Human Resource Business Partner

At dōTERRA (Europe) Ltd, we encourage all employees to seek out opportunities that will expand their skill set. We strive to help achieve personal career goals by providing opportunities for growth and movement throughout the company.

dōTERRA's European Human Resource department has an exciting opportunity for a Human Resource Business Partner who is passionate about improving people processes and driving business results through strategic partnership with leaders within the UK and/or smaller regional offices as required.

Location: This role will be based in the UK with a hybrid option for three days onsite/two days remote.

Reporting Line: Reports to the Senior HR Manager, Business Facing HR - Europe

Job Responsibilities:

• Strategic business partnership - Serve as a strategic advisor to business leaders on organization health, leader effectiveness, workforce planning, and change leadership.
• Diagnose people and organizational challenges, recommend solutions, and drive adoption through clear communication and influence.
• Talent and succession - Own and facilitate quarterly and annual talent reviews for assigned organizations. Drive succession planning for Director+ and key roles, including development actions and progress tracking.
• Performance management - Coach leaders on performance expectations and feedback, and guide performance actions. Analyse performance trends and partner with leaders on interventions that improve outcomes.
• Employee relations (strategic and complex cases) - Advise leaders and HR Operations on complex and high-risk employee relations situations and disciplinary decisions. Partner closely with HR operations and functional departments who execute day-to-day intake and investigations, ensuring escalations are handled appropriately.
• Identify opportunities for improving employee experience using continuous listening and other survey tools, helping leaders design and implement action plans to increase engagement and promote healthy work culture dynamics.
• Workforce insights and analytics - Translate workforce, engagement, and manager dashboard insights into recommendations and action plans. Define measures of success for key initiatives and monitor progress.
• Compensation planning partnership - Partner with Compensation on planning cycles, benchmarking interpretation, budget constraints, and leader decision support. Ensure leaders understand pay actions, trade-offs, and communication expectations. Regularly collaborate with leadership to refine career pathing and overall job architecture.
• Cross-functional collaboration and continuous improvement - Partner with Talent Acquisition, Total Rewards, and other HR teams to deliver cohesive solutions. Identify opportunities to improve HR programs and business processes; lead or participate in prioritized projects.
• Learning and development – Partner with leaders to identify individual, team, and organizational capability gaps. Translate these needs into practical development plans and collaborate with Learning and Development colleagues to deliver appropriate solutions. Support career development, leadership development, and succession readiness, and monitor the effectiveness of agreed development actions.
• Leadership and manager capability – coaching leaders and identifying broader development needs or recurring gaps in management capability.
• Recruitment and retention strategy – partnering with Talent Acquisition on critical hiring needs, retention risks, and workforce capability.
• Organisational culture – reinforcing company values, inclusive leadership, employee wellbeing, and a positive working environment.
• Organisational design and effectiveness – supporting leaders with team structures, role clarity, restructuring, and operating-model changes.