We are seeking our new Global HR Business Partner to join the Axway team!

Overview

The Global HR Business Partner (HRBP) acts as the strategic HR partner to senior leaders (L2) within a product-focused organization. This role may align with one leader or multiple leaders, depending on the specific scope. The role partners closely with the business to ensure the people and organization strategy fully enable delivery of the Business Unit operating plan, while also anticipating and shaping the 3–5 year talent and capability agenda.

As a single point of contact for L2-level business leaders, the Global HRBP collaborates with Corporate HR, Centers of Excellence (COEs), and Country HR teams to drive organizational design, capability building, workforce strategy, and leadership development at a global scale.

Key Responsibilities

Strategic Partnership & Business Alignment

• Serve as the primary HR partner to designated L2 senior leaders, acting as a trusted advisor on all strategic people matters.
• Translate the Business Unit operating plan into a comprehensive people strategy, ensuring workforce capability, structure, and culture are aligned to business goals.
• Partner with leaders to drive organizational performance, leadership effectiveness, and talent readiness to deliver future priorities.
• Use people data, analytics, and insights to shape decisions around workforce, organization, and talent.

Workforce & Capability Strategy

• Lead the development and execution of the “Build, Buy, Borrow, Bot” workforce strategy — ensuring the right skills and capabilities are available to meet current and future business needs.
• Partner with COEs and business leaders to define critical roles and skill clusters for the next 3–5 years, identifying gaps and building targeted strategies to address them.
• Support business leaders in leveraging automation and digital solutions (“Bot”) to enhance productivity and workforce agility.

Talent & Leadership Development

• Drive succession planning, leadership development, and talent mobility to ensure strong internal pipelines for key and emerging roles.
• Partner with the Talent COE to design and implement programs that address future leadership and skill needs.
• Coach and challenge senior leaders to enhance team effectiveness and strengthen leadership capability globally.

Organizational Design & Effectiveness

• Lead organizational design initiatives to ensure fit-for-purpose structures that enable agility, efficiency, and innovation.
• Partner with business leaders to assess and enhance organizational effectiveness, decision-making processes, and role clarity.
• Drive change management and cultural alignment efforts in partnership with Corporate HR and Communications.

Future Talent & Trends

• Identify and anticipate 3–5 year talent trends, workforce shifts, and skill requirements impacting the business.
• Develop and communicate insights on external market trends, emerging roles, and future capabilities needed to sustain competitive advantage.
• Partner with Talent Acquisition and L&D COEs to future-proof the organization’s talent pipelines and capability strategies.

Collaboration Across HR

• Work seamlessly with COEs (Talent, Reward, Learning, DEI, etc.) and Country HR teams to deliver globally consistent yet locally relevant HR solutions.
• Ensure that corporate HR programs and policies are tailored to meet the needs of the business while maintaining global alignment and compliance.
• Provide feedback from the business to inform the design and prioritization of global HR initiatives.

Qualifications & Experience

Education: Bachelor’s degree required; Master’s degree in HR, Business, or Organizational Development preferred.

Experience:

• 10+ years of progressive HR experience, including significant time as a senior HRBP in a complex, global, product-oriented business.
• Demonstrated experience partnering directly with senior (L2+) leaders on strategic people initiatives.
• Proven track record leading workforce planning, organizational design, and capability-building initiatives.
• Experience driving medium- to long-term talent and skills strategies (3–5 year horizon).

Skills & Competencies:

• Strong business and commercial acumen; understands product lifecycle and innovation drivers.
• Expertise in organization design, workforce strategy, and talent development.
• Data-savvy; able to use insights to shape strategic decisions.
• Exceptional stakeholder management and influencing skills.
• Global mindset with the ability to operate across regions, functions, and cultures.
• Excellent communication, facilitation, and coaching capabilities.

Key Attributes

• Strategic, future-focused, and solutions-oriented.
• Trusted advisor and thought partner to senior leaders.
• Able to balance long-term vision with pragmatic execution.
• Collaborative and adept at working across the HR ecosystem.
• Passionate about building capability and driving organizational success through people.

Success Measures

• Alignment of people and organization strategy with business outcomes.
• Strength of future talent pipelines and critical skill coverage.
• Organizational effectiveness and agility improvements.
• Quality of partnership and influence with L2 leadership.
• Execution and impact of workforce planning and organizational design strategies.

At our organization, we are committed to fighting against all forms of discrimination. We foster a work environment that is inclusive and respectful of all differences.

All of our positions are open to people with disabilities.

#LI-KJ1

#LI-Hybrid