Senior HRBP Specialist

About PatSnapPatsnap empowers IP and R&D teams by providing better answers, so they can make faster decisions with more confidence. Founded in 2007, Patsnap is the global leader in AI-powered IP and R&D intelligence. Our domain-specific LLM, trained on our extensive proprietary innovation data, coupled with Hiro, our AI assistant, deliversactionable insights that increase productivity for IP tasks by 75% and reduce R&D wastage by 25%. IP and R&D teams collaborate better with a user-friendly platform across the entire innovation lifecycle. Over 15,000 companies trust Patsnap to innovate faster with AI, including NASA, Tesla, PayPal, Sanofi, Dow Chemical, andWilson Sonsini.Key Responsibilities：1. Strategic HRBP for Commercial Teams (Approx. 80% Focus) Business Diagnosis & Insights: Develop a deep understanding of the Commercial team's business model, strategic goals, performance pressures, and team dynamics. Utilize data analytics (e.g., performance metrics, headcount cost, engagement, attrition) to accurately diagnose organizational and talent bottlenecks. Drive Organizational Change & Effectiveness: Partner with business leaders to design and implement organizational development initiatives, including but not limited to team restructuring, performance and incentive scheme reforms, and core talent pipeline development to enhance overall team effectiveness. Leader Enablement: Act as a coach to business leaders, providing expert guidance on leadership, talent management, team building, and complex people management issues to elevate the people leadership capabilities of the management team. Core Talent Management: Lead the talent review, succession planning, and end-to-end talent management (acquisition, development, motivation, retention) for the Commercial team to ensure a steady pipeline of talent for business growth. Foster a High-Performance Culture: Champion and optimize the full performance management cycle, from goal setting and ongoing check-ins to evaluations and feedback, to cultivate a results-oriented culture of continuous improvement. 2. Overseas HR Foundation Building (Approx. 20% Focus) Process Design & Implementation: Design and implement standardised, compliant, core HR processes for overseas offices (e.g., in EMEA or APAC regions) in their early stages, covering areas such as recruitment & onboarding, performance management, payroll coordination, leave management, and employee offboarding. Ensure Compliance: Ensure overseas operations adhere to local labour laws and regulations. Manage and mitigate employment risks by collaborating with local legal advisors or Professional Employer Organizations (PEOs). Balance Global vs. Local Needs: Adapt the global HR policy framework to suit local market cultures and legal environments, ensuring policy applicability and effectiveness. Knowledge Transfer & Training: Provide training and support to initial office leads or locally hired HR personnel in overseas locations to ensure the smooth deployment and sustained operation of HR processes.Essential RequirementsCIPD Level 5 or 7 qualification or equivalent experience.Proven experience as an HR Business Partner in the UK, with a mandatory track record of directly supporting Commercial teams (e.g., Sales, Marketing, Business Development).Strong business acumen; ability to comprehend business strategy, financial metrics, and sales processes, and translate business needs into effective HR solutions.Practical experience in driving organizational diagnosis, design, and change management initiatives, going beyond routine HR administration.In-depth, practical knowledge of UK employment law.Exceptional communication, influencing, and stakeholder management skills, with the ability to effectively partner with stakeholders at all levels and from diverse cultural backgrounds.Proactive and able to work autonomously in an ambiguous and fast-paced environment. Strong project management skills are essential.