HR Business Partner

About ITRex

ITRex is a software and AI solutions company with distributed teams across Eastern Europe and the US. We build products and platforms for clients in healthcare, fintech, logistics, and consumer tech. We are a team of 170+ people.

Our HR team is small by design but with full ownership of the function. That means you’ll have direct access to leadership, a real say in how things are built, and room to experiment. ITRex is an open company: decisions get explained, feedback is welcomed, and HR has a seat at the table.

We’re looking for an HR Business Partner to own a defined set of people processes end-to-end and support a portfolio of ~80–100 team members across multiple client projects.

This is not a support or coordination role. You’ll be accountable for the health and development of your areas — making sure processes run well, collecting feedback from people and managers, and proposing improvements before someone else notices the gap. You’ll work closely with managers to stay on top of people dynamics and risks.

You’ll report directly to the HR Manager.

• 4+ years as an HRBP or HR Manager in a tech company
• Experience running or supporting performance review and promotion cycles
• Comfortable with HR data — you can read trends, build a simple dashboard, and know what numbers matter
• Experience with HRIS platforms (Rippling is a strong advantage)
• Strong written and spoken English — it’s our working language
• Self-directed: you own your areas without waiting for step-by-step direction
• Experience in remote or distributed team environments
  Nice to Have
• Experience with Deel or US benefits administration
• Background in IT services, outsourcing, or out staffing
• Familiarity with knowledge base tools (Get Guru, Confluence, Notion)
  What You’ll Own

• Annual performance review cycle — planning, facilitation, post-cycle analysis, and improvement proposals
• Promotion process — preparing submissions, maintaining timelines, and supporting decision-making in collaboration with delivery leads

• Ongoing improvement of core HR processes (onboarding, offboarding, performance review, promotions, project integration) — seen from the employee’s perspective
• Collecting feedback from employees and managers, identifying what’s not working, and bringing concrete proposals — not waiting to be asked

• Headcount, attrition, eNPS tracking and dashboards
• Making data available proactively; flagging trends before they become problems

• Rippling: maintaining accurate employee data, processing changes, handling requests, and administering benefits for US-based employees

• Regular touchpoints with managers across your portfolio
• Catching people risks early; escalating what needs to go up the chain
• Reporting on people risks and project health as part of the regular risk and value review cycle
• Collaborating with other departments on processes within your zones

• Keeping your sections of the internal knowledge base up to date

• Remote flexibility:
  Work where and how you work best - we trust you to deliver
• Fair compensation:
  Competitive salary + benefits that matter (medical, wellness, learning)

• Ownership opportunities:
  See a problem worth solving? Own it. We back smart risks over bureaucratic safety
• AI enhancement:
  We leverage AI to make you faster and stronger - complementing your abilities, not replacing them
• Learning investment:
  English classes, professional development, well-being support
• Career progression:
  Real paths up, not just sideways shuffling

• Responsive teammates:
  No ignored Slacks, no “not my problem” attitudes
• Supportive culture:
  When you’re stuck, people help. When things break, we fix them together
• Human connections:
  Regular meetups, tech talks, and actual relationships beyond work