HR Business Partner

About ITRex

THE PLACE

ITRex - AI pioneers who build systems that actually work in the real world, not just in demos. We're 250+ people spread across the US and Europe, creating solutions for companies like Procter & Gamble and Shutterstock. We keep it simple, build it right, and focus on what works.

THE PEOPLE

We're the kind of people who don't ignore messages in Slack, who jump in to help when you're stuck on a problem, and who offer solutions instead of blame when things go sideways. We believe in openness, accountability, and having each other's backs. No office politics, no hidden agendas - just people who care about doing good work together and supporting each other to get there.

THE ROLE

We are looking for an HR Business Partner to own a defined set of people processes end-to-end and support a portfolio of roughly 80–100 team members across multiple client projects. Our HR team is small by design but holds full ownership of the function - you'll have direct access to leadership, a real say in how things are built, and room to experiment; decisions get explained, feedback is welcomed, and HR has a seat at the table. This is not a support or coordination role: you'll be accountable for the health and development of your areas, collecting feedback from people and managers and proposing improvements before someone else notices the gap. You'll work closely with managers to stay on top of people dynamics and risks, and you will report directly to the HR Manager.

Our Expectations

• 4+ years as an HRBP or HR Manager in a tech company

• Experience running or supporting performance review and promotion cycles

• Comfortable with HR data - you can read trends, build a simple dashboard, and know what numbers matter

• Experience with HRIS platforms

• Strong written and spoken English

• Self-directed: you own your areas without waiting for step-by-step direction

• Experience in remote or distributed team environments

Nice to have

• Experience with Deel or US benefits administration

• Background in IT services, outsourcing, or outstaffing

• Familiarity with knowledge base tools (GetGuru, Confluence, Notion)

Your Responsibilities

Performance & Growth

• Own the annual performance review cycle end-to-end: planning, facilitation, post-cycle analysis, and improvement proposals

• Run the promotion process: prepare submissions, maintain timelines, and support decision-making in collaboration with delivery leads

Employee Experience

• Continuously improve core HR processes (onboarding, offboarding, performance review, promotions, project integration) from the employee's perspective

• Collect feedback from employees and managers, identify what's not working, and bring concrete proposals - without waiting to be asked

People Analytics

• Track headcount, attrition, and eNPS, and maintain dashboards

• Make data available proactively; flag trends before they become problems

HR Administration

• Maintain accurate employee data in Rippling, process changes, handle requests, and administer benefits for US-based employees

HRBP Partnership

• Hold regular touchpoints with managers across your portfolio

• Catch people risks early and escalate what needs to go up the chain

• Report on people risks and project health as part of the regular risk and value review cycle

• Collaborate with other departments on processes within your zones

Knowledge Management

• Keep your sections of the internal knowledge base up to date

What We Offer

Why people stay

First, the foundation:

• Remote flexibility: Work where and how you work best - we trust you to deliver

• Fair compensation: Competitive salary + benefits that matter (medical, wellness, learning)

Then, the growth:

• Ownership opportunities: See a problem worth solving? Own it. We back smart risks over bureaucratic safety

• AI enhancement: We leverage AI to make you faster and stronger - complementing your abilities, not replacing them

• Learning investment: English classes, professional development, well-being support

• Career progression: Real paths up, not just sideways shuffling

Finally, the people:

• Responsive teammates: No ignored Slacks, no "not my problem" attitudes

• Supportive culture: When you're stuck, people help. When things break, we fix them together

• Human connections: Regular meetups, tech talks, and actual relationships beyond work