Human Resources Engagement Partner

ABBYY

15d•$119,000 - $142,000•Hybrid

About The Position

Join ABBYY and be part of a team that celebrates your unique work style. With flexible work options, a supportive team, and rewards that reflect your value, you can focus on what matters most – driving your growth, while fueling ours. Our commitment to respect, transparency, and simplicity means you can trust us to always choose to do the right thing. As a trusted partner for purpose-built AI and intelligent automation, we solve highly complex problems for our enterprise customers and put their information to work to transform the way they do business. Over 10,000 customers trust ABBYY, including many Fortune 500 ones. You will work on further developing a portfolio already containing client names such as DHL, Johnson & Johnson, FDA, DMV, PwC, KeyBank, Spotify, and H&R BLOCK. The Engagement Partner at ABBYY is a hands-on advisor and trusted partner to people managers, responsible for owning and executing core talent and performance processes while creating the conditions for employees to do their best work, wherever they are. In this role, you will strengthen organizational health, clarity, and performance by partnering closely with leaders to shape a consistent, inclusive, and scalable employee experience that supports ABBYY’s strategy. This role works in close partnership with Sales and Revenue leadership, supporting fast-paced, quota-carrying organizations by aligning people strategy with go-to-market priorities, growth targets, and evolving team structures You will lead key people processes end-to-end while building manager capability, driving engagement rhythms, and enabling data-informed decision-making that improves both employee experience and business outcomes. This role anticipates workforce needs, supports organizational design, and manages sensitive People matters with sound judgment, helping leaders build high-performing, connected teams. Success is measured through improvements in engagement, team effectiveness, talent readiness, and leadership capability, delivered through seamless cross-functional collaboration with People Operations, Talent, Learning & Development, Internal Communications, and Legal.

Requirements

Bachelor’s degree in HR, Organizational Development, Psychology, Communications, Business, or related field (or equivalent experience).
7+years progressive experience as an Engagement Partner, People Partner/HRBP or in closely related roles in a fast-paced global environment (SaaS/tech scaleup a plus).
Demonstrated ownership of performance management, talent/succession, workforce planning, and employer casework with Legal partnership.
Proven capability building and program scaling (manager enablement, engagement frameworks) across regions.
Strong judgment, discretion, and risk management in complex/sensitive matters.
Influences without authority; credible advisor to senior leaders.
Skilled coach and facilitator; outcome focused.
Data informed decision-making and succinct storytelling through insights/dashboards.
Clear, confident communication tailored to diverse audiences and cultures.
Practical knowledge of employment law principles and regional nuances; collaborates closely with People Ops/Legal for compliance.
Balances employee advocacy with business outcomes.

Responsibilities

Act as a thought partner to functional leaders and team managers; align people strategy to business priorities and operating model.
Lead quarterly people reviews onorganizationalhealth, capability, risks, and priorities.
Coach managers on performance, feedback, development, difficult conversations, conflict resolution, and change readiness.
Design and deliver bi-monthly manager enablement (toolkits, playbooks, rituals).
Own the performance cycle (goal setting, calibration, PIPs) and talent processes (succession, HiPo identification, development plans).
Partner on workforce planning (skills, capacity, org structure, spans/layers) and compensation/levelling inputs with Talent/People Ops/Finance.
Run engagement rhythms (surveys, pulses, listening loops, onboarding experience, team effectiveness sessions) withleader-ownedaction plans.
Improve clarity and ways of working (operating principles, RACI/decision frameworks, role clarity).
Serve as an escalation point for employee issues; manage employer cases (investigations, corrective actions, PIPs) in partnership with Legal as needed.
Interpret and apply People policies consistently; ensure compliance with regionallaborlaws via People Ops/Legal.
Manage offboarding (voluntary/involuntary) end-to-end, ensuring respectful, compliant processes and actionable exit insights.
Analyzeengagement, performance, and workforce data; spot trends, risks, and opportunities; benchmark where relevant.
Build simple, usable dashboards and concise leadership reports in collaboration with People Ops.
Support org/team level change: stakeholder mapping, leader readiness, comms planning, risk assessment, and post change reinforcement.
Partner with Internal Comms on clear, audienceappropriate messagingand leader toolkits.
Champion ABBYY’s values; foster an inclusive, high-performance environment.
Co-design and continuously improve scalable frameworks, policies, and tools across the People lifecycle with People Ops/L&D/Comms.