HR Business Partner

This is more than a job. It’s a chance to build, grow, and make a real impact! Join our team as our new HR Business Partner. You will be accountable for the overall HR agenda, people strategy and employee experience within the country. The role provides senior HR leadership to the local business, leads the Country HR organisation and ensures that global HR strategy, programmes and standards are effectively translated into the local environment. The role balances business priorities, organisational capability, employee experience, local employment requirements and operational effectiveness with the company's global HR strategy and operating model. The Country HR Leader will also play a key role in building a scalable, future-ready HR operating model, ensuring that HR services, processes, technology and capabilities evolve in line with the needs of the business. This is a senior leadership role requiring the ability to operate both strategically and operationally — setting the long-term people agenda while ensuring strong execution and service delivery today.

  1. Country HR Leadership & Business Partnership

• Lead the overall HR agenda for the country, aligned with the company's global people strategy and business priorities.
• Act as the senior HR advisor to country and business leadership, providing insight and counsel on workforce, organisational and people matters.
• Partner with senior leaders on organisational effectiveness, workforce planning, organisational change and other immediate and medium-term business priorities.
• Translate business strategy into appropriate people priorities and HR interventions.
• Provide senior HR leadership during significant organisational changes, workforce initiatives and business transformation.
• Ensure that local business priorities are appropriately connected to the global HR agenda.
• Act as the senior HR escalation point for significant or complex local people matters.

2. Build a Scalable & Future-Ready HR Operating Model

• Establish and continuously evolve a structured, scalable and business-aligned HR delivery model.
• Define clear ownership and accountability between Country HR, HR Operations, Global HR Business Partners and Centres of Excellence.
• Ensure the country receives consistent, high-quality and effective HR support.
• Identify opportunities to simplify, standardise and improve HR processes and service delivery.
• Establish appropriate governance, service standards, SLAs and operating rhythms where relevant.
• Drive greater efficiency, consistency and scalability across the HR organisation.
• Ensure the HR operating model can adapt to business growth, organisational change and evolving workforce needs.

3. HR Operations, Employee Relations & Compliance

• Provide appropriate oversight of core HR operations, ensuring effective employee lifecycle management and service delivery.
• Ensure strong governance across HR processes, policies and local employment practices.
• Provide oversight of significant employee relations matters and local employment risks.
• Partner closely with Legal on complex, sensitive or high-risk employment matters.
• Ensure compliance with applicable local employment and statutory requirements.
• Ensure managers understand and appropriately apply company policies and local requirements.
• Maintain appropriate operational rigour, documentation and audit readiness.
• Work closely with HR Operations, Payroll, Finance and other relevant functions to ensure effective end-to-end employee support.

4. Employee Experience & Culture

• Own the overall country employee experience, working with HR teams and business leaders to identify and address key themes, risks and opportunities.
• Promote effective leadership, communication, engagement and collaboration across the country.
• Ensure employee feedback and local insights are translated into appropriate action.
• Support the development of a high-performance, inclusive and engaging working environment.
• Ensure the employee experience is consistent with the company's global culture while recognising legitimate local requirements.

5. HR Transformation, Technology & Process Excellence

• Lead and sponsor HR transformation initiatives that improve the effectiveness, scalability and maturity of HR.
• Drive process re-engineering, simplification, automation and digitisation of HR workflows.
• Partner with global HR teams to ensure effective adoption and integration of global HR platforms and technologies.
• Support the effective use and continuous improvement of HRIS platforms, analytics and digital HR solutions.
• Use data, insights and technology to improve decision-making and HR service delivery.
• Ensure local HR processes align with global systems, governance and data standards.
• Identify opportunities to improve employee and manager experience through technology and process innovation.

6. HR Shared Services & Service Excellence

• Where applicable, lead, build, expand or re-architect HR Shared Services and local HR service delivery.
• Establish clear service ownership, processes and escalation routes.
• Introduce appropriate SLAs, service standards and performance measures.
• Drive consistency and quality across high-volume HR processes.
• Reduce complexity and duplication through standardisation, automation and effective use of technology.
• Ensure HR services are responsive to business and employee needs while remaining scalable and cost-effective.

7. Global HR Strategy & Programmes

• Represent the country perspective within the global HR organisation.
• Ensure effective local implementation and adoption of global HR programmes, policies and initiatives.
• Provide feedback to Global HR Business Partners and Centres of Excellence on local requirements, risks and implications.
• Balance global consistency with legitimate country-specific requirements.
• Partner across geographies to share best practices and drive consistent HR standards.
• Contribute to the evolution of the global HR operating model and people strategy.

8. Leadership, Talent & Organisational Capability

• Partner with business leaders on organisation design, workforce planning, succession and critical talent priorities.
• Support leadership development, managerial effectiveness and capability building.
• Ensure managers have the tools, frameworks and support required to lead people effectively.
• Strengthen succession planning for critical roles and develop future talent pipelines.
• Support organisational and cultural transformation as the business evolves.
• Where relevant, support the development of the country as a strategic talent hub and build capabilities aligned with future business needs.

9. People Leadership & HR Capability

• Lead, develop and motivate a high-performing Country HR team.
• Establish clear roles, responsibilities, accountabilities and ways of working across the local HR organisation.
• Build strong collaboration between Country HR, Global HR Business Partners, Centres of Excellence and HR Operations.
• Coach and develop HR team members, strengthening both functional expertise and business partnership capability.
• Ensure HR resources and capabilities are appropriately aligned with business requirements.
• Build a culture of accountability, continuous improvement, collaboration and service excellence within the HR team.

• University degree (Law, Psychology, Sociology, Business Management etc.);
• Strong experience in a similar position;
• IT Software Industry experience would be a plus;
• Excellent presentation and communication skills in both Romanian and English languages, French language skills are a plus;
• Strong leadership, people management, and coaching skills;
• Persuasive, analytical, decision making skills;
• Work ethics, diplomacy, influence skills;
• Empathy, proactivity, ability to work under pressure;
• Change management and problem-solving skills;
• In depth and up-to-date knowledge of Romanian legislation laws; 

74Software, affiliated with Axway and SBS, together, we deliver secure, mission-critical software that powers a data-driven world. Independently operated leaders with decades of proven expertise.  From secure integration and API solutions to cloud-based banking platforms, we help global organizations and financial institutions thrive.  

For more than 25 years, Axway has helped major brands and government agencies worldwide with trusted solutions in Managed File Transfer (MFT), B2B integration, APIs, and Financial Accounting Hub products. SBS empowers banks and financial institutions to reimagine the future with a composable, cloud-based architecture supporting deposits, lending, compliance, payments, consumer finance, and asset finance operations across the globe. 

Why 74Software? 

We celebrate diverse perspectives and experiences, knowing our people are our greatest strength. Join us and be part of a team where you can thrive, grow, and make an impact. 

We offer benefits that support your health, growth, and lifestyle, so you can thrive at work and beyond, including health coverage, retirement plans, paid time off, flexible work, career development, competitive pay, and global culture perks. 

Equal Opportunity Employer 

We are committed to providing equal opportunities and ensuring a fair and inclusive recruitment process. We do not discriminate on the basis of age, disability, gender, sexual orientation, race, religion, or any other protected characteristic. 

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