Month FTC)

As HR Business Partner, you will play a key role in supporting the HR Director and our leaders across the EMEA region by providing both operational and strategic HR partnership. You will act as a trusted advisor to managers and employees, providing guidance across employee relations, performance management, employee engagement, and organisational development. Working closely with the HR Director, you will help align people strategies with business objectives, using data, insights, and strong stakeholder relationships to support organisational effectiveness and growth. You will contribute to creating a high performing, inclusive, and engaging environment where our people can do their best work. If you are a proactive HR professional looking for the opportunity to broaden your impact and partner closely with an ambitious business, we would love to hear from you. KEY RESPONSIBILITIES Employee Relations & Advisory

• Provide expert advice and guidance to managers on employee relations matters, including disciplinary, grievance, performance, and absence management.
• Partner with leaders to address complex people issues, ensuring fair and consistent outcomes in line with company policies and relevant employment legislation.
Strategic HR Partnership
• Act as a trusted partner to managers and business leaders, supporting them in making effective people decisions.
• Work with the HR Director to provide coaching and guidance on team effectiveness, performance management, and organisational challenges to help drive business outcomes.
Policy Development & Compliance
• In partnership with the Talent Expansion, Integration, and Compliance Lead, support the development, implementation, and continuous improvement of HR policies and procedures to ensure alignment with best practice and compliance with relevant employment legislation.
• Take ownership of compliance on visa administration and management. Support sponsorship compliance and ensure processes are maintained in line with regulatory requirements.
Recruitment & Workforce Planning
• Partner with hiring managers and the Talent Acquisition team to support effective recruitment strategies and workforce planning. Contribute to the development of role profiles, support interview processes, and ensure a seamless onboarding experience for new hires.
Performance Management & Talent Development
• Partner with managers to embed effective performance management practices, including Personal Insights, feedback frameworks, PEPs, PIPs, and development planning.
• Work with the HR Director to deliver coaching to managers to strengthen leadership capability and support employee development.
Employee Engagement & Culture
• Support the design and delivery of employee engagement initiatives that enhance organisational culture, employee experience, and retention. Use engagement data and feedback to identify opportunities for improvement and partner with Global Talent and leaders to implement actions.
Learning & Development
• Collaborate with the Learning & Development team to identify capability gaps and support the implementation of development initiatives that enable employees and managers to grow and succeed.
HR Operations & Administration
• Work with the HR Generalist to ensure accurate employee records are maintained and support key HR processes such as employment documentation, HR systems updates, and data compliance. Contribute to the continuous improvement of HR processes to enhance efficiency and employee experience.
HR Reporting & People Insights
• Work with the HR Director to leverage HR data and systems to analyse trends, track key metrics, and provide insights that support informed decision-making in areas such as talent management, engagement, and workforce planning.
Change Management & Organisational Development
• Support organisational change initiatives, including restructures, growth, and transformation projects. Partner with leaders to ensure effective communication, employee engagement, and smooth implementation during periods of change.
  
  HR Experience
• Proven experience within a senior HR advisory or business partnering role, ideally within a fast-paced or scaling organisation, with strong exposure to employee relations, performance management, and HR policy.
• CIPD Qualification
• CIPD Level 5 or equivalent experience.
• Employment Law Knowledge
• Strong knowledge of UK employment law and experience providing practical advice on legal and regulatory matters. Knowledge of French and UAE employment law would be advantageous.
• Stakeholder Management
• Strong interpersonal and influencing skills, with the ability to build credibility and trusted relationships with managers and employees at all levels of the organisation.
• Problem Solving & Judgement
• Ability to manage complex and sensitive HR matters with sound judgement and a pragmatic, solutions-focused approach that balances people and business needs.
Organisation & Prioritisation Excellent organisational and time management skills, with the ability to manage multiple priorities and deliver results in a fast-paced environment. Data & Systems Strong analytical skills with the ability to interpret HR data and translate insights into actionable recommendations. Experience using HRIS platforms such as Workday or similar systems. Workday is advantageous. Communication Excellent written and verbal communication skills with the ability to convey complex HR concepts clearly and confidently. WHAT WE VALUE IN OUR PEOPLE:
• Passion - We love and live what we do
• Determination - We always find a way to figure it out
• Unity - We hold each other accountable. We win and lose as a team
• Agility - We anticipate the unexpected, embrace and adapt to change
• Courage - We dare to think unconventionally
  
  We're MiQ, a global programmatic media partner for marketers and agencies. Our people are at the heart of everything we do, so you will be too. No matter the role or location, we're all united in the vision to lead the programmatic industry and make it better., At MiQ, we don't just accept the differences of our people; it is what builds us as a community. MiQ is very proud to be an equal opportunity workplace. We are focused on diversity and inclusion so that all employees feel a sense of belonging to help them thrive throughout their careers at MiQ.
  
  Every region and office has specific perks and benefits, but every person joining MiQ can expect:
• A hybrid work environment
• New hire orientation with job specific onboarding and training
• Internal and global mobility opportunities
• Competitive healthcare benefits
• Bonus and performance incentives
• Generous annual PTO, paid parental leave, with two additional paid days to acknowledge holidays, cultural events, or inclusion initiatives
• Employee resource groups designed to connect people across all MiQ regions, drive action, and support our communities