Your impact will show up in two ways: HRBP outcomes (org health, manager capability, retention) for the leaders you support, and ER outcomes (case volume, time-to-resolution, consistency of practice, and legal risk reduction) across the region.

What You Will Do

HRBP

• Act as strategic HRBP for leaders across EMEA (Germany, UK, France, Switzerland) and APAC (Singapore, Japan), advising on org design, workforce planning, performance, and team dynamics with data and a point of view, not just a summary.
• Use the HRBP people dashboard and org health data to prepare insights for leadership and manager 1:1s, flagging risks and decisions before they become urgent.
• Support integration and engagement of new EMEA/APAC hires, partnering with Recruiting and People Ops on time-to-productivity and onboarding quality.
• Translate global People strategy (career frameworks, calibration, internal mobility, compensation philosophy) into guidance that works across EMEA and APAC’s different regulatory and cultural contexts.

Employee Relations & Workplace Practices

• Own employee relations cases end-to-end across EMEA and APAC. Performance, conduct, grievance, and exit cases — from intake through resolution.
• Lead workplace investigations with rigor and discretion, producing findings and recommendations that hold up to scrutiny.
• Partner daily with the Head of Employment Law (Austin) on complex or high-risk cases, ensuring practice stays aligned with employment law across every jurisdiction you cover.
• Build and maintain the region’s ER case management framework, investigation protocols, and workplace policies, keeping them current as regulation evolves (UK, EU, and APAC employment law; EU AI Act and GDPR implications for People decisions).
• Train and coach managers on early intervention and proactive feedback, working to reduce ER case volume over time, not just close what lands on your desk.
• Report on ER metrics, case volume, time-to-close, and risk exposure, to give leadership a clear, data-backed view of workplace health across the region.

Experience And Qualifications

• 7+ years combining HR Business Partner work with employee relations case management or workplace investigations, ideally across multiple jurisdictions.
• Direct experience partnering with in-house or external employment law counsel on complex, high-stakes cases.
• Experience supporting EMEA and/or APAC populations, comfortable with the added complexity of multiple legal systems and cultural norms in one remit.
• Experience in a high-growth technology company where pace is fast and ambiguity is normal.

Hard skills

• Solid grounding in UK and EU employment law fundamentals, with working familiarity with APAC frameworks (or a fast learner’s ability to build it)
• Proven experience leading formal workplace investigations, from intake and evidence-gathering to written findings.
• Comfortable with HRIS platforms (BambooHR or equivalent) and building your own data-driven narratives without relying on an analyst.
• Familiar with, or actively curious about, AI tools in the HR workflow (Glean, Claude, or similar), with the judgment to evaluate outputs critically and own the final call.

How you show up

• Discreet and trusted: people bring you sensitive situations because you handle them with judgment, confidentiality, and consistency.
• Direct communicator: you bring leaders clear choices and a recommendation, not an escalation without a point of view.
• Courageous: you hold the line on fairness and doing the right thing, especially when a case is uncomfortable.
• Structured under pressure: investigations and ER cases don’t wait for a good day, you stay organised and even-handed when things get tense.

In-office culture

We're intentional about this. We believe the best teams are built in the room together. Three anchor days — Mondays, Tuesdays, and Thursdays — create the collaboration rhythm that makes a hub office worth having.

Candidates need to be genuinely based in the location the role is posted — if that's not where you are today, we're happy to support relocation for the right person.

We value diversity, equity, and inclusion

At Sonar, we believe that our diversity is our strength. We are a global company that values and respects different backgrounds, perspectives, and cultures. We are committed to fostering a diverse and inclusive work environment where everyone feels valued and empowered to contribute their best. We are proud to be an equal opportunity employer and welcome all qualified applicants, regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

If you need any accommodation, please reach out to us at [email protected].

All offers of employment at Sonar are contingent upon the results of a comprehensive background check and reference verification conducted before the start date.

Applications that are submitted through agencies or third party recruiters will not be considered.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.