We are looking for an HR BP for the digital team (analytics, development) at the online school Foxford.
Context about the role:
- An HR BP bridges the gap between business and back-office, helps managers lead teams, employees – resolve HR issues, and businesses – achieve goals through HR tools. Tasks can be divided into 3 blocks: operational aspects of general HR processes (≈ 60% of time), team requests (≈ 30%), and independently initiated projects (≈ 10%). This means there's a lot of operational work, and it's important to be prepared for that.
You will work with three teams:
- Analytics, ≈35 people: develop a competency map and link it to employee assessment and growth; analyze the funnel and candidate requirements with recruiters; inform and support the team in the absence of team leads.
- Development, ≈110 people: the CTO only needs operational support – meetings, access, procurement. The main work is with team leads: most of them grew within the company and need support in all HR areas in their first management role.
- Video Broadcasting, ≈90 people: an HR BP was hired here a couple of months ago. The task is to implement the company's existing HR processes and help managers adapt to them.
Key task blocks:
- Onboarding: welcome and other meetings with new hires, assistance to managers, process customization for teams.
- T&D (Training & Development): organization and substantive participation in performance reviews, assistance with individual development plans and selection of development tools.
- C&B (Compensation & Benefits): payroll planning, identifying savings, approving revisions, new rates, and other changes; working with grades, market pricing, and bonuses.
- Internal Communications: informing about changes, tracking sentiment, working with survey results and feedback, team building.
- Manager Support: assistance in complex cases and a second opinion.
Who will fit:
- HR BP experience of 3+ years in a company of 1000+ people with mature processes.
- Experience in Tech companies with distributed teams, ability to speak the same language as digital teams.
- Ideally – experience in companies with major shareholders (Sber, VK, Yandex, etc.), where some decisions are handed down and require adaptation, rather than being developed internally.
- Experience in most of the HR functions from the list above, essential – solid experience with C&B (payroll planning, grade implementation, revision modeling, headcount management).
- Good HR and management insight, it will be a huge plus if you have any personal management experience.
- Speed, energy, and multitasking. The company has a high pace, many changes, and you need to be able to keep a large amount of information in mind without panicking or distorting meanings.
- Personal maturity: ability to separate facts from interpretations, say "no," and calmly evaluate results – your own and your teams'.
What in return:
- Remote format most of the time (it is important to be able to come to the Moscow office in case of an in-person start for a new employee – this happens rarely during the year, but in August you need to be there 2-3 times a week).
- The office itself is comfortable and stylish (7 minutes from Tulskaya metro station), and you can also meet with some of the main clients there in person.
- Product – socially significant, helping millions of schoolchildren turn their interests into achievements through education.
- Salary project at Sber: increased deposit rates and "Spasibo" bonuses, free subscriptions to SberPrime+, OKKO, and Zvuk, special mortgage offers, and other financial benefits.
- Important: this is a temporary position (maternity leave cover). It is viewed as long-term: by the time the current HRBP returns (1.5-2 years), alternative roles will likely appear in the company, and a strong HR professional will always find a way to be retained.
- Macbook.
- Annual bonus up to 2 salaries (KPIs – undesirable turnover, engagement, CSI, and achievement of goals by the supported team).
- Health care: voluntary medical insurance with dentistry and a psychologist, sick leave compensation. And if you catch a cold – they will send you a vitamin box.
Hiring Process:
- Interview with a recruiter.
- Interview with a manager.
- Interview with a business stakeholder and HRD.
- Offer.
To apply with a cover letter:
- Explain what interested you about the vacancy, why you are a good fit.
- Indicate your salary expectations.
