HR Business Partner

At Appodeal, we’re more than just a company—we’re a team united by a common mission: Help people discover and grow their talents through products that enable successful mobile app businesses!

We take pride in our cutting-edge product and our internationally dispersed team of talented professionals.

Here’s what we value, and what we hope you do too:

• Continuous Learning and Growth: We are passionate about learning, growing personally, and building rewarding careers.
• Making an Impact: We are committed to building a history-defining company that leaves a lasting impact on the mobile app industry.
• Solving Exciting Challenges: We tackle complex problems every day, supported by a team of world-class professionals and mentors.
• Enjoying the Journey: We believe in having fun while working toward our goals.

We're hiring an HR Business Partner to work directly with the leaders and teams across our business, acting as a trusted advisor on everything from team structure to performance to day-to-day people issues. You'll be close enough to the business to know what's actually going on in a team, not just what shows up in a status update, and you'll use that vantage point to help leaders lead better, resolve problems early, and keep the organization healthy as it grows.

And here's what makes this role different: when you find a problem, you don't write a recommendation — you build the fix. You'll ship the tools and AI agents that run our people processes, and manage the agents working in your domain. Half your week belongs to the business; half belongs to building. We call it forward-deployed: the model Palantir invented and AI-native companies now run.

You'll own a portfolio of teams you partner with directly, and one company-wide domain end-to-end — Performance & Reward, or Talent & Hiring Systems — including the tools and agents that run it. You'll report directly to the Chief People Officer.

• →Partner with leaders on the people side of running their teams: structure, workload, hiring needs, and overall team health.
• →Coach and support leaders as they grow into their roles, with direct, honest feedback rather than platitudes.
• →Help leaders navigate performance conversations, ratings, and other difficult calls, and be willing to challenge a decision that doesn't hold up.
• →Build and ship the systems behind your domain — self-service tools, automations, AI agents — using AI as your default execution partner. Recurring requests become product, not recurring favors.
• →Run the agents in your domain: set their guardrails, review their behavior, decide what stays human.
• →Act as a trusted, informal point of contact for employees who want a perspective outside their own manager.
• →Work with leaders to build the evidence-based picture of where real talent sits — from actual work, not gut feel — and help build development paths, mentorship, and coaching, whether internal or external.
• →Build learning into the flow of work and the tools themselves — we believe most growth happens through real work, not formal programs.
• →Bring an outside eye to team dynamics and process, and flag what isn't working before it becomes a bigger problem.

• Solid experience as an HR Business Partner or in a similar embedded HR role.
• You can actually build: workflows, automations, agents (think n8n, APIs, Claude-class tools). You don't need to be an engineer — you need to ship things that run without you.
• Evidence over instinct: you'd rather read what someone actually produced than run a questionnaire.
• Comfortable operating close to the business, not just close to the HR process.
• A strong communicator who builds trust quickly, at every level, including with people more senior than you.
• Good instincts for when someone needs support and when a harder conversation, or a different decision, is what's actually needed.
• Someone who believes high standards and genuinely caring about people aren't in conflict, and who's a little uneasy with kindness that quietly protects underperformance.
• There's a clear charter for where this function is going, and genuine freedom in how you get there — you should be energized by that combination, not waiting for a process manual.

More than a specific background, we're looking for someone who shares a certain philosophy about people and performance: that most learning happens on the job, not in a classroom; that a good HR partner is closer to a referee than a service desk, carrying both a whistle and a red card; and that avoiding a hard conversation to spare someone's feelings rarely does them, or the team, any favors in the long run. And one more thing: that the future of HR is built, not administered — if you'd rather ship a system than send a reminder, you'll feel at home here.

We are a group of different but like-minded people who are inspired by a common goal and love what they do.

If you're a curious spirit who values constant learning and growth, please apply!