P&C Business Partner Enablement

Welcome to Your Next Adventure! We are looking for a P&C Business Partner – Enablement to partner with some of the functions that enable Snoonu's business to scale, including People & Culture, Finance, Strategy & Revenue .

The role combines HQ business partnering responsibilities with Group-level exposure , reflecting the nature of the functions within its portfolio.

You will work closely with functional leaders, their leadership teams, and the broader P&C organization to translate business priorities into effective people, organization, and talent strategies. This is not a transactional HR role.

We are looking for a Business Partner who understands the business behind the people's agenda — someone who can challenge constructively, use data and organizational insights to diagnose issues, anticipate talent needs, and help leaders build stronger organizations.

What You'll Get Your Hands On Strategic Business Partnering Act as the primary P&C partner for leaders across P&C, Finance, Strategy & Revenue. Develop a strong understanding of each function's strategy, operating model, priorities, talent landscape, and organizational challenges.

Translate business priorities into practical people and organizational plans, identifying where P&C interventions can enable stronger business outcomes. Provide leaders with thoughtful, evidence-based advice on organization, talent, performance, leadership, workforce, and people decisions.

Build trusted relationships while maintaining the ability to challenge leaders constructively when required. Anticipate organizational and talent risks rather than operating only in response to immediate requests.

Organization & Workforce Partner with leaders on organizational design, workforce planning, role clarity, spans and layers, succession, and capability requirements. Support organizational changes and restructuring from diagnosis and design through implementation.

Challenge workforce requests based on business needs, organizational effectiveness, existing capacity, and longer-term plans. Partner with P&C leadership and Finance on workforce planning, headcount governance, and people-cost considerations.

Identify organizational dependencies, capability gaps, succession risks, and opportunities to improve team effectiveness. Talent & Performance Drive the talent agenda across the assigned functions, including performance, critical talent, succession, development, retention, and leadership capability.

Facilitate and strengthen performance and talent calibration discussions with functional leadership. Ensure strong differentiation of performance and talent based on evidence and business impact.

Identify critical roles and talent risks and partner with leaders to build appropriate retention, succession, or development actions. Work with Talent Acquisition to anticipate hiring requirements and ensure external hiring is connected to broader workforce and capability plans.

Support leaders in addressing underperformance promptly and effectively. People Insights Use workforce and talent data to identify patterns, risks, and opportunities within the functions supported. Partner with People Analytics and Finance to connect people indicators with organizational and business performance.

Bring insights into leadership discussions around areas such as attrition, performance, engagement, workforce cost, organizational structure, hiring, critical talent, and succession. Move beyond reporting metrics by translating data into clear implications and recommended actions for leaders.

Employee Experience & Organizational Health Maintain a strong understanding of the employee experience and organizational climate across the functions supported. Partner with leaders on engagement priorities and actions emerging from employee feedback.

Identify systemic people or leadership issues and work with the appropriate P&C teams to address root causes. Partner closely with Employee Relations when more complex employee matters require spe