P&C Business Partner – Enablement

🚀 Welcome to Your Next Adventure! 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. 🛠 What You’ll Get Your Hands On Strategic Business Partnering • 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 organizational 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 organizational and talent risks rather than operating only in response to immediate requests. Organization & Workforce • Partner with leaders on organizational design, workforce planning, role clarity, spans and layers, succession, and capability requirements. • Support organizational changes and restructuring from diagnosis and design through implementation. • Challenge workforce requests based on business needs, organizational effectiveness, existing capacity, and longer-term plans. • Partner with P&C leadership and Finance on workforce planning, headcount governance, and people-cost considerations. • Identify organizational dependencies, capability gaps, succession risks, and opportunities to improve team effectiveness. Talent & Performance • 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. People Insights • 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 organizational and business performance. • Bring insights into leadership discussions around areas such as attrition, performance, engagement, workforce cost, organizational structure, hiring, critical talent, and succession. • Move beyond reporting metrics by translating data into clear implications and recommended actions for leaders. Employee Experience & Organizational Health • Maintain a strong understanding of the employee experience and organizational 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 organizational change with appropriate stakeholder, communication, and people-impact considerations. P&C Partnership • Work as part of the broader P&C Business Partnering community to ensure consistency in how we support leaders across Snoonu. • Partner closely with Talent Acquisition, Rewards, People Development, People Operations, Employee Relations, and People Technology & Analytics to bring the right expertise into the functions supported. • Translate business needs into clear requirements for P&C Centers of Expertise rather than attempting to independently deliver every P&C solution. • Contribute to Group P&C initiatives and priorities where the functions within the portfolio have cross-market responsibilities. • Help continuously improve the quality and maturity of business partnering across Snoonu. 🧙 ♂️ The Magic You Bring • 6+ years of progressive experience in People & Culture / Human Resources, with meaningful experience in an HRBP or People Partner capacity. • Experience working in a technology company or high-growth digital business is highly desirable. • Experience partnering with senior leaders and navigating complex stakeholder environments. • Strong understanding of organizational design, workforce planning, talent management, performance, succession, and employee relations. • Commercial and business acumen, with the ability to understand how different functions contribute to overall company performance. • Strong analytical mindset and comfort using workforce and business data to support recommendations. • Ability to move comfortably between strategic organizational discussions and practical execution. • Experience operating within a matrixed, multi-business, or multi-country organization is highly desirable given the combination of HQ and Group responsibilities. • Strong judgment and the confidence to challenge senior stakeholders constructively. • Excellent communication and stakeholder management skills. • Comfortable operating in a fast-moving, high-growth environment where structures and priorities continue to evolve. Inside Snoonu’s Universe Snoonu is Qatar’s homegrown Super App, reinventing daily life with blazing-fast delivery, shopping, and more – all in one place. Powered by tech, driven by a global team, and obsessed with making life easier. The Dream We’re Chasing To be the first Qatari Ultra App that propels the region and its community through innovation and technology. We have global ambitions where what we do surpasses norms and limitations every time. The Quest We’re On To radically transform how people live by leveraging technology to connect them with endless possibilities. Our Everyday Superpowers Be Customer Obsessed: “Focus on the customer and all else w

6+ years of progressive experience in People & Culture / Human Resources, with meaningful experience in an HRBP or People Partner capacity. Experience working in a technology company or high-growth digital business is highly desirable. Experience partnering with senior leaders and navigating complex stakeholder environments. Strong understanding of organizational design, workforce planning, talent management, performance, succession, and employee relations. Commercial and business acumen, with the ability to understand how different functions contribute to overall company performance. Strong analytical mindset and comfort using workforce and business data to support recommendations. Ability to move comfortably between strategic organizational discussions and practical execution. Experience operating within a matrixed, multi-business, or multi-country organization is highly desirable given the combination of HQ and Group responsibilities. Strong judgment and the confidence to challenge senior stakeholders constructively. Excellent communication and stakeholder management skills. Comfortable operating in a fast-moving, high-growth environment where structures and priorities continue to evolve.

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 organizational 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 organizational and talent risks rather than operating only in response to immediate requests. Partner with leaders on organizational design, workforce planning, role clarity, spans and layers, succession, and capability requirements. Support organizational changes and restructuring from diagnosis and design through implementation. Challenge workforce requests based on business needs, organizational effectiveness, existing capacity, and longer-term plans. Partner with P&C leadership and Finance on workforce planning, headcount governance, and people-cost considerations. Identify organizational 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 organizational and business performance. Bring insights into leadership discussions around areas such as attrition, performance, engagement, workforce cost, organizational 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 organizational 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 organizational change with appropriate stakeholder, communication, and people-impact considerations.