Role & Mission
As BETBY continues to scale globally, the People function is evolving from operational HR to a strategic business capability.
The HRBP will lead key HR transformation initiatives and partner with business leaders to ensure that our organization structure, talent, and leadership capabilities enable BETBY’s next stage of growth.
This role combines project leadership, organizational design, and strategic HR partnership.
You will drive high-impact HR initiatives while working closely with leadership teams to strengthen performance, engagement, and team effectiveness.
Your success will be measured by how effectively HR initiatives translate into measurable business outcomes.
1. Drive HR Transformation Projects
Lead and deliver high-impact HR initiatives aligned with company strategy, such as:
- Organizational design and operating model evolution
- Leadership capability and manager effectiveness programs
- Performance management and talent processes
- HR automation and operational efficiency improvements
- Employee experience and engagement initiatives
- Cross-company culture and collaboration programs
Ensure projects move from concept → implementation → measurable impact.
2. Strategic Partnership with Business Leaders
Partner with senior managers and department heads to:
- Diagnose organizational challenges and growth constraints
- Align team structures with business priorities
- Improve manager capability and decision quality
- Support leaders in building high-performing teams
- Translate people insights into actionable recommendations
Act as a trusted advisor who understands both people dynamics and business realities.
3. Organizational Effectiveness & Talent Development
Support teams in building strong foundations for scale:
- Strengthen onboarding and integration of new employees
- Improve role clarity and team effectiveness
- Identify leadership development opportunities
- Support performance and growth conversations across teams
4. HR Systems & Process Improvement
Help build scalable HR infrastructure as the company grows:
- Identify inefficiencies and opportunities for automation
- Improve data quality and HR reporting
- Simplify and standardize HR processes where needed
- Partner with HR Operations and Finance to ensure accuracy and reliability
5. Cross-Functional Collaboration
Work closely with:
- HR Operations
- Talent Acquisition
- Leadership team
- Finance & Legal
- Business Architects / Strategy teams
to ensure HR initiatives are fully integrated with business operations.
What Success Looks Like
Within the first 12 months, you will have:
- Successfully delivered several cross-company HR projects
- Built strong partnerships with key business leaders
- Improved manager effectiveness and organizational clarity
- Helped reduce friction in core HR processes
- Strengthened the connection between people initiatives and business performance