HR Business Partner

Inbank is a financial technology company with an EU banking license that connects merchants, consumers, and financial institutions on its next-generation embedded finance platform. Our financing solutions are embedded seamlessly into the shopping journey of 6,000+ retailers. This helps our merchant partners grow their businesses, while end customers benefit from a frictionless shopping experience wherever they are. With a focus on innovation and growth, we are looking for talented people to join our team of 440+ working across our offices in Estonia, Latvia, Lithuania, Poland, and the Czech Republic.

We're looking for an experienced HR Business Partner to support our Product & Technology teams and Group Enabling functions (eg. Legal, Finance and Risk) across the Group (supporting approx 200+ employees).

This role is ideal for someone who enjoys being close to the business, building strong relationships with leaders and employees, and turning people challenges into practical solutions. You'll need to balance strategic thinking with hands-on execution, helping leaders navigate day-to-day people matters while also contributing to longer-term organisational success.

We're at a stage where scaling isn't simply about growing headcount. Our focus is on building the right organisation, strengthening leadership capability, and continuously improving how we work so that our teams can perform at their best. As an HR Business Partner, you'll play an important role in helping us achieve that.

Your time will be split between two key areas: Business Partnering for your respective business units across the full employee lifecycle (~70%) and taking full ownership of one Global People Domain (~30%). 

• →Build trusted relationships with leaders and employees, providing high- quality advice and guidance across a wide range of people topics.
• →Partner with leaders on organisational design, workforce planning, team effectiveness, talent decisions, performance management and other people area related matters.
• →Manage end-to-end employee relations matters, helping leaders navigate complex situations while ensuring compliance with local labour laws and internal policies.
• →Support key people processes, including performance reviews, compensation cycles, talent discussions, engagement initiatives, and organisational changes.
• →Use people, organisational and business data to identify trends, risks and opportunities, providing insights that support informed decision-making.
• →Collaborate closely with the wider People team to continuously improve leadership and employee experience across the organisation.
• →Identify opportunities to improve processes, introduce best practices, and increase efficiency through automation and scalable solutions where appropriate.
• →You'll take ownership of one key People domain across the Group, such as: Learning & Development, Compensation & Benefits, Performance Management, Talent Management & Employee Engagement. You'll be responsible for continuously improving your area of ownership, bringing forward ideas and recommendations, and partnering with the wider People team to build effective and scalable solutions while ensuring high-quality execution.

We haven't decided which domain you'll own yet. We'd rather find the right person first and align responsibilities based on your strengths, interests and the needs of the team.

• Strong hands-on experience in an HR Business Partner or similar role within a fast-paced, global Product & Technology environment.
• Proven experience supporting leaders across all people lifecycle related matters, including change management and organisational design.
• The ability to build credibility and trust across all levels of the organisation, comfortably advising both employees and senior leaders.
• A balanced approach that combines empathy with business thinking, ensuring decisions consider both organisational needs and employee experience.
• Confidence and proven experience in addressing difficult topics, making recommendations, and supporting leaders through challenging situations.
• Experience leading People initiatives, projects, or functional areas and delivering measurable improvements or outcomes.
• Strong analytical skills and a data-driven mindset, with the ability to identify patterns, generate insights, and support decision-making through data. 
• Excellent knowledge of Estonian labour law, experience with any other jurisdictions we operate in is a strong advantage.
• Full professional proficiency in both English and Estonian, both oral and in writing.

“This is an important role for us”.

I'm looking for a true partner - someone who is curious about how our business works, understands what drives performance, and is motivated by helping leaders and teams succeed. I expect you to bring your expertise, perspective, and judgement to the table, not just execute requests.

Our environment is fast-paced and constantly evolving. There won't always be a playbook, so I value people who are comfortable navigating ambiguity, asking challenging questions, and turning complex people challenges into practical solutions.

What I value most is ownership. If you see something that could work better, speak up. If you identify a problem, help solve it. If you have a different perspective than mine or another leader's, I want to hear it. The strongest partnerships are built on trust, transparency, and healthy challenge.

One thing that has always been important to me as a leader is helping people grow. My personal goal is to help to develop professionals who can open any door for themselves in the future. People who are trusted for their expertise, respected for how they collaborate, and known for delivering great work.

In return, you'll have a chance to create meaningful impact, have a real voice, receive honest feedback, and a manager who is genuinely invested in your development and success.

If that sounds like the kind of environment where you'd thrive, I'd love to meet you. Feel free to DM me on LinkedIn for more information! :)”