Senior People Partner

Jobgether SRL; Portugal; Remote; EUR 70,000 - 110,000; Full time

Benefits offered by this job

Remote-first flexibility

Equity participation

Professional development budget

Health and well-being benefits

Retirement planning

Team off-sites & travel

Open-source contribution stipend

Job summary

Jobgether SRL, on behalf of a partner company, seeks a Senior People Partner based in Portugal to shape leadership, performance, and people practices across functions. You will empower managers, guide change, and translate data into actionable improvements in a remote-first tech environment.

You will own employee lifecycle processes, coach leaders through complex conversations, ensure compliant policies, and foster inclusive cultures while partnering with Product, Finance, and other teams to

Qualifications

• Five+ years in People Partnering or senior HR role with influence on performance and talent decisions.
• HR qualification such as SHRM-CP, SHRM-SCP, CIPD, or equivalent certification.
• Experience coaching managers on goal setting, feedback, and leadership effectiveness.
• Ability to lead complex employee relations cases with sound judgement.
• Experience implementing performance management frameworks and calibration sessions.
• Knowledge of employment legislation in at least one relevant jurisdiction (UK/US/DE).
• Experience supporting organizational change and process improvements.
• Ability to develop and communicate practical HR policies across teams.
• Excellent English communication and stakeholder management skills.
• Experience with organizational design, role leveling, and workforce planning.

Responsibilities

• Act as primary People Partner for one or two departments, advising on performance and development.
• Coach managers through difficult conversations and conflict resolution.
• Develop resources, playbooks, and training to strengthen leadership.
• Support the full employee lifecycle: hiring, onboarding, reviews, development, retention, exits.
• Guide performance management processes and calibration sessions.
• Lead sensitive employee relations cases with proper documentation and compliance.
• Maintain and improve people policies, ensuring consistency across geographies.
• Promote inclusive cultures with trust, psychological safety, and open communication.
• Interpret engagement data and translate insights into practical initiatives.
• Support organizational change, restructurings, and process improvements.
• Provide data-informed recommendations aligning people decisions with business goals.
• Contribute to organizational design, role architecture, and succession planning.
• Advise on compensation matters and communication.
• Collaborate with Product, Finance, and other functions to enable scalable HR processes.

Skills

People partnering

Employee relations

Performance management

Organizational design

Change management

Data analytics

Communication

Cross-functional collaboration

Strategic thinking

Coaching leadership

Education

HR qualification (SHRM-CP, SHRM-SCP, CIPD, or equivalent)

Job description

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 Portugal.

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.