Senior HRBP

Your goal is to bridge the gap between high-level strategy and hands-on technical execution. Working closely with the HR Manager, you will proactively propose and drive the implementation of key HR pillars, ensuring our studio remains a top-tier place to work while staying fully aligned with labor regulations. Simultaneously, you will act as a crucial operational pillar for the HR department, taking an active role in day-to-day employee management and directly supporting our Studio Leads in navigating team dynamics, difficult conversations, and compliance.

]]> Key Responsibilities

1. Dedicated HR Partnering & Employee Relations

• Client Group Ownership: Act as the dedicated Senior HRBP for specific technical or creative teams, balancing the studio's portfolio alongside the HR Manager to ensure personalized, agile support.
• Manager Coaching & Interventions: Partner closely with your assigned Studio Leads. Actively participate in sensitive conversations