People Business Partner

Playson is looking for a People Business Partner who can operate close to the business, work directly with leaders on organisational challenges, and help maintain a high-performance environment without turning the company into a bureaucratic HR machine. This role is not about running HR processes for the sake of process. We are looking for someone who can: help leaders make strong people decisions; maintain high talent quality; Identify organisational risks early. and ensure leadership, hiring, and performance problems do not silently accumulate over time. The PBP works primarily through leaders - not around them. What you’ll bring 5+ years of experience in HRBP, Head of People, HRD, organisational partnership, or similar leadership-facing roles. Strong experience working with leaders in fast-moving environments. Ability to challenge stakeholders directly, constructively, and without unnecessary politics. Strong judgment and ability to operate in ambiguous situations. High level of ownership, maturity, and communication clarity. Ability to connect people and topics with business reality and execution impact. Comfortable with difficult conversations, organisational tension, and imperfect environments. Ability to remain calm, structured, and pragmatic under pressure. Ability to build trust with strong personalities and leadership teams while still being able to challenge them when needed. Ability to simplify complexity instead of adding bureaucracy. Strong business and organisational awareness. Interest in scalable organisational practices, operational clarity, and AI-supported People infrastructure. What you’ll do Partner with leaders on hiring, team structure, organisational effectiveness, performance, ownership gaps, and delivery risks. Push discussions toward decisions and outcomes instead of endless alignment loops. Help leaders define what “strong” actually means for critical roles and challenge weak hiring compromises. Support leaders in addressing underperformance early and directly. Identify early organisational signals such as leadership gaps, burnout, unhealthy dependencies, misalignment, or execution risks. Help improve feedback quality, leadership practices, and decision consistency across teams. Support practical and scalable organisational approaches instead of overcomplicated HR frameworks. Contribute to improving internal documentation, operational clarity, and AI-supported People knowledge infrastructure over time. This role is not: an employee support hotline; a process coordinator; a “culture activities” owner; a passive mediator avoiding uncomfortable conversations; or someone hiding behind frameworks instead of making judgment calls. The goal of the role is not to centralise ownership inside the People function. We expect PBPs to strengthen leadership capability, improve decision quality, and help leaders become more effective and self-sufficient over time. We value: clarity over ambiguity; direct communication over corporate politeness; speed with accountability; impact over activity. What we offer Hybrid work & flexible schedule Medical insurance (+1 coverage option) Professional development reimbursement Online English classes Employee referral bonus program Recruitment process HR Interview Leadership Interview Final Interview If you are comfortable working closely with leadership, solving organisational problems, and helping strong teams scale without unnecessary bureaucracy, we’d love to hear from you.