People Business Partner - Fixed Term Contract

This is a Fixed Term Contract - July 2025 until the end of April 2026.

Who are we?

IOG, is a technology company focused on blockchain research and development. We are renowned for our scientific approach to blockchain development, emphasizing peer-reviewed research and formal methods to ensure security, scalability, and sustainability. Our projects include the Cardano blockchain, as well as other products in the areas of decentralized finance (DeFi), governance, and identity management, aiming to advance the capabilities and adoption of blockchain and Web3 technology globally.

We invest in the unknown, applying our curiosity and desire for positive change to everything we do. By fueling creativity, innovation, and progress within our teams, our products and services are designed for people to be fearless, to be changemakers.

What the role involves:

The People Business Partner (PBP) is responsible for guiding and supporting assigned divisions to ensure all HR strategies and initiatives align with both the organization’s objectives and the broader People Team strategy. Collaborating closely with the wider People Team, this role drives employee engagement, talent management, workforce planning, and organizational effectiveness with a view to achieving tangible business outcomes.

The PBP takes a proactive approach to managing remote-working challenges and high-growth demands, applying data-driven insights to continually refine and improve HR processes.

By building strong relationships with leaders and employees, the PBP ensures employees can perform at their best while actively contributing to the organization’s overall strategic goals and fostering a culture that supports continuous improvement.

Strategic Alignment

• Contribute to the development and implementation of HR programs that reflect People Team initiatives and organizational objectives.
• Convert broader goals into practical HR frameworks and solutions that meet evolving workforce needs.
• Partner with senior executives to develop and implement effective HR policies and practices that support the strategic growth of the business.
• Offer thought leadership regarding organizational and people-related strategy and execution.

Relationship Building Guidance

• Serve as a central point of contact for line managers, team leaders, and executives.
• Foster strong, trusting relationships to address immediate HR needs while establishing scalable, repeatable processes.
• Provide HR expertise in the areas of compensation, feedback, performance management, employee relations, development, coaching, and organizational development.

Change Management Continuous Improvement

• Anticipate and manage organizational shifts in a rapidly evolving environment.
• Identify potential challenges, implement solutions, and streamline workflows to enhance operational efficiency.

Cross-Functional Collaboration

• Coordinate with multiple departments to refine and align HR programs.
• Gather diverse stakeholder inputs, resolve conflicts, and build consensus to establish unified and effective People practices.
• Collaborate with the People Team to champion and accelerate a culture of excellence in which employees feel engaged and inspired to deliver top business results.
• Partner with the LD team to design and deliver value-added programs in areas such as training, development, career mobility, and job performance.

HR Process Development Maintenance

• Oversee and continuously improve processes such as onboarding, performance management, and offboarding.
• Balance strategic planning with day-to-day execution to ensure a seamless employee experience.
• Lead core HR processes such as performance calibration, compensation cycles, and promotions, ensuring consistency and fairness.

Employee Engagement Well-Being

• Act as an advocate for employees, monitoring engagement levels and addressing concerns proactively.
• Develop and execute initiatives that promote employee well-being, retention, and professional growth.

Data-Driven Decision Making

• Leverage HRIS and other analytical tools to forecast workforce needs, inform leadership decisions, and track HR/BOS program performance.
• Present data insights in clear, actionable formats to guide organizational strategies and demonstrate ROI.
• Analyze and interpret various types of employee data (e.g., compensation, job levels, attrition) to guide decision-making and provide proactive solutions for assigned teams.

Compliance Best Practices

• Ensure adherence to local and global labor regulations.
• Provide information and support on employment contracts, confidentiality agreements, payroll procedures, and benefit packages.

PI Planning

• Take an active role in ensuring the success of allocated epics and stories.
• Partner with different teams as appropriate to translate business requirements into effective and beneficial projects and initiatives and reporting back on progress in line with defined practices.

The above list of responsibilities is not an exhaustive list of duties and you will be expected to perform different tasks as necessitated by your changing role within the organisation.

Requirements

Who you are:

• Previous experience as a Human Resource Business Partner.
• Experience supporting 100+ associates within your remit.
• Familiarity with employment paperwork, including terms of agreement, fixed-term contracts, and confidentiality acts.
• Empathetic, Process-Driven Approach: Balances people-focused initiatives with scalable, repeatable HR practices.
• Business Acumen Curiosity: Understands organizational growth, technology, and innovation priorities, engaging confidently with various product and project areas.
• Conflict Resolution Collaboration: Adept at mediating disagreements and bringing together teams with diverse view points to achieve unified solutions.
• Strategic Detail-Oriented:
• Capable of planning and executing both high-level strategies and detailed tasks to ensure robust outcomes.
• Experience in storytelling through data and insights, with excellent information-gathering skills.
• Coaching Mentoring: Skilled at guiding individuals at all levels, promoting professional development and handling complex employee relations issues.

Expected outcomes (possible KPIs)

• Enhanced Employee Engagement:
• Measurable improvements in retention and engagement metrics through targeted people initiatives and ongoing feedback loops in collaboration with the CCA team.
• Timely resolution of concerns, proactive communication, and sustained focus on well-being and development opportunities.
• Efficient, Scalable Processes: Streamlined onboarding, performance management, and other HR workflows that accommodate rapid growth without compromising quality.
• Data-Driven Insights: Regularly updated metrics and analyses to inform strategic planning and demonstrate the value of HR investments using PowerBi platform.
• Cross-Organizational Alignment: Harmonized HR policies and practices across all departments, reflecting consensus-driven input and addressing the needs of a diverse remote workforce.

Are you an IOGer?

Do you find yourself questioning the status quo? Do you tinker with ideas and long to turn those ideas into solutions? Are you able to spark thoughtful debates, bringing out the inquisitiveness in others? Does the promise of continuously growing excite you? Then get ready to reimagine everything you thought wasn’t possible because that’s what it means to be an IOGer - we don’t set limits, we break them.

Benefits

• Remote work
• Laptop reimbursement
• New starter package to buy hardware essentials (headphones, monitor, etc)
• Learning Development opportunities
• Competitive PTO and Sick Leave plan

At IOG, we value diversity and always treat all employees and job applicants based on merit, qualifications, competence, and talent. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.