Global HR Business Partner (HRBP)

Position Summary

The Global HRBP serves as an executive-level strategic advisor and leadership partner to EO’s senior leaders and functional teams, aligning People & Culture strategy with EO’s mission to move the world forward by unlocking the full potential of entrepreneurs.

Essential Duties And Responsibilities

• Advanced Employee Relations, Investigations & Compliance
• Serves as the primary expert and trusted advisor on complex, sensitive employee relations matters across multi-jurisdictional labor environments; manages cases from intake to resolution with sound judgment and total discretion.
• Internal Investigations
• Led and conducted thorough, impartial, and legally compliant internal investigations into allegations of policy violations, harassment, discrimination, or workplace misconduct; drafted comprehensive investigation reports and recommended corrective actions.
• Risk Mitigation & Performance Management
• Guides and supports global managers through high-stakes performance interventions, PIPs, critical documentation, and involuntary terminations while navigating regional statutory notice periods and severance requirements.
• Global Labor Law Alignment
• Maintained high-level oversight of international labor standards across 10+ countries, served as the senior point of escalation for complex statutory compliance, cross-border remote work risks, and local contract disputes.
• Global Footprint, Entity Transition & EOR Oversight
• Partnered directly with external international legal counsel, global legal advisors, and internal Finance teams to direct the legal, compliance, and structural setup of new corporate legal entities.
• Designed and executed legally compliant workforce transition frameworks (including local transfer-of-undertakings/TUPE equivalents) to seamlessly migrate personnel off EOR platforms and onto internal payroll without business disruption.
• Maintained strategic oversight of external EOR/PEO partners (e.g., Deel), serving as the ultimate escalation point for complex compliance risks while systematically sunsetting contracts as entities were established.
• Strategic Partnership & Organizational Effectiveness
• Partnered with senior leaders to translate strategic priorities into actionable, EOS-aligned people plans that drive team health, organizational performance, and clear accountability.
• Advised executive leadership on organizational design, global workforce modeling, change management, and restructuring initiatives across a distributed network.
• People Leadership
• Supervised, mentored, and directed the daily work of the Senior HR Generalist, ensuring the administrative engine, HRIS database (ADP Workforce Now), and tactical workflows ran seamlessly.
• Talent Management & Leadership Enablement
• Oversee and continuously refine EO’s core talent processes, including semi-annual promotion cycles and annual performance reviews, driving equity and consistency across all global regions.
• Coached and enabled global directors and supervisors on goal setting, cross-cultural feedback, leadership effectiveness, and proactive team development.
• Compensation Governance
• Partnered with Total Rewards to ensure global compensation decisions, job leveling, and salary benchmarking aligned strictly with EO’s total rewards philosophy, budget constraints, and commitments to internal equity.

Required QUALIFICATIONS, SKILLS, AND KNOWLEDGE

• Professional Background: 7–10+ years of progressive HR experience, including at least 3 years operating in an HRBP, strategic advisory, or senior ER role within a global organization.
• Deep Employee Relations & Investigation Expertise: Demonstrated experience managing complex employee relations cases, conducting formal workplace investigations, and navigating multi-jurisdictional labor laws across EMEA, LATAM, or APAC.
• Global & Remote Experience: Proven track record supporting a fully remote, distributed workforce across multiple countries and international time zones.
• People Management Experience: Proven experience directly supervising, mentoring, or leading HR team members or operational functions.
• HRIS & EOR Governance: Functional understanding of core HRIS platforms (ADP Workforce Now preferred) and strategic management of international EOR frameworks.
• Operating Systems: Experience working with structured business operating systems (such as EOS) and modern performance calibration frameworks.
• Preferred Entity Migration Experience: Direct, hands-on experience navigating the transition away from EOR models (e.g., Deel) into established corporate legal entities within a global organization, association, or non-profit environment.

KEY COMPETENCIES

• Employee Relations Mastery: Deep empathy balanced with objective neutrality, sound legal judgment, and investigative rigor.
• Consultative Influence: Builds immediate trust with senior executives and acts as a grounded, authoritative thought partner.
• Strategic & Operational Balance: Ability to architect high-level global expansion strategy while maintaining hands-on oversight of department execution.
• Global & Cultural Fluency: Masterfully navigates cross-cultural nuances, international employment frameworks, and diverse workplace dynamics.