People Business Partner

Responsibilities

• 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.
• This role is not:
• 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.
• The goal of the role is not to centralise ownership inside the People function.
• We expect PBPs to strengthen leadership capability, improve decision quality, and help leaders become more effective and self-sufficient over time.
• We value:
• clarity over ambiguity;
• direct communication over corporate politeness;
• speed with accountability;
• impact over activity.

Requirements

• 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.

Benefits

Additional Information

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. This role is not about running HR processes for the sake of process. 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.

Your Match

How well this role fits your profile.

Company Intel

What employees say

Worked at playson? Share your experience