HR Business Partner

impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products—Performance (affiliate), Creator (influencer), and Advocate (customer referral)—unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands, including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics, rely on impact.com to power more than 225,000 partnerships that deliver measurable business results.

The Regional HR Business Partner (HRBP) is responsible for aligning human capital strategies with business objectives across designated regional business units. The role serves as a trusted advisor to regional leadership & management, delivering value-added HR services that reflect the organisation’s goals, people priorities, and operating realities.  The HRBP builds a working understanding of the business unit’s operations, team structure, and culture in order to provide relevant, practical, and timely HR support. In an evolving AI-enabled environment, the HRBP also champions the adoption of digital tools and modern ways of working to enhance productivity across the region.

• Oversees the physical office experience to ensure a safe, healthy, and productive work environment in line with regional standards.
• Develops, implements, and reviews workplace policies aligned with regional legislation, regulatory requirements, and organisational values.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed.
• Coordinates team events and engagement activities that foster a positive, inclusive, and connected workplace culture.

• Assists with Performance Management cycle including goal-setting, mid-year check-ins, and year-end evaluations; provides day-to-day performance management guidance (e.g., coaching, counselling, career development, disciplinary actions).
• Champions Equity & Inclusion programmes, embedding fair and inclusive practices across all HR processes.
• Oversees seamless onboarding and offboarding experiences for all employees; assists international employees with expatriate assignments and related HR matters.
• Analyses trends and metrics in partnership with the HR group to develop solutions, programmes, and policies.

• Consults with line management, providing HR guidance and acting as a trusted advisor on all people-related matters.
• Supports career development and leadership development conversations and programmes to build capability across the region.
• Manages and resolves complex employee relations issues through effective, thorough, and objective investigations.
• Supports the coordination of workforce planning and succession planning activities by helping to compile data, schedules, and documentation for Global HRBP’s and business unit leaders.
• Helps identify training needs within the business unit by gathering feedback from managers and employees, and supports the coordination of training sessions.
• Supports the monitoring of training programmes, helping to track attendance and gather feedback to assess whether training objectives are being met.
• Uses everyday digital and AI-enabled tools (e.g., scheduling assistants, document templates, basic reporting tools) to complete tasks more efficiently, and shares useful tips or tools with the wider HR team.

• Conducts frequent meetings with respective business units to stay ahead of people challenges and build trusted relationships with leaders and employees.
• Assist with Regional Engagement Survey process, including data analysis and the development of targeted action plans in partnership with business leaders.
• Champions company culture initiatives, including feedback culture, continuous learning, and High Commitment High Performance (HCHP) principles.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation to managers and employees as needed.

• Bachelor’s degree in Human Resources, Industrial Psychology, or a related field or equivalent experience.

• Minimum of 4 years of experience resolving complex employee relations issues in a multi-site or regional HR capacity.
• Working knowledge of multiple HR disciplines, including compensation practices, organisational diagnosis, employee and union relations, diversity, performance management, and applicable employment laws.
• Demonstrated experience supporting workforce planning, talent management, and employee engagement programmes.

• Excellent verbal and written communication skills, with the ability to tailor messaging to diverse audiences.
• Excellent interpersonal and customer service skills; ability to build trusted relationships across all levels of the organisation.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Strong analytical and problem-solving skills; able to interpret workforce data and metrics to generate actionable HR insights.
• Excellent organisational skills and attention to detail, with a proven ability to manage competing priorities and meet deadlines.
• Proficient with Google Office Suite or related software; comfortable navigating digital HR systems and platforms.

• Demonstrated awareness or hands-on experience with AI-powered tools and platforms used to enhance workplace productivity (e.g., AI writing assistants, HR analytics tools, workflow automation, or similar).
• Ability to evaluate and support the adoption of AI and digital tools within the HR function and across the business units supported, including identifying opportunities to streamline repetitive processes.
• Understands the principles of responsible AI use in HR contexts, including data privacy, fairness, and the importance of human judgment in AI-assisted decisions.
• Proactively explores and shares new tools, digital methods, or AI use cases that could improve HR service delivery, reporting, or employee experience.
• Comfortable working in digitally evolving environments; adapts quickly to new systems, tools, and technology-driven changes in HR processes.