HR Business Partner

About the Role

As 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. In 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.

Who You Are

• Deeply embedded in the newsroom: You understand how editorial teams operate and tailor practical HR solutions accordingly.
• A problem‑solver with excellent judgment: You are able to navigate complexity, ambiguity and sensitive situations.
• A strong operator: You can seamlessly balance strategic initiatives with day‑to‑day HR execution.
• Agile and adaptive: You navigate change with ease while maintaining focus on outcomes as priorities evolve.
• A credible, calm and pragmatic HR leader: You are resilient in high‑pressure, high‑visibility and deadline‑driven environments.
• Influencing without authority: You are collaborative with the ability to influence senior leaders and partner effectively across HR functions.
• Commercially minded and data‑driven: You use workforce data and business insight to inform decisions and measure impact.
• At home in an international, matrixed organization: You balance local requirements with global priorities across multiple European markets.
• Detail‑oriented and organized: You have a rigorous approach with follow‑through and execution.
• Ownership oriented: You have a strong sense of accountability.

What You'll Do

Strategic Partnership and Advisory

• Serve as a trusted HR advisor to senior newsroom and business leaders on organizational design, workforce planning, performance management, employee relations and culture.
• Partner with the VP Human Resources – Europe to align HR priorities with global business strategy.
• Provide pragmatic, solutions‑oriented HR guidance focused on speed, clarity and risk awareness.
• Navigate complex, high‑visibility people situations with discretion, judgment and confidence.
• Coach leaders and guide them through change, including reorganizations, M&A integrations and workforce transitions, with clear communication and people‑first execution.

Talent and Workforce Management

• Partner 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.
• Lead and support talent management initiatives, including performance cycles, performance management, disciplinary procedures, career pathways, leadership development, succession planning, development planning, engagement and retention strategies.
• Ensure HR policies, practices and decisions are applied consistently, fairly and in compliance with local employment legislation and global company standards.
• Collaborate with Total Rewards on job leveling, compensation planning and pay decisions to ensure competitiveness and internal consistency.
• Leverage 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.

Operational Excellence

• Deliver a high‑touch onboarding and integration experience, supporting engagement, retention and early productivity.
• Ensure 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.
• Manage and document employee relations matters with sound judgment, discretion and a solutions‑oriented approach.
• Oversee the implementation of HR policies, compliance programs and audit readiness.
• Identify gaps, inefficiencies or friction points in people processes, implement practical, scalable solutions and contribute to HR budgeting.
• Ensure smooth cascading of people‑related communications to leaders across the various teams and be the central point of contact to field queries and concerns.
• Lead the people analytics agenda: use HRIS data and reporting to identify attrition and engagement trends, provide timely insights to senior mana