HRBP, EMEA (12 Month FTC)

Job Description

Job Title: HR Business Partner (12 month FTC) 

Location: London, UK (Hybrid) 

Reports to: HR Director, EMEA 

Department: Human Resources 

THE OPPORTUNITY 

We’re MiQ, a global programmatic media partner for marketers and agencies. Our  people are at the heart of everything we do, so you will be too. No matter the role or  location, we’re all united in the vision to lead the programmatic industry and make it  better. 

As HR Business Partner, you will play a key role in supporting the HR Director and our  leaders across the EMEA region by providing both operational and strategic HR  partnership. You will act as a trusted advisor to managers and employees, providing  guidance across employee relations, performance management, employee  engagement, and organisational development. 

Working closely with the HR Director, you will help align people strategies with business  objectives, using data, insights, and strong stakeholder relationships to support  organisational effectiveness and growth. You will contribute to creating a high performing, inclusive, and engaging environment where our people can do their best  work. 

If you are a proactive HR professional looking for the opportunity to broaden your impact  and partner closely with an ambitious business, we would love to hear from you. 

KEY RESPONSIBILITIES 

Employee Relations & Advisory 

• Provide expert advice and guidance to managers on employee relations matters,  including disciplinary, grievance, performance, and absence management.  

• Partner with leaders to address complex people issues, ensuring fair and consistent  outcomes in line with company policies and relevant employment legislation. 

Strategic HR Partnership 

• Act as a trusted partner to managers and business leaders, supporting them in  making effective people decisions. 

• Work with the HR Director to provide coaching and guidance on team  effectiveness, performance management, and organisational challenges to help  drive business outcomes. 

Policy Development & Compliance 

• In partnership with the Talent Expansion, Integration, and Compliance Lead,  support the development, implementation, and continuous improvement of HR  policies and procedures to ensure alignment with best practice and compliance  with relevant employment legislation.  

• Take ownership of compliance on visa administration and management. Support  sponsorship compliance and ensure processes are maintained in line with  regulatory requirements. 

Recruitment & Workforce Planning 

• Partner with hiring managers and the Talent Acquisition team to support effective  recruitment strategies and workforce planning. Contribute to the development of  role profiles, support interview processes, and ensure a seamless onboarding  experience for new hires. 

Performance Management & Talent Development 

• Partner with managers to embed effective performance management practices,  including Personal Insights, feedback frameworks, PEPs, PIPs, and development  planning.  

• Work with the HR Director to deliver coaching to managers to strengthen leadership  capability and support employee development. 

Employee Engagement & Culture 

• Support the design and delivery of employee engagement initiatives that enhance  organisational culture, employee experience, and retention. Use engagement  data and feedback to identify opportunities for improvement and partner with  Global Talent and leaders to implement actions. 

Learning & Development 

• Collaborate with the Learning & Development team to identify capability gaps and  support the implementation of development initiatives that enable employees and  managers to grow and succeed. 

HR Operations & Administration

• Work with the HR Generalist to ensure accurate employee records are maintained  and support key HR processes such as employment documentation, HR systems  updates, and data compliance. Contribute to the continuous improvement of HR  processes to enhance efficiency and employee experience. 

HR Reporting & People Insights 

• Work with the HR Director to leverage HR data and systems to analyse trends, track  key metrics, and provide insights that support informed decision-making in areas  such as talent management, engagement, and workforce planning. 

Change Management & Organisational Development 

• Support organisational change initiatives, including restructures, growth, and  transformation projects. Partner with leaders to ensure effective communication,  employee engagement, and smooth implementation during periods of change. 

This is not an exhaustive list. The job description will likely evolve as the business and the  successful candidate grow. 

KEY SKILLS AND QUALIFICATIONS 

HR Experience 

• Proven experience within a senior HR advisory or business partnering role, ideally within a  fast-paced or scaling organisation, with strong exposure to employee relations,  performance management, and HR policy. 
• CIPD Qualification 
• CIPD Level 5 or equivalent experience. 
• Employment Law Knowledge 
• Strong knowledge of UK employment law and experience providing practical advice on  legal and regulatory matters. Knowledge of French and UAE employment law would be  advantageous. 
• Stakeholder Management 
• Strong interpersonal and influencing skills, with the ability to build credibility and trusted  relationships with managers and employees at all levels of the organisation. 
• Problem Solving & Judgement 
• Ability to manage complex and sensitive HR matters with sound judgement and a  pragmatic, solutions-focused approach that balances people and business needs.

Organisation & Prioritisation 

Excellent organisational and time management skills, with the ability to manage multiple  priorities and deliver results in a fast-paced environment. 

Data & Systems 

Strong analytical skills with the ability to interpret HR data and translate insights into  actionable recommendations. Experience using HRIS platforms such as Workday or similar  systems. Workday is advantageous.  

Communication 

Excellent written and verbal communication skills with the ability to convey complex HR  concepts clearly and confidently.

WHAT WE VALUE IN OUR PEOPLE:

• Passion – We love and live what we do

• Determination - We always find a way to figure it out

• Unity – We hold each other accountable. We win and lose as a team

• Agility – We anticipate the unexpected, embrace and adapt to change

• Courage – We dare to think unconventionally

At MiQ, we don’t just accept the differences of our people; it is what builds us as a community. MiQ is very proud to be an equal opportunity workplace. We are focused on diversity and inclusion so that all employees feel a sense of belonging to help them thrive throughout their careers at MiQ.

BENEFITS:

Every region and office has specific perks and benefits, but every person joining MiQ can expect:

• A hybrid work environment 

• New hire orientation with job specific onboarding and training  

• Internal and global mobility opportunities 

• Competitive healthcare benefits  

• Bonus and performance incentives 

• Generous annual PTO, paid parental leave, with two additional paid days to acknowledge holidays, cultural events, or inclusion initiatives 

• Employee resource groups designed to connect people across all MiQ regions, drive action, and support our communities