HR Business Partner

h3Job Description /h3 pPOLITICO is seeking a seasoned bSenior HR Business Partner /b to serve as a strategic advisor and hands‑on operator to our high‑performing, fast‑paced newsroom. This is a highly visible, senior‑level role for an HR leader who thrives in dynamic environments and brings equal strength in strategic partnership and hands‑on execution. The ideal candidate is a trusted thought partner to editorial leadership, someone who can anticipate business needs and translate priorities to drive actionable talent solutions. There is a strong requirement for the ability to expertly manage the operational HR fundamentals that enable our newsroom to function at its best. /p h3About the Role /h3 pAs the HR Business Partner for POLITICO Europe, you will serve as a trusted advisor to newsroom and business leaders in Brussels for our Belgian market, providing strategic and hands‑on HR support across the full employee lifecycle. As a stand‑alone HRBP working within a highly integrated HR model, you will partner closely with Talent Acquisition, Total Rewards, HR Operations and the wider Global HR team to deliver practical, scalable people solutions. /p pIn addition to providing strategic HR partnership, you will lead the HR function’s people analytics and data agenda, leveraging workforce insights, reporting and technology to support evidence‑based decision‑making. /p h3Who You Are /h3 ul libDeeply embedded in the newsroom: /b You understand how editorial teams operate and tailor practical HR solutions accordingly. /li libA problem‑solver with excellent judgment: /b You are able to navigate complexity, ambiguity and sensitive situations. /li libA strong operator: /b You can seamlessly balance strategic initiatives with day‑to‑day HR execution. /li libAgile and adaptive: /b You navigate change with ease while maintaining focus on outcomes as priorities evolve. /li libA credible, calm and pragmatic HR leader: /b You are resilient in high‑pressure, high‑visibility and deadline‑driven environments. /li libInfluencing without authority: /b You are collaborative with the ability to influence senior leaders and partner effectively across HR functions. /li libCommercially minded and data‑driven: /b You use workforce data and business insight to inform decisions and measure impact. /li libAt home in an international, matrixed organization: /b You balance local requirements with global priorities across multiple European markets. /li libDetail‑oriented and organized: /b You have a rigorous approach with follow‑through and execution. /li libOwnership oriented: /b You have a strong sense of accountability. /li /ul h3What You’ll Do /h3 h3Strategic Partnership and Advisory /h3 ul liServe as a trusted HR advisor to senior newsroom and business leaders on organizational design, workforce planning, performance management, employee relations and culture. /li liPartner with the VP Human Resources – Europe to align HR priorities with global business strategy. /li liProvide pragmatic, solutions‑oriented HR guidance focused on speed, clarity and risk awareness. /li liNavigate complex, high‑visibility people situations with discretion, judgment and confidence. /li liCoach leaders and guide them through change, including reorganisations, MA integrations and workforce transitions, with clear communication and people‑first execution. /li /ul h3Talent and Workforce Management /h3 ul liPartner with business leaders, Talent Acquisition and Finance to develop and justify new headcount and backfill requests, ensuring alignment with budget, workforce plans and long‑term talent strategy. /li liLead and support talent management initiatives, including performance cycles, performance management, disciplinary procedures, career pathways, leadership development, succession planning, development planning, engagement and retention strategies. /li liEnsure HR policies, practices and decisions are applied consistently, fairly and in compliance with local employment legislation and global company standards. /li liCollaborate with Total Rewards on job leveling, compensation planning and pay decisions to ensure competitiveness and internal consistency. /li liLeverage talent data, manager insight and editorial priorities to inform proactive workforce decisions and future talent needs, including pipelining and succession, in partnership with Talent Acquisition. /li /ul h3Operational Excellence /h3 ul liDeliver a high‑touch onboarding and integration experience, supporting engagement, retention and early productivity. /li liEnsure people‑related processes are efficient. This includes managing and processing all employee changes related to role changes, reporting lines, promotions, transfers and exits with minimal disruption to operations. /li liManage and document employee relations matters with sound judgment, discretion and a solutions‑oriented approach. /li liOversee the implementation of HR policies, compliance programs and audit readiness. /li liIde