HR Business Partner

Join Exoticca, a fast-growing travel agency, as an HR Business Partner. In this hands-on role, you will own the People agenda for your designated business area, partnering closely with Operations leaders and managers to understand their priorities and turn the People strategy into meaningful action. You will provide guidance on complex Employee Relations matters, support managers in building effective organizational structures, and drive talent development initiatives. Additionally, you will collaborate with the wider People team to ensure a consistent employee experience across the organization.

• Be the People partner for the business, owning the People agenda for your area and working closely with business leaders and managers.
• Act as a trusted advisor to managers on complex Employee Relations matters, providing clear, practical guidance on Spanish employment legislation.
• Partner with managers throughout the performance management cycle, supporting them in making fair and consistent decisions around performance, talent, and development.
• We are looking for someone who combines strong People expertise with business understanding, sound judgement and excellent interpersonal skills
• Experience advising managers and business leaders on people-related decisions
• Experience supporting managers across the employee lifecycle, including talent, performance, career development and compensation processes
• Strong knowledge of Spanish employment and labour legislation and its practical application
• Experience working with works councils / employee representatives is highly valued
• Solid experience in an HR Business Partner, People Partner, Employee Relations or similar role, ideally in a fast-paced, international and/or operational environment
• Comfortable working with ambiguity, complexity and changing priorities
• Degree in Law, Labour Relations, Human Resources, or a related field
• Professional working proficiency in English is essential
• Proven experience managing complex Employee Relations cases
• Is pragmatic. You know that good People practices need to work in the real world. You can translate frameworks and policies into practical solutions
• Has emotional intelligence. You understand that good People decisions require both sound judgement and an understanding of people’s different perspectives and motivations
• Communicates with clarity and conviction. You can explain complex topics simply, make a compelling case and adapt your message to different audiences
• Influences without authority. You know how to build credibility, convince, challenge and guide managers so that they see you as a valuable partner and want to involve you in their decisions
• Has a good sense of humour. You take your work seriously, but you don’t believe everything needs to be serious. You know how to bring perspective and positive energy, especially when things get complicated
• Is hands-on. You enjoy getting involved, taking ownership and seeing things through. You are equally comfortable discussing talent strategy with a leader or helping a manager navigate a complex people situation
• Is resilient. You can navigate pressure, disagreement and changing priorities while maintaining perspective and constructive energy
• Builds bridges. You naturally connect people, perspectives and interests. You can represent the People function while genuinely understanding and respecting the business perspective
• Collaborates generously. You enjoy learning from colleagues with different expertise and sharing your own knowledge. You understand that the best People solutions are often created by bringing different perspectives together
• Understands the business. You are curious about how the business works and care about the impact People decisions have on customers, teams and results
• Has strong judgement. You can balance People principles, legal requirements, business needs and employee experience to reach sound decisions
• Is autonomous, but never an island. You are comfortable making decisions and moving things forward independently, while knowing when to seek input, involve the right specialist or bring a topic to the wider People Team