About this role.
This People Business Partner role partners closely with business leaders to strengthen hiring, performance management, organizational design, and leadership effectiveness. The position requires at least five years of senior, leadership-facing HRBP or People experience in a fast-moving environment. It emphasizes direct communication, sound judgment, early identification of organizational risks, and practical action over bureaucratic process. Ukrainian-language proficiency is mandatory, and the successful candidate will help develop scalable people practices and AI-supported People knowledge infrastructure. The role is a strategic HR business partnership position rather than an employee-relations hotline or process-administration role.
Role DNA
A quick view of the complexity, pace, ownership and collaboration implied by the job description.
Job Complexity
4/5Pace & Pressure
4/5Autonomy Level
5/5Communication Load
5/5Salary analysis
Estimated compensation compared with the broader US market for similar roles.
Core skills
Skills and capabilities most closely associated with this opportunity.
Sample interview questions
I would describe the business context, the risk I identified, and the evidence I used to frame the discussion. I would explain how I challenged the decision respectfully, proposed practical alternatives, aligned on a clear decision, and monitored the resulting impact on team performance or retention.
I combine qualitative signals from leader and employee conversations with operating data such as attrition, hiring quality, performance trends, workload indicators, and decision bottlenecks. I look for patterns, validate them with stakeholders, and raise concise recommendations early rather than waiting for perfect information.
I would first clarify role expectations, performance evidence, and any barriers to success. Then I would help the leader prepare a direct conversation, establish a time-bound improvement plan with observable outcomes, document decisions appropriately, and act decisively if improvement does not occur.
It starts with defining the business outcomes, essential capabilities, decision scope, and non-negotiable behaviors required for the role. I would ensure the assessment process tests those criteria consistently, challenge compromises driven by urgency, and review early performance outcomes to improve future hiring decisions.
I begin with the operational problem and create only the minimum structure needed to improve decision quality and accountability. I favor clear ownership, simple documentation, useful manager tools, and feedback loops, removing steps that do not materially improve outcomes.
Playson is looking for a People Business Partner with knowledge of the Ukrainian language who can operate close to the business, work directly with leaders on organisational challenges, and help maintain a high-performance environment without turning the company into a bureaucratic HR machine.
This role is not about running HR processes for the sake of process.
We are looking for someone who can:
help leaders make strong people decisions;
maintain high talent quality;
Identify organisational risks early.
and ensure leadership, hiring, and performance problems do not silently accumulate over time.
The PBP works primarily through leaders – not around them.
What you’ll bring
Knowledge of the Ukrainian language is a must
5+ years of experience in HRBP, Head of People, HRD, organisational partnership, or similar leadership-facing roles.
Strong experience working with leaders in fast-moving environments.
Ability to challenge stakeholders directly, constructively, and without unnecessary politics.
Strong judgment and ability to operate in ambiguous situations.
High level of ownership, maturity, and communication clarity.
Ability to connect people and topics with business reality and execution impact.
Comfortable with difficult conversations, organisational tension, and imperfect environments.
Ability to remain calm, structured, and pragmatic under pressure.
Ability to build trust with strong personalities and leadership teams while still being able to challenge them when needed.
Ability to simplify complexity instead of adding bureaucracy.
Strong business and organisational awareness.
Interest in scalable organisational practices, operational clarity, and AI-supported People infrastructure.
What you’ll do
Partner with leaders on hiring, team structure, organisational effectiveness, performance, ownership gaps, and delivery risks.
Push discussions toward decisions and outcomes instead of endless alignment loops.
Help leaders define what “strong” actually means for critical roles and challenge weak hiring compromises.
Support leaders in addressing underperformance early and directly.
Identify early organisational signals such as leadership gaps, burnout, unhealthy dependencies, misalignment, or execution risks.
Help improve feedback quality, leadership practices, and decision consistency across teams.
Support practical and scalable organisational approaches instead of overcomplicated HR frameworks.
Contribute to improving internal documentation, operational clarity, and AI-supported People knowledge infrastructure over time.
This role is not:
an employee support hotline;
a process coordinator;
a “culture activities” owner;
a passive mediator avoiding uncomfortable conversations;
or someone hiding behind frameworks instead of making judgment calls.
The goal of the role is not to centralise ownership inside the People function.
We expect PBPs to strengthen leadership capability, improve decision quality, and help leaders become more effective and self-sufficient over time.
We value:
clarity over ambiguity;
direct communication over corporate politeness;
speed with accountability;
impact over activity.
What we offer
Hybrid work & flexible schedule
Medical insurance (+1 coverage option)
Professional development reimbursement
Online English classes
Employee referral bonus program
Recruitment process
HR Interview
Hiring Manager Interview
Final Interview
If you are comfortable working closely with leadership, solving organisational problems, and helping strong teams scale without unnecessary bureaucracy, we’d love to hear from you.
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Annual salary information is not provided for this position. Explore salary ranges for similar roles in our Salary Directory ›
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