People & Environment Partner

Key Responsibilities The Role

We are looking for a People & Environment Partner to partner closely with managers across the organisation. This role is suited to someone who already has a solid HRBP foundation and can independently manage core partnering responsibilities, while continuing to develop broader strategic HR capabilities through close collaboration with the People team and senior stakeholders.

The role combines business partnering with hands-on implementation. You will build a strong understanding of the business, translate people needs into practical solutions and support managers as Cycle0 continues to grow internationally. You will own defined areas of responsibility, contribute to global People projects and have the opportunity to deepen your experience in areas such as organisational design, workforce planning, performance, compensation and change management.

Key Responsibilities

HR Strategy & Business Partnering

• Partner with managers to understand business priorities and translate them into practical People actions. • Build a strong understanding of the business, its strategy, organisational priorities and people needs. • Act as a trusted day-to-day advisor to managers on organisational, talent and people matters, escalating or partnering on more complex topics when appropriate. • Proactively identify people-related opportunities and risks and contribute to solutions aligned with business priorities. • Support managers in building effective teams and fostering a culture of accountability, collaboration and continuous improvement. • Contribute to the development and implementation of People initiatives that support Cycle0's growth.

Organisation & Workforce Planning

• Support organisational design, workforce planning and succession planning activities in partnership with managers and the wider People team. • Work with managers on team structures, roles, responsibilities and organisational changes. • Help identify the capabilities and talent required to support business growth. • Contribute to organisational transformation and change management initiatives, progressively taking ownership of projects as experience develops. • Partner closely with Talent Acquisition to understand workforce needs and ensure recruitment activity is aligned with business priorities. • Contribute to talent reviews, succession planning, career development and internal mobility initiatives.

Performance & Compensation

• Coordinate and continuously improve the performance management process, ensuring effective goal setting, performance reviews and development conversations. • Coach and support managers on feedback, performance management and employee development. • Help strengthen a high-performance culture based on clear objectives, accountability and continuous feedback. • Support compensation processes, including job levels, salary benchmarking and annual review activities. • Contribute to the implementation and evolution of compensation frameworks and related initiatives, including the evolving EU Pay Transparency requirements.