Middle Talent Partner

Why this role exists:

This role exists to help teams create a strong employee experience across the full employee lifecycle — from onboarding and development to engagement, performance and offboarding. You’ll partner closely with managers and employees, helping them navigate people-related challenges, make better decisions, and build healthy, productive teams.

What you’ll drive:

Employee lifecycle & experience

• Own and coordinate key employee lifecycle processes, from onboarding through offboarding.

• Make sure new hires have a smooth start and managers understand how to onboard and support them effectively.

• Partner with managers on mid- and end-of-trial reviews, including surveys, follow-ups and discussion of results.

• Manage offboarding processes, including exit interviews, documentation and coordination with relevant stakeholders.

• Identify opportunities to improve the employee experience based on feedback and recurring patterns.

Employee engagement & relations

• Partner with managers to strengthen engagement, retention and team health.

• Build trusted relationships with employees and proactively understand their concerns, needs and aspirations.

• Support managers in navigating complex employee relations cases and workplace conflicts.

• Handle complex employee questions and concerns independently, involving the right stakeholders when needed.

• Conduct regular 1:1s with managers and use their feedback to identify people-related risks and opportunities.

Performance & development

• Support managers through performance reviews, goal setting and development planning.

• Partner with managers to identify skill gaps and development needs within their teams.

• Support career development and career pathing discussions when needed.

• Identify recurring learning needs and contribute to relevant development initiatives.

• Help managers strengthen their people-management skills and apply HR tools and practices effectively.

Data, insights & HR processes

• Analyze HR metrics and employee data to identify trends, risks and opportunities.

• Turn people data into practical recommendations and actions for managers and the Talent team.

• Maintain accurate employee records and relevant HR databases.

• Support the implementation and adoption of HR policies, processes and initiatives across teams.

• Contribute to improving HR processes based on data, employee feedback and business needs.

Manager enablement

• Educate managers on HR processes, policies, employee lifecycle practices and available people-management tools.

• Help managers interpret and use HR analytics to make better people decisions.

• Identify gaps in managers’ HR knowledge and contribute to relevant learning initiatives.

• Partner with Talent Business Partners and leaders to implement people solutions across teams.

• Communicate HR topics clearly, adapting the message and communication style to different audiences.

What makes you a GR8 fit:

Must-have

• 2+ years of relevant experience as a Talent Partner, HR Manager, HR Generalist, HR Specialist or in a similar role.

• Hands-on experience supporting the employee lifecycle, including onboarding, performance, development, engagement and offboarding.

• Strong understanding of core HR processes and employee relations.

• Experience partnering with managers and supporting them through people-related decisions and challenging situations.

• Strong communication and conflict-management skills, with the ability to handle sensitive conversations calmly and fairly.

• Comfortable working with HR data and metrics, identifying trends and turning insights into practical actions.

• Strong ownership and prioritization skills — you can manage multiple people-related topics while keeping the important ones moving.

Nice-to-have

• Experience working in a fast-paced technology or international environment.

• Experience designing or improving employee engagement initiatives.

• Experience working with HRIS, people analytics or other HR technology.

• Experience supporting managers with leadership or people-management development.

• Experience contributing to the creation or improvement of HR policies and processes.