People & Culture (HR) Manager

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Role Purpose

The P&C Manager, Bulgaria, is responsible for leading the local People & Culture agenda and providing experienced, commercially focused and legally compliant P&C support to approximately 160+ employees across our Sofia and Plovdiv sites.

This is a highly hands-on and operational role that will suit an experienced P&C generalist who enjoys being close to the business and involved across the full employee lifecycle. The successful candidate will be equally comfortable advising leaders and managers, managing employee relations matters, improving processes, reviewing data, implementing global P&C initiatives and ensuring that essential day-to-day P&C activities are delivered effectively.

The role will act as the principal P&C partner to the local leadership and management teams, taking ownership of substantive P&C responsibilities. This includes employee relations, employment law, manager advice, organisational development, performance, talent, workforce planning, M&A, and local people risk.

As a member of the global P&C team, the P&C Manager will also act as the Bulgarian implementation lead for significant global P&C programmes. The role will translate global frameworks into effective local practices, drive manager adoption and provide local insight during programme design and implementation.

The role will manage and develop the P&C Assistant & Office Manager, building their knowledge and gradually expanding their advisory responsibilities where interest and capability are demonstrated. The P&C Manager will also have overall oversight of office management, while day-to-day operations remains with the Office Manager.

Business partnering and local P&C leadership

• Act as the primary P&C partner for the Bulgarian leadership and management teams.
• Develop a strong understanding of the Bulgarian operation, business priorities, organisational structure and workforce requirements.
• Provide commercially balanced and practical advice on people decisions.
• Coach managers to improve their capability in performance, conduct, attendance, development, engagement and employee communication.
• Support organisational design, workforce planning, restructuring, changes to roles or reporting lines, any M&A projects.
• Identify capability gaps, retention risks, critical roles and organisational dependencies.
• Provide constructive challenge where proposed decisions create legal, employee-relations, cultural or reputational risk.
• Maintain a direct and transparent relationship with the Chief People Officer, escalating material risks and trends appropriately.
• Clarify the respective responsibilities of P&C, operational leaders and managers, reducing inappropriate dependency on the site leader for P&C delivery.

Employment law and employee relations

• Provide expert advice on Bulgarian employment law and local employment practices.
• Ensure local policies, processes and employment practices meet statutory requirements and align with the global P&C framework.
• Lead employee relations matters, including performance, conduct, grievances, disciplinary processes, sickness absence, workplace conflict and termination.
• Manage cases fairly, consistently and with appropriate documentation, judgement and sensitivity.
• Support managers in addressing concerns promptly rather than allowing issues to become prolonged or informal.
• Monitor legislative developments and recommend required changes to contracts, policies, processes or working practices.
• Maintain accurate case records and ensure the local operation remains compliant and audit ready.

Employee lifecycle and operational governance

• Oversee the complete employee lifecycle, including talent acquisition (in support with our TA function), onboarding, probation, internal changes, leave, benefits and offboarding.
• Ensure employment documentation, P&C records and employee data are accurate, complete and maintained within required timescales.
• Oversee payroll inputs and employee changes, working with Finance, external providers and the P&C Assistant.
• Review material payroll changes, bonus calculations and supporting documentation before submission.
• Ensure leave and absence are administered consistently and in accordance with local law and company policy.
• Strengthen local P&C processes, controls and service standards.
• Identify opportunities to simplify, standardise or automate routine processes.
• Maintain appropriate controls without unnecessarily retaining administrative activity that can be owned by the P&C Assistant.

Performance, talent and organisational capability

• Lead local performance-management processes, including goal setting, performance reviews, probation and performance improvement.
• Coach managers to handle feedback and underperformance promptly, fairly and constructively.
• Lead or support local talent reviews, succession planning and the identification of critical roles and single points of failure.
• Partner with leaders to assess current and future workforce capability.
• Support the consistent application of the company’s global job architecture.
• Identify development requirements and support the implementation of manager and employee development pathways.
• Partner with Talent Acquisition on workforce planning, priority roles and recruitment requirements.
• Use workforce data to inform decisions concerning capability, retention, organisational health and investment.
• Ensure the global job architecture is understood and consistently applied across recruitment, role design, career progression, compensation, performance and workforce planning.
• Lead local annual performance and salary-review processes, ensuring manager recommendations are evidence-based, appropriately calibrated and completed within the global timetable.
• Use engagement, performance, compensation and workforce data collectively to identify organisational risks, capability priorities and appropriate interventions.

