Senior People Partner

Jobgether SRL; Schweiz; À distance; CHF 140 000 - 190 000; Plein temps

Avantages offerts par ce poste

Competitive compensation

Equity participation

30 days vacation (Europe)

Health and well‑being benefits

Retirement planning

Professional development budget €1,0

Remote-first flexibility

Hackathons and knowledge sharing

Open-source contribution $100/month

Résumé du poste

Partner company in Switzerland is seeking a Senior People Partner to strengthen leadership capabilities, performance standards, and people practices across key functions. You will guide organizational design, performance management, and employee relations while fostering a transparent, inclusive culture in a fast-growing, remote-first tech environment.

You will partner with senior leaders, enable data-driven decisions with people analytics, and drive scalable HR processes that support growth and

Qualifications

• Five+ years in a senior People Partnering or similar HR role.
• Proven ability to influence organizational and talent decisions.

Responsabilités

• Act as primary People Partner for departments, advising on performance, development, engagement, and communication.
• Coach managers through complex conversations and conflict resolution to ensure fair decisions.
• Develop manager resources, playbooks, and training to strengthen leadership.

Connaissances

People partnering

Coaching managers

HR analytics

Stakeholder management

Change management

Organizational design

Formation

SHRM-CP / SHRM-SCP / CIPD or equivalent

Description du poste

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Senior People Partner based in Switzerland.

As a Senior People Partner, you will play a pivotal role in building a high-performing, scalable organization by strengthening leadership capabilities, performance standards, and people practices. You will partner closely with senior leaders and managers across key business functions, providing strategic guidance and practical support throughout the employee lifecycle. From organizational design and performance management to employee relations and change enablement, you will help teams navigate growth while maintaining a strong, inclusive culture. You will empower managers to make informed decisions, handle complex people challenges, and foster environments built on trust, accountability, and continuous feedback. Using people analytics and business insights, you will identify opportunities to improve organizational effectiveness and streamline processes. This is an opportunity to make a measurable impact in a fast-growing, remote-first technology environment that values autonomy, transparency, and innovation.

Accountabilities

• Act as the primary People Partner for one or two departments, advising managers on performance, employee development, engagement, team morale, and communication.
• Coach managers through complex conversations, conflict resolution, feedback delivery, and challenging team situations, promoting fairness, accountability, and sound decision‑making.
• Develop and share practical manager resources, playbooks, toolkits, and targeted training materials to strengthen leadership capabilities and encourage consistent people management practices.
• Support the full employee lifecycle, including hiring, onboarding, goal setting, performance reviews, professional development, retention, and employee exits.
• Guide performance management processes by establishing clear expectations, promoting regular feedback, supporting review cycles, and addressing underperformance.
• Lead sensitive employee relations cases, including terminations, layoffs, restructurings, and other complex situations, ensuring appropriate documentation, consistency, and legal compliance.
• Maintain and improve people policies, ensuring they remain relevant, practical, clearly communicated, and consistently applied across teams and geographies.
• Partner with managers to foster inclusive team cultures grounded in trust, psychological safety, open communication, and continuous improvement.
• Interpret employee engagement survey results and other feedback, translating insights into practical initiatives that improve employee experience, well‑being, and organizational culture.
• Support organizational change initiatives, including team growth, reorganizations, role changes, and process improvements, ensuring effective communication and successful adoption.
• Analyze trends in performance, engagement, attrition, and employee relations to identify organizational risks and opportunities for improvement.
• Provide data‑informed recommendations to managers and senior leadership, helping align people decisions with business priorities and organizational objectives.
• Contribute to organizational design, role architecture, job leveling, workforce planning, and succession development to support sustainable growth.
• Advise managers on compensation‑related matters, including offers, salary adjustments, and compensation communication, ensuring clarity and consistency.
• Collaborate with cross‑functional stakeholders to improve people processes, reduce operational friction, and introduce scalable solutions that support a high‑output organization.

Requirements:

• At least five years of experience in People Partnering or a comparable senior individual‑contributor HR role, with demonstrated responsibility for influencing organizational, performance, and talent decisions.
• A recognized professional HR qualification, such as SHRM‑CP, SHRM‑SCP, CIPD, or an equivalent certification.
• Strong experience coaching managers on goal setting, continuous feedback, performance management, employee development, and leadership effectiveness.
• Proven ability to lead complex employee relations cases, including terminations, layoffs, reorganizations, and sensitive workplace matters, with sound judgment and a commitment to fairness.
• Hands‑on experience implementing performance management frameworks, including goal‑setting processes, review cycles, feedback mechanisms, and calibration sessions.
• Working knowledge of employment legislation in at least one relevant jurisdiction, such as the UK, US, or Germany, with the ability to recognize when specialist legal advice is required.
• Experience supporting organizational change, restructurings, and process improvements while balancing business priorities, employee needs, and effective implementation.
• Demonstrated ability to develop, maintain, and communicate practical HR policies and ensure consistent application across teams.
• Excellent communication, influencing, and stakeholder management skills, with the credibility to advise managers and executives and navigate difficult decisions.
• Experience in organizational design, role leveling, workforce planning, and restructuring initiatives.
• Proven ability to translate employee engagement feedback into meaningful actions that strengthen culture, retention, and employee experience.
• Confidence advising managers on compensation matters, including salary offers, adjustments, and compensation‑related communications.
• Experience partnering closely with Product, Finance, or other business functions, ideally within a fast‑growing technology or SaaS organization.
• Strong analytical skills and the ability to interpret people metrics, identify patterns, and turn data into actionable business recommendations.
• High levels of autonomy, accountability, discretion, and adaptability, with the ability to operate effectively in a dynamic, evolving environment.
• Excellent written and verbal English skills to collaborate with colleagues and stakeholders across international teams.

Additional advantages:

• Experience supporting distributed teams across Europe, the UK, and the US.
• Familiarity with works councils, employee representation, and regional employment practices.
• Experience working in high‑growth SaaS, product‑led, or technology‑driven organizations.
• Experience designing and delivering manager training, leadership toolkits, and scalable people enablement programs.
• Exposure to succession planning, talent development, and identifying future leadership capabilities.
• Experience partnering with Engineering or Product teams in complex technical environments.

Benefits:

• Competitive compensation: An attractive salary package aligned with your experience and local market.
• Equity participation: The opportunity to share in the organization's success through an equity package.
• Generous annual leave: 30 days of vacation per year for Europe‑based employees, in addition to local public holidays.
• Health and well‑being: Benefits aligned with local country standards for European employees.
• Retirement planning: Pension contributions in accordance with applicable local employment arrangements.
• Professional development budget: €1,000 per year, or the local equivalent, for courses, books, events, and coaching.
• Remote‑first flexibility: Work remotely within the supported European working environment, with regular team off‑sites and opportunities to connect in person.
• Collaborative team culture: Join a passionate, international team that values experimentation, knowledge‑sharing, and innovation, including regular hackathons.
• Open‑source contribution: Receive a monthly allowance of $100 to support open‑source projects you care about.
• Transparency and autonomy: Work in an environment that emphasizes open communication, organizational visibility, ownership, and trust.
• Meaningful impact: Help shape people practices, leadership effectiveness, and organizational culture during a significant period of growth.