Global HR Business Partner (HRBP)

Entrepreneurs’ Organization (EO) is a global nonprofit membership organization and peer network for entrepreneurs. The Global HR Business Partner (HRBP) serves as a strategic advisor to senior leaders, balancing talent strategy with employee relations management and organizational risk mitigation.

Responsibilities:

• Complex ER Management: Serves as the primary expert and trusted advisor on complex, sensitive employee relations matters across multi-jurisdictional labor environments; manages cases from intake to resolution with sound judgment and total discretion
• Internal Investigations: Leads and conducts thorough, impartial, and legally compliant internal investigations into allegations of policy violations, harassment, discrimination, or workplace misconduct; drafts comprehensive investigation reports and recommends corrective actions
• Risk Mitigation & Performance Management: Guides and supports global managers through high-stakes performance interventions, Performance Improvement Plans (PIPs), critical documentation, and involuntary terminations while navigating regional statutory notice periods and severance requirements
• Global Labor Law Alignment: Maintains high-level oversight of international labor standards across 10+ countries, serving as the senior point of escalation for complex statutory compliance, cross-border remote work risks, and local contract disputes
• International Entity Setup: Partner directly with external international legal counsel, global legal advisors, and internal Finance teams to direct the legal, compliance, and structural setup of new corporate legal entities
• Workforce Transfer Architecture: Design and execute legally compliant workforce transition frameworks (including local transfer-of-undertakings/TUPE equivalents) to seamlessly migrate personnel off EOR platforms and onto internal payroll without business disruption
• EOR Partner Oversight: Maintain strategic oversight of external EOR/PEO partners (e.g., Deel), serving as the ultimate escalation point for complex compliance risks while systematically sunsetting contracts as entities are established
• EOS-Aligned Strategy: Partner with senior leaders to translate strategic priorities into actionable, EOS-aligned people plans that drive team health, organizational performance, and clear accountability
• Org Design & Restructuring: Advise executive leadership on organizational design, global workforce modeling, change management, and restructuring initiatives across a distributed network
• People Leadership: Supervises, mentors, and directs the daily work of the Senior HR Generalist, ensuring the administrative engine, HRIS database (ADP Workforce Now), and tactical workflows run seamlessly
• Global Cycle Stewardship: Oversee and continuously refine EO’s core talent processes, including semi-annual promotion cycles and annual performance reviews, driving equity and consistency across all global regions
• Executive Coaching: Coach and enable global directors and supervisors on goal setting, cross-cultural feedback, leadership effectiveness, and proactive team development
• Compensation Governance: Partner with Total Rewards to ensure global compensation decisions, job leveling, and salary benchmarking align strictly with EO’s total rewards philosophy, budget constraints, and commitments to internal equity

Requirements:

• Professional Background: 7–10+ years of progressive HR experience, including at least 3 years operating in an HRBP, strategic advisory, or senior ER role within a global organization
• Deep Employee Relations & Investigation Expertise: Demonstrated experience managing complex employee relations cases, conducting formal workplace investigations, and navigating multi-jurisdictional labor laws across EMEA, LATAM, or APAC
• Global & Remote Experience: Proven track record supporting a fully remote, distributed workforce across multiple countries and international time zones
• People Management Experience: Proven experience directly supervising, mentoring, or leading HR team members or operational functions
• HRIS & EOR Governance: Functional understanding of core HRIS platforms (ADP Workforce Now preferred) and strategic management of international EOR frameworks
• Operating Systems: Experience working with structured business operating systems (such as EOS) and modern performance calibration frameworks
• Entity Migration Experience: Direct, hands-on experience navigating the transition away from EOR models (e.g., Deel) into established corporate legal entities within a global organization, association, or non-profit environment