Human Resources Business Partner

Edge; Islamabad; On-site; PKR 4,000,000 - 7,000,000; Full time

Job summary

Edge is seeking a Global HR Business Partner to drive performance management, organizational effectiveness, and employee development across its global teams.

You will lead 360-degree performance experiences, coach leaders, and partner on structure, engagement, and talent strategies to scale with Edge's growth.

Qualifications

• 5+ years of progressive HR experience with HRBP focus.
• Strong experience owning end-to-end performance management.
• Skilled in coaching senior leaders and using data for decisions.

Responsibilities

• Own end-to-end performance management processes and calibrations.
• Partner with leaders to align org structure and talent with goals.
• Create development plans and career paths across regions.
• Advise on employee relations, engagement, and retention.
• Analyze people data to inform leadership decisions.
• Design scalable, global people programs across countries.

Skills

HR Business Partner

Performance Management

360-degree feedback

People analytics

Leadership coaching

English proficiency

Tools

HRIS

People analytics tools

Job description

About Edge

Edge is an AI-native healthcare staffing and workforce solutions company helping organizations build, scale, and manage high-performing teams through global talent, training, technology, and workforce solutions.

We work with organizations across healthcare, dental, insurance, accounting, and other industries to connect them with high-quality global talent while creating the systems and capabilities needed for long-term workforce success.

As Edge continues to grow globally, our People function plays a critical role in building high-performing teams, strong managers, and a culture of accountability across the organization.

About the Role

We are looking for a Global HR Business Partner to partner closely with leaders and managers across Edge's global organization, with a strong focus on performance management, organizational effectiveness, and employee development.

This role will own the 360-degree performance management experience across the employee lifecycle, helping ensure that employees understand what is expected of them, receive regular feedback, are held accountable for results, and have clear opportunities to develop and progress.

Beyond performance management, you will act as a strategic people partner to business leaders, helping them make better people decisions around team structure, talent, engagement, retention, development, and organizational change.

This is a highly hands-on role. You will be expected to understand the business, work directly with leadership and managers, identify people challenges before they become larger issues, and build practical solutions that can scale across countries and teams.

What You'll Do

360° Performance Management

• Own and continuously improve Edge's end-to-end performance management framework.
• Build a consistent performance philosophy across teams, functions, and geographies.
• Manage the full performance cycle including goal setting, check-ins, reviews, feedback, calibration, development planning, and performance improvement.
• Establish clear performance expectations aligned with company and departmental goals.
• Partner with managers to set measurable goals and ensure employees understand how their work contributes to business outcomes.
• Develop and improve 360-degree feedback processes that incorporate manager, peer, cross-functional, and self-feedback where appropriate.
• Help managers deliver effective, timely, and constructive performance feedback.
• Identify performance trends across teams and work with leaders on corrective actions.
• Support calibration processes to improve consistency and fairness in performance assessments.
• Build performance improvement frameworks and coach managers through underperformance situations.
• Track performance outcomes and identify opportunities to improve individual and team effectiveness.

Leadership & Business Partnering

• Partner with functional leaders as their primary HRBP on people and organizational matters.
• Understand business priorities, team objectives, workforce challenges, and organizational needs.
• Translate business requirements into practical people strategies and initiatives.
• Provide data-driven recommendations on organizational structure, talent, performance, engagement, and retention.
• Challenge leaders constructively when people decisions or practices may impact organizational effectiveness.
• Support leaders through organizational changes, restructures, team growth, and evolving business requirements.

Talent Development & Career Growth

• Partner with managers to identify development needs and create meaningful employee development plans.
• Help establish clear career paths, progression frameworks, and role expectations across the organization.
• Identify high-performing and high-potential employees and support succession and development planning.
• Connect performance outcomes with learning, development, promotions, and career opportunities.
• Work with the Talent and Learning teams to ensure development programs address real business and performance gaps.

Employee Relations & Engagement

• Serve as a trusted advisor for employees and managers on complex people matters.
• Support managers in navigating difficult conversations, conflict, performance concerns, and employee relations issues.
• Identify employee experience and engagement trends through feedback, surveys, and people data.
• Partner with leaders to address engagement and retention risks.
• Help create a culture of accountability, transparency, continuous feedback, and high performance.

People Analytics & Organizational Insights

• Use people data to identify trends and inform leadership decisions.
• Track performance, retention, engagement, promotion, development, and other key people metrics.
• Build actionable people insights for leadership rather than simply reporting HR data.
• Identify patterns across teams, managers, functions, and geographies.
• Use performance and employee data to identify organizational strengths, gaps, and areas requiring intervention.

Global People Programs

• Design and implement people programs that can operate consistently across multiple countries while accounting for local requirements.
• Partner with People Operations and other HR teams to improve the employee lifecycle.
• Support global HR initiatives including performance management, engagement, talent development, succession planning, and organizational effectiveness.
• Ensure HR programs remain scalable as Edge continues to grow its global workforce.

What You'll Need

Must-Haves

• 5+ years of progressive HR experience, with significant experience as an HR Business Partner or People Partner.
• Strong experience owning or significantly contributing to end-to-end performance management programs.
• Demonstrated experience designing or improving performance frameworks, goal-setting processes, feedback systems, reviews, and performance improvement plans.
• Strong understanding of 360-degree feedback and continuous performance management.
• Experience partnering directly with senior leaders and managers on people and organizational decisions.
• Strong experience coaching managers through performance, employee relations, and difficult people situations.
• Experience using people data and analytics to identify trends and influence business decisions.
• Strong understanding of employee engagement, talent development, career progression, and retention.
• Ability to balance employee advocacy with business needs and organizational accountability.
• Strong communication, stakeholder management, coaching, and influencing skills.
• High level of discretion and sound judgment when handling sensitive employee matters.
• Strong written and spoken English.
• Comfortable working across multiple teams, countries, cultures, and time zones.

Nice to Have

• Experience supporting a global or geographically distributed workforce.
• Experience building performance management systems from the ground up.
• Experience with OKRs, KPIs, competency frameworks, or role-based performance frameworks.
• Experience with HRIS, performance management, engagement, or people analytics platforms.
• Experience with talent reviews, succession planning, calibration, and high-potential programs.
• Experience working in a high-growth startup or rapidly scaling organization.
• Experience in healthcare, staffing, technology, SaaS, or another high-growth environment.
• Strong understanding of employment practices across multiple international markets.

Why Join Edge?

• Partner directly with leaders across a rapidly growing global organization.
• Own one of the most important people systems at Edge: how we define, measure, develop, and improve performance.
• Build a modern 360° performance culture across multiple countries and functions.
• Have direct influence on leadership effectiveness, employee development, and organizational performance.
• Work across the full spectrum of strategic HRBP responsibilities rather than operating within a narrow HR function.
• Help build scalable people systems as Edge continues its global expansion.
• Work with a high-ownership, fast-moving team where HR is closely connected to business outcomes.
• Grow alongside a global organization transforming healthcare staffing and workforce solutions.