People Business Partner (HRBP)

About the role

Innatera is a rapidly growing Dutch semiconductor company that develops ultra-efficient neuromorphic processors for AI at the edge. These microprocessors mimic the brain's mechanisms for processing fast data streams from sensors, enabling complex turn-key sensor analytics functionalities, with 10,000x higher performance per watt than competing solutions. Innatera's technology serves as a critical enabler for next-generation use cases in the IoT, wearable, embedded, and automotive domains. With over €37m in funding raised, we're scaling fast towards bringing our neuromorphic technology to billions of sensors by 2030. Our mission? To make the world smarter, safer, and greener. We're not just about pushing boundaries, we're about making a difference. At Innatera we are committed to driving innovation and delivering exceptional results while creating an environment where our teams can thrive. We are a group of passionate, creative thinkers who thrive in a fast-paced environment on challenges and are always ready to take on the next big thing. As a valued member of our team focused on making a positive impact, your unique contributions play a significant role in creating meaningful change. Working alongside a talented group of colleagues, you will experience a supportive environment that recognizes and values your life beyond the confines of work. Please note that this role is open to candidates who are already based in the Netherlands. We are able to consider visa transfers where applicable, but we are not considering relocation candidates for this position at this moment of time. We will trust you with: We're looking for an experienced, people-focused People Business Partner to help scale Innatera through its next stage of growth. Reporting to the Head of People & Culture, you'll act as a trusted partner to leaders while driving strategic People & Culture initiatives that support Innatera's business objectives. You'll help translate business priorities into practical people solutions and contribute to building a high-performing, scalable, and healthy organisation. Key pillars of ownership: Strategic People Initiatives Develop a deep understanding of the business and translate organisational needs into effective people solutions. Own and continuously evolve key strategic people initiatives aligned with business objectives, including performance & development management, learning & development, compensation & benefits, and organisational design. Manage the scope, stakeholders, budget, and external partners related to assigned initiatives, ensuring effective delivery and sustainable business impact. Use people data, feedback, and business insights to assess what is working, identify risks and opportunities, and drive informed decision-making. Leadership Business Partnering Act as a trusted strategic partner to team leads, helping them build strong, engaged, and high-performing teams. Provide ongoing guidance on leadership, team dynamics, and culture-related topics through coaching, training, and individual support. Own and coordinate key manager lifecycle moments, including onboarding, offboarding, role changes, team transitions, performance conversations, and organisational changes. Help identify capability gaps, leadership challenges, and organisational risks, and work with the Head of People & Culture to address them proactively. Legal Compliance and Culture Ensure compliance with Dutch labour law and internal policies, working closely with legal advisors where needed. Review, create, and maintain fair, business-aligned people policies that reduce risk and support both employees and the organisation. Oversee sensitive individual cases, including illness, underperformance, conflict, terminations, and other complex employee relations topics. Lead and support the coordination and development of Innatera's Works Council in collaboration with the People Operations team. Support a culture of well-being, psychological safety, inclusion, accountability, continuous learning, and ownership. Participate in other People & Culture projects and activities as necessary. What you'll need to succeed: Solid experience in a senior HR / People role, such as HR Business Partner, People Business Partner, People & Culture Manager, or similar, with strong hands-on involvement in leadership partnering and employee relations. Experience working in a fast-growing, international, preferably technology-driven environment where you have supported leaders through growth, change, and evolving people processes. Strong coaching and advisory skills. Proven experience supporting managers and employees through complex people topics, including performance, development, conflict, feedback, illness, and terminations. Experience running or improving core people processes, such as performance reviews, development cycles, goal setting, feedback, calibration, or manager enablement. Ability to bring structure to ambigui

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