• Own and continuously improve our preboarding and share onboarding experience across systems, communications, and operational processes. • Serve as one of our internal Ashby experts, helping build, optimize, and scale People Workflows, automations, reporting, and employee lifecycle processes. • Partner closely with Hiring and People teams to ensure seamless transitions from candidate to employee. • Manage employee data integrity, audits, workflows, and operational processes across people systems. • Create, maintain, and optimize employee communications, workflows, and automated touchpoints. • Monitor program adoption and utilization, identifying opportunities to increase engagement and effectiveness. • Analyze people, recruiting, onboarding, and employee experience data to identify trends and recommend improvements. • Build dashboards, reports, and insights that help leaders make informed decisions. • Support employee experience, learning, development, and performance programs through operational execution and process optimization. • Identify process inefficiencies and implement scalable solutions that improve accuracy, consistency, and employee experience. • Partner cross-functionally to support new initiatives, systems implementations, and operational improvements. • Act as a trusted operational resource for employees, managers, recruiters, and leaders.

Role Description We are hiring a HRBP for the Tech and Product teams at Docplanner. This person will partner with our leadership on all people-related topics, being the point of contact for managers and employees, will work on onboarding, engagement, and development, to ensure that our Docplanner culture, values, and objectives reflect our People Experience best practices, all done by a data driven approach to HR. This is a new opportunity where you will be empowered to accelerate your career growth, develop deep business acumen, and hone your strategic HR skills. The position is based in Poland, Warsaw (preferable) and we are remote friendly. How will you make an impact? - Oversee critical business areas including Product and Engineering teams, which entail a high level execution by delivering core BAU activities and value creation by delivering on KPIs as per targets. - Partner, advise & coach leaders at all levels on day-to-day management issues, organizational design, individual performance reviews, promotions, learning needs and compensation strategies, value will be created by increasing talent density in the areas of your responsibility. - Contribute to developing our Talent strategy and lead key initiatives such as performance management, mentoring, and career path development, value will be created by fostering the right moves that goes in the benefit of DP as a whole, optimizing for the best result. - Participate in core PX global projects and initiatives coming from the specialist areas, being the voice of Tech on projects, value creation by working on the initiatives to fruition and making sure core design of solutions consider Tech teams needs. - Manage end to end the people process within your areas of responsibility. - Support employees with daily inquiries from their onboarding to the offboarding, provide guidance on learning and development opportunities, and support their career progression within the company. Qualifications - You have significant experience with Human Resources processes or related (e.g., hiring, training, performance management, compensation, etc). - A depth of experience as HRBP (Human Resources Business Partner) including Org Design, Organizational Development, Change Management and Talent Management. - You are numbers and data oriented. You connect business needs & goals to relevant numbers and understand the importance of measuring things. - You speak Polish fluently and advanced English. - If you have experience partnering with Engineering teams is a plus. - If you worked and have experience with labor law in Spain, Poland, Germany or Italy is a plus. - Spanish speaking is a plus. Requirements - Intro Chat – A first call with our Talent Partner Giuliana to explore mutual fit around relevant skills, value alignment, and motivation. - Hiring Manager Interview – A deeper conversation about your background, aspirations, and experience with Bianca, Head of People and your potential manager in this role. - Business Case – A take-home exercise incl. a few days' preparation time, designed to understand how you approach real-life problems. - Stakeholder Interview – A conversation with one of your potential future stakeholders to get a sense of how you might collaborate together. - Final Interview – A final conversation with another senior leader from our Global People Experience Team. - References & Offer! Benefits - Global Benefits – Healthcare insurance, wellness support, and time off that counts. - Local Perks – Depending on your location, you will be entitled to local benefits like meal vouchers, transport allowances, or extended parental leave. - Career Growth – Opportunities to learn, develop, and explore new paths. - A Truly Global Team – Work with talented people from all over the world in a diverse and inclusive environment. - Flexibility That Works for You – Remote work and flexible hours.

• Lead the global people experience strategy across HR service channels, digital platforms and employee touchpoints to improve usability, adoption and satisfaction. • Establish and oversee a robust measurement framework for service effectiveness, self-service adoption, employee satisfaction and failed customer interactions (FCI). • Partner with HR Centres of Excellence, HR Technology and global product teams to design and optimise employee experiences across the full employee lifecycle. • Identify key moments that matter and collaborate with HR leaders and COEs to design and implement consumer-grade digital experiences that provide employee support at the point of need. • Implement "listening strategies" such as surveys and focus groups to gather feedback and monitor the external environment for innovations; translate insights into actionable plans to improve employee experience and satisfaction outcomes. • Drive awareness and adoption of channel & service delivery across all HR. • Manage team of service delivery specialists to build global, standard work to measure effectiveness of each service tier, identify opportunities for case deflection and provide product teams recommendations to improve FCI (Failed Customer Interactions). • Enhance transparency and reporting across all employee HR interactions by partnering with key vendors to integrate case data into Workday system of record. • Define standards and governance for digital HR experiences, including usability testing, enhancement roadmaps and continuous optimisation. • Own channel adoption and effectiveness, including deskless and mobile self-service; partner closely with change management to develop and deploy stakeholder engagement strategies, communication, and training to increase self-service adoption. • Oversee HR knowledge management (policy/content) including inventory, content/policy ownership and simplification activities.

• Empower leaders, support employees, and bring HR initiatives to life • Operational execution of HR responsibilities for a specific site, region, or country • Advise People Leaders and employees on local HR topics • Provide coaching and support on employee relations, compliance, workforce planning, and change initiatives • Shape a positive and inclusive workplace culture • Foster a positive culture by embedding GEV values in local HR initiatives • Represent the employee voice by sharing insights and people data with HRBPs and Leaders • Act as the local HR expert to People Leaders, HRBP and COE’s • Proactively manage employee relations issues • Lead local HR projects and change initiatives • Provide people leadership to multiple HR Partners