P&C Business Partner – Enablement

We are looking for a P&C Business Partner – Enablement to partner with some of the functions that enable Snoonu's business to scale, including People & Culture, Finance, Strategy & Revenue
.

The role combines HQ business partnering responsibilities with Group-level exposure
, reflecting the nature of the functions within its portfolio. You will work closely with functional leaders, their leadership teams, and the broader P&C organization to translate business priorities into effective people, organization, and talent strategies.

This is not a transactional HR role. We are looking for a Business Partner who understands the business behind the people's agenda — someone who can challenge constructively, use data and organizational insights to diagnose issues, anticipate talent needs, and help leaders build stronger organizations.

• Act as the primary P&C partner for leaders across P&C, Finance, Strategy & Revenue.
• Develop a strong understanding of each function's strategy, operating model, priorities, talent landscape, and organizational challenges.
• Translate business priorities into practical people and organisational plans, identifying where P&C interventions can enable stronger business outcomes.
• Provide leaders with thoughtful, evidence-based advice on organization, talent, performance, leadership, workforce, and people decisions.
• Build trusted relationships while maintaining the ability to challenge leaders constructively when required.
• Anticipate organisational and talent risks rather than operating only in response to immediate requests.

• Partner with leaders on organisational design, workforce planning, role clarity, spans and layers, succession, and capability requirements.
• Support organisational changes and restructuring from diagnosis and design through implementation.
• Challenge workforce requests based on business needs, organisational effectiveness, existing capacity, and longer-term plans.
• Partner with P&C leadership and Finance on workforce planning, headcount governance, and people-cost considerations.
• Identify organisational dependencies, capability gaps, succession risks, and opportunities to improve team effectiveness.

• Drive the talent agenda across the assigned functions, including performance, critical talent, succession, development, retention, and leadership capability.
• Facilitate and strengthen performance and talent calibration discussions with functional leadership.
• Ensure strong differentiation of performance and talent based on evidence and business impact.
• Identify critical roles and talent risks and partner with leaders to build appropriate retention, succession, or development actions.
• Work with Talent Acquisition to anticipate hiring requirements and ensure external hiring is connected to broader workforce and capability plans.
• Support leaders in addressing underperformance promptly and effectively.

• Use workforce and talent data to identify patterns, risks, and opportunities within the functions supported.
• Partner with People Analytics and Finance to connect people indicators with organisational and business performance.
• Bring insights into leadership discussions around areas such as attrition, performance, engagement, workforce cost, organisational structure, hiring, critical talent, and succession.
• Move beyond reporting metrics by translating data into clear implications and recommended actions for leaders.

• Maintain a strong understanding of the employee experience and organisational climate across the functions supported.
• Partner with leaders on engagement priorities and actions emerging from employee feedback.
• Identify systemic people or leadership issues and work with the appropriate P&C teams to address root causes.
• Partner closely with Employee Relations when more complex employee matters require specialist support.
• Support organisational change with appropriate stakeholder, communication, and people-impact considerations.

• Work as part of the broader P&C Business Partnering community to ensure consistency in how…