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At Workwize, we’re helping IT teams to easily equip their remote and global teams with all necessary IT equipment. Our automated SaaS platform simplifies hardware deployment, management, and retrieval with fast, reliable deliveries in 100+ countries.

With 50.000 users and 120.000 devices under management, we’re solving hybrid work challenges like laptop deliveries, returns and equipment tracking, allowing IT teams to focus less on manual hassles and more on strategic initiatives.

Join our team to help shape the future of global collaboration. At Workwize, your work will make a real impact in building smarter, more connected workplaces worldwide.

LinkedIn has also recognized Workwize as one of the Top 10 Startups for 2025 in the Netherlands!

About the Role 

We are looking for an HR Business Partner to join our People Team! You will own the people agenda for multiple departments and co-own at least one company-wide initiative. That means you are both the trusted partner to your business leaders and a builder of how Workwize does People work at scale. Sitting in leadership conversations, you shape decisions on org design and workforce planning, and you drive the programs that make teams better.

Our leaders are making more people decisions, faster, with higher stakes and we are looking for someone to partner with our leadership who can keep up and see problems before they escalate. Someone who brings structure to messy situations, and has the courage to push back when a decision is heading in the wrong direction.

If your current HRBP role is mostly reactive, mostly admin, or mostly waiting for someone else to decide what gets built, this will feel very different. If you have been looking for a place where you get to build the practice, own outcomes, and work at the pace of a scaling business, keep reading.

• Partner directly with department heads on organization design, workforce planning, change management, and employee engagement.
• Coach managers so they actually get better at leading people, not just check a box.
• Own employee relations from medium-complexity cases through sensitive exits and compliance matters.
• Lead company-wide People initiatives (performance cycles, engagement programs, onboarding redesigns) and make them land in your departments, not just launch.
• Work with Talent Acquisition on hiring strategy, leveling, and quality for every role in your portfolio. TA runs sourcing, screening, and closing. You make sure the right roles get opened at the right level and the bar stays high.
• Partner with People Ops on lifecycle execution. They build systems and processes. You drive adoption and feed back what needs to change.
• Turn people data into decisions: use attrition trends, engagement signals, and performance patterns to diagnose problems and bring leaders clear recommendations they can act on.
• Act as the feedback loop between the business and the rest of the People function.

Success in your first 90 days:

• You are the trusted people partner for every leader in your portfolio. They come to you first, not as an afterthought.
• You have independently identified and resolved at least 3 real people problems that nobody asked you to find. Leaders can name what changed.
• You have a running operating rhythm with your departments, TA, and People Ops that drives weekly decisions on hires, cases, and priorities.
• You own a structured view of your portfolio: every open role, every at-risk employee, every active case, with a clear next step for each.
• You have taken ownership of your first company-wide People initiative and have a delivery plan in motion.

Success in your first year:

• Your departments run structured performance and calibration cycles that produce real outcomes, not paperwork.
• Hiring for your portfolio is planned, on track, and aligned with business priorities. Leaders no longer escalate hiring frustrations. because the process works.
• You have delivered at least one company-wide People initiative end to end, from design through adoption, with measurable impact.
• You have coached at least two managers through a difficult people situation where the outcome was better because of your involvement.
• The teams you support are measurably healthier: lower regretted attrition, stronger engagement, better manager effectiveness.