Global P&C programmes and local implementation

• Act as the accountable Bulgarian P&C lead for the implementation, adoption and ongoing effectiveness of global P&C programmes.
• Translate global frameworks into locally compliant and practical processes, ensuring alignment with Bulgarian employment law and operational requirements.
• Lead the local implementation of the company’s job architecture and ensure roles, levels and job families are applied consistently.
• Lead the local implementation of employee engagement, performance management, probation, performance improvement, compensation benchmarking and annual salary-review processes.
• Ensure local employee, organisational, compensation and performance data is accurate and appropriately maintained within relevant P&C systems.
• Build manager understanding and capability through clear communication, training, coaching and practical guidance.
• Review sensitive, complex or disputed matters relating to performance ratings, promotion, salary positioning, job levelling or employee feedback.
• Monitor local participation, completion, adoption and quality, intervening where managers do not meet agreed expectations.
• Identify local trends, risks, inconsistencies and capability gaps arising through global programmes and agree appropriate action with local leaders and the Chief People Officer.
• Allocate suitable implementation and first-line support responsibilities to the P&C Assistant, providing appropriate training, supervision and quality assurance.
• Gather local feedback and contribute recommendations to the continued improvement of global frameworks and systems.

The global portfolio may include

• Employee lifecycle foundations, policies and process harmonisation.
• HRIS implementation, data quality and employee self-service.
• Performance management and probation frameworks.
• Leadership development and manager pathways.
• Culture, values and employee engagement.
• Job architecture, capability assessment and succession planning.
• EVP and employer-brand initiatives.
• Operating-model and decision-right improvements.
• M&A due diligence, employee communication and integration.
• P&C reporting, automation and infrastructure.
• Compensation and benefits.

Employee experience, culture and engagement

• Support the development of a positive, inclusive, accountable and high-performing environment.
• Lead the local implementation of employee engagement, company values, culture initiatives and leadership expectations.
• Review employee feedback and engagement data and agree meaningful actions with local leaders.
• Promote effective communication and ensure employees understand significant organisational and P&C changes.
• Provide employees with a credible and trusted route through which to raise concerns.
• Partner with the P&C Assistant on local events, employee initiatives and workplace experience.

Management and development of the P&C Assistant/Office Manager

• Provide clear leadership, objectives and ongoing support to the P&C Assistant.
• Establish a 12+ month development plan based on the Assistant’s interests, current capability and career aspirations.
• Provide consistent coaching, case supervision, constructive feedback and practical learning opportunities.
• Create opportunities for the Assistant to shadow employee meetings and contribute to global projects.
• Define the matters the Assistant can manage independently and those that require supervision or escalation.
• Review advice and case documentation until the required competence and judgement have been demonstrated.
• Gradually delegate appropriate advisory responsibilities without placing the Assistant in situations beyond their capability.
• Conduct formal capability reviews to assess potential progression towards a P&C advisory role.

Systems, reporting and data

• Maintain high standards of employee-data accuracy and completeness.
• Produce and interpret reporting covering headcount, turnover, absence, recruitment, performance and employee relations.
• Use Excel and other reporting tools to analyse trends and provide clear insights to leaders.
• Support HRIS implementation, testing, data validation and manager and employee adoption.
• Ensure employee information is handled securely and in accordance with GDPR and local data-protection requirements.
• Maintain accurate organisational structures and workforce information.

Office management oversight

• Provide overall oversight of the Bulgarian office-management function in Sofia and Plovdiv.
• Ensure the workplace supports employee wellbeing, productivity and a positive employee experience.
• Avoid unnecessarily assuming routine office-administration activities that properly remain within the P&C Assistant/Office Manager’s role.

Experience and capabilities

• A minimum of 7-10 years’ progressive experience in P&C/HR roles.
• Strong practical and current knowledge/expert of Bulgarian employment law.
• Demonstrable experience managing complex employee relations matters independently.
• Experience operating as a trusted business partner to senior leaders and managers.
• Strong technical capability across the employee lifecycle, performance management, organisational change, talent and workforce planning.
• Experience implementing regional or global P&C programmes within a local operation.
• Experience managing, coaching or developing a junior P&C colleague.
• Strong operational capability with close attention to controls, documentation, accuracy and deadlines.
• Advanced Excel skills and confidence working with workforce data, reporting and analysis.
• Experience using HR information systems and implementing process improvements.
• Experience managing external payroll, legal or P&C service providers.
• Fluent written and spoken Bulgarian and English.
• Experience within an international, technology, high-growth or acquisitive business would be advantageous.

Personal attributes

• Commercially minded, pragmatic and solutions focused.
• Confident advising and constructively challenging stakeholders.
• Able to balance employee experience, business requirements and legal risk.
• Proactive, accountable and comfortable taking ownership.
• Highly organised and attentive to detail.
• Comfortable operating both strategically and operationally.
• Able to handle sensitive matters with discretion and sound judgement.
• A capable coach who enjoys developing others.
• Collaborative and effective across different countries and cultures.

Our Values

• Be Pragmatic. Be Trusted. Be Energetic. Be Accountable. Be Respectful. Be Innovative.
• At Hosting.com, success is always shared — with our people, our customers, and our communities