HR people partner in A-Play

Lumpur-T- is a brand of functional, stylish and 100% safe goods for children. The company works every day on the creation of children's products that support children at every stage - from birth to the first adventures on the track, from the first games - to free and conscious exploration of the world.

The company is looking for HR People Partnerin a business holding where HR is part of the management team and not the back office.

We work at the intersection of B2Bautomation,e-commerceanddigital projects, we scale and build system processes for business growth.

Key facts about the company:

• 70 employees in the company; 3 business areas: B2B, B2C, e-commerce; 15 people in the office, the rest style="font-weight: 700">remote;
• The business is steadily growingand scaling;
• HR is one key role, without being bloated structures;
• Close work directly with management.

What we offer:

1. Financial motivation: UAH 40,000 fixed + variable part (KPI) Your income directly depends on the result and impact you create for the business. This is not a "ceiling", but a understandable growth system, where money is a consequence of the effective work of HR as a business partner.
2. Completely remote work format Work from any city or country. For us, results, accountability and inclusion are important, not an online presence to tick the box.
3. HR People Partner role, not task recruiter This is a position about impact, not mechanical closure vacancies You work with HR strategy, processes and management solutions, not just with operations.
4. Working with several business areas within one holding B2B, B2C, e-commerce -different teams, different contexts, different management tasks. This is development, not routine in one scenario.
5. Direct contact with company managementNo multi-level bureaucratios and "pass through someone". You have the opportunity to directly influence decisions that are important to the business.
6. The opportunity to build HR processes for yourselfHere you are not expected to "maintain as is". On the contrary, it's optimizing, restarting, building a system that actually works.
7. The full cycle of working with staff - from entry to exit. Onboarding, onboarding, 1on1, performance review, exit - you see the full picture, not individual pieces of the HR function.
8. Involvement in business processes, not isolated HR HR here is a tool for business growth, not a separate "people-oriented" role with no connection to results.
9. Space for initiative and solutions If you see what can be done better - you are heard and supported. The initiative here is not risk, but anticipation.
10. Prospect to grow with the company Business scales - your role, influence and area of ​​responsibility grow with it. This is a position with a future, not a "dead end HR role"...

Without which we will not consider the candidate:

• HR / People Partner work experience;
• Experience in building and optimizing HR processes;
• Ability to work with business, not just the "human side" of HR.

Your areas of responsibility:

1. Recruiting as a business task, not just closing positions The full cycle of closing vacancies — from line roles to top management: profiling with managers, building a process, controlling the quality of hiring and results after a person joins the team.
2. Performance Review as a management tool, not a formality Organization and support of performance review: preparation of the process, collection and analysis of feedback, formation of conclusions and recommendations for managers regarding the development of people and teams.
3. Management of the full life cycle of an employee Onboarding, adaptation, regular 1on1, exit interview - control of key points of interaction of an employee with the company and the quality of this experience.
4. Working with corporate culture and internal communications Support of team involvement, development of a culture of responsibility and transparent communication between teams and managers.
5. Analysis and improvement of HR and related business processes Identification of weak points in processes, initiation of changes, optimization of HR tools and approaches with a focus on business efficiency, not "process for the sake of process".

If you are close to HR, which really affects the business - send resume. Here you can build, not "maintain".