HR Business Partner (EMEA & US)

About IDR
Founded in 2020, IDR is a global expert network delivering fast, reliable, and cost-effective insights through a vetted pool of experts. With 250+ employees across 8 global offices, IDR operates 24/7 and is trusted by leading brands worldwide.

The Role
We are looking for a proactive, self-driven HR Business Partner – EMEA & US to partner with business leaders, managers, and employees across the EMEA and US regions. The role is responsible for driving HR strategy and supporting the complete employee lifecycle, with a strong focus on employee experience, onboarding, performance management, employee engagement, talent acquisition, learning and development, and organizational effectiveness.
The role will involve close collaboration with business leaders, managers, employees, and cross-functional teams while serving as a trusted HR partner and ensuring that people's practices remain aligned with business priorities and organizational goals.

Key responsibilities

HR Business Partnering & Organizational Development

• Partner with business leaders and managers across EMEA & US to understand workforce requirements, people challenges, and organizational priorities, and provide practical HR solutions.
• Lead and support strategic HR initiatives by developing project roadmaps, tracking deliverables, monitoring progress, and ensuring timely execution.
• Develop, review, and maintain HR frameworks including KPIs, organizational charts, job descriptions, career paths, competency frameworks, and other people-related documentation.
• Prepare HR presentations, reports, dashboards, and management updates to provide leadership with clear insights into workforce trends and HR initiatives.
• Identify opportunities to improve HR processes, employee experience, organizational effectiveness, and manager capability.

Recruitment & Talent Acquisition

• Manage and support the end-to-end recruitment process for EMEA & US roles, including workforce requirements, sourcing, screening, interviews, selection, and offer management.
• Partner with hiring managers to understand role requirements, define candidate profiles, and support effective hiring decisions.
• Monitor recruitment pipelines, time-to-fill, candidate progress, hiring quality, and workforce requirements.
• Maintain recruitment trackers and provide regular updates to hiring managers and leadership.

Onboarding, Probation & New Joiner Management

• Manage and continuously improve the onboarding experience for employees across EMEA & US.
• Develop and maintain structured onboarding roadmaps for Analysts, ensuring role-specific training, learning milestones, and stakeholder responsibilities are clearly defined.
• Track new joiner progress and identify gaps in training, performance, or role readiness.
• Conduct and coordinate regular KPI meetings with Analysts to review performance, clarify expectations, discuss progress against targets, and identify areas requiring support.
• Manage monthly check-ins with employees to understand their performance, engagement, development needs, and overall employee experience.
• Manage the end-to-end probation process, including tracking, reviews, manager feedback, confirmation decisions, and required documentation.
• Maintain accurate records of onboarding, probation, KPI discussions, and employee check-ins.

Performance Management & Employee Development

• Support the implementation of performance management processes across EMEA & US.
• Coordinate KPI-setting and performance review processes and ensure employees and managers have clarity on performance expectations.
• Conduct KPI and performance discussions and track employee progress against agreed objectives each quarter.
• Coordinate 180-degree reviews, competency assessments, values assessments, and other structured performance evaluation processes.
• Analyze performance trends and provide actionable insights to managers and leadership.
• Support managers in addressing performance gaps through structured feedback, development plans, and performance improvement initiatives.

Employee Engagement & Culture

• Coordinate the execution of employee engagement initiatives across Islamabad.
• Work closely with BPS to plan, coordinate, and track monthly employee engagement activities.
• Maintain an ongoing tracker of employee engagement activities, participation, and completion status.
• Support quarterly dinners, quarterly pulse surveys, leadership surveys, ethics assessments, and other employee feedback initiatives.
• Analyze survey results and employee feedback and share key insights with HR leadership and relevant stakeholders.
• Promote company culture, values, recognition, and employee connection across EMEA & US teams.

Learning & Development

• Coordinate role-based learning and development initiatives.
• Manage and monitor learning programs through internal LMS platforms.
• Track completion of mandatory compliance training and role-based learning paths.
• Identify learning and development gaps based on performance discussions, onboarding feedback, competency assessments, and employee needs.
• Coordinate with internal trainers and relevant stakeholders to support the delivery of training programs.
• Prepare training completion reports and progress dashboards for managers and leadership.

Employee Lifecycle & Employee Relations

• Manage key employee lifecycle processes including onboarding, confirmation, transfers, promotions, performance reviews, and offboarding.
• Ensure employee records, HRIS data, contracts, and supporting documentation are accurate, complete, and maintained within required timelines.
• Serve as a trusted HR point of contact for employees and managers across EMEA & US.
• Handle employee concerns, workplace issues, and grievances professionally, objectively, and confidentially.
• Support managers in handling employee relations, disciplinary, attendance, performance, and workplace matters.
• Ensure HR processes are implemented consistently and in accordance with company policies and applicable employment requirements.

HR Analytics, Reporting & Data Management

• Maintain accurate HR trackers, dashboards, and employee records across EMEA & US.
• Track and report key people metrics including recruitment, turnover, onboarding, probation, performance, engagement, training, and employee lifecycle data.
• Conduct regular audits of HR data to identify and resolve discrepancies.
• Prepare monthly and periodic HR reports, presentations, dashboards, and management updates.
• Analyze HR data and trends to identify workforce challenges and provide data-driven recommendations.

Employer Branding & HR Communication

• Support employer branding initiatives by highlighting employee experiences, engagement activities, learning initiatives, and workplace culture.
• Coordinate with Marketing to ensure relevant HR and employee engagement content is captured and shared in a timely manner.
• Provide Marketing with monthly employee engagement photographs, activity updates, and relevant HR content for external communication.
• Support internal communication of HR initiatives, policies, employee programs, and organizational updates.
• Ensure HR initiatives and employee programs are communicated clearly and consistently across relevant teams.

Qualifications & skills

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.

Experience

• 2–4 years of experience in Human Resources, preferably in an HR Business Partner, HR Generalist, or similar role.
• Experience supporting international or geographically distributed teams is preferred.

Other necessary skills

• Strong understanding of HR business partnering employee lifecycle management, performance management, and employee relations.
• Strong recruitment and talent acquisition capabilities.
• Experience in onboarding, probation management, KPI management, and employee check-ins.
• Strong understanding of employee engagement and organizational development practices.
• Experience working with HRIS, LMS, HR trackers, and reporting tools.
• Strong analytical, reporting, presentation, and project management skills.
• Excellent written and verbal communication skills.
• Proactive, self-driven, and comfortable taking ownership of HR initiatives from planning through execution.
• Highly organized and capable of managing multiple projects, stakeholders, and deadlines simultaneously.
• Discreet and professional when handling confidential employee information and sensitive workplace matters.
• Strong attention to detail and commitment to accuracy and timely execution.

What we offer

• Work location: On-site
• Working hours: 12:00 PM – 9:00 PM PKT (Monday to Friday)
• Job type: Full-time
• Office location: Plot Number 18-C, Kaghan Road, F-8 Markaz, Islamabad, 44000

Compensation & benefits:

• Benefits: EOBI contributions as per Pakistan's labor laws.
• Leaves: 14 annual leaves, 8 sick leaves, 10 casual leaves.
• Additional perks: Medical coverage, paid training, team events, and growth opportunities.
• Gratuity: Applicable upon completion of two years of continuous service, in line with local labor regulations.

Equal opportunity & inclusion
IDR is an equal opportunity employer. All employment decisions are based on merit, qualifications, and business needs without discrimination based on race, religion, gender, age, disability, or any other status protected under Pakistani law. We foster a fair, respectful, and inclusive workplace for all.