Description

As an Engagement Partner at ABBYY, you will act as a hands-on advisor to people managers, owning core talent and performance processes while creating conditions for employees to do their best work. You will align people strategy with business priorities, strengthen organizational health, and enable data-informed decision-making to improve both employee experience and business outcomes.

Requirements

• Bachelor’s degree in HR, Organizational Development, Psychology, Communications, Business, or related field (or equivalent experience).
• 7+ years progressive experience as an Engagement Partner, People Partner/HRBP or in closely related roles in a fast-paced global environment (SaaS/tech scaleup a plus).
• Demonstrated ownership of performance management, talent/succession, workforce planning, and employer casework with Legal partnership.
• Proven capability building and program scaling (manager enablement, engagement frameworks) across regions.
• Strong judgment, discretion, and risk management in complex/sensitive matters.
• Influences without authority; credible advisor to senior leaders.
• Skilled coach and facilitator; outcome focused.
• Data informed decision-making and succinct storytelling through insights/dashboards.
• Clear, confident communication tailored to diverse audiences and cultures.
• Practical knowledge of employment law principles and regional nuances; collaborates closely with People Ops/Legal for compliance.
• Balances employee advocacy with business outcomes.

Responsibilities

• Act as a thought partner to functional leaders and team managers; align people strategy to business priorities and operating model.
• Lead quarterly people reviews on organizational health, capability, risks, and priorities.
• Coach managers on performance, feedback, development, difficult conversations, conflict resolution, and change readiness.
• Design and deliver bi-monthly manager enablement (toolkits, playbooks, rituals).
• Own the performance cycle (goal setting, calibration, PIPs) and talent processes (succession, HiPo identification, development plans).
• Partner on workforce planning (skills, capacity, org structure, spans/layers) and compensation/levelling inputs.
• Run engagement rhythms (surveys, pulses, listening loops, onboarding experience, team effectiveness sessions) with leader-owned action plans.
• Improve clarity and ways of working (operating principles, RACI/decision frameworks, role clarity).
• Serve as an escalation point for employee issues; manage employer cases (investigations, corrective actions, PIPs) in partnership with Legal.
• Interpret and apply People policies consistently; ensure compliance with regional labor laws.
• Manage offboarding (voluntary/involuntary) end-to-end, ensuring respectful, compliant processes and actionable exit insights.
• Analyze engagement, performance, and workforce data; spot trends, risks, and opportunities; benchmark where relevant.
• Build simple, usable dashboards and concise leadership reports in collaboration with People Ops.
• Support org/team level change: stakeholder mapping, leader readiness, comms planning, risk assessment, and post-change reinforcement.
• Partner with Internal Comms on clear, audience-appropriate messaging and leader toolkits.
• Champion ABBYY’s values; foster an inclusive, high-performance environment.
• Co-design and continuously improve scalable frameworks, policies, and tools across the People lifecycle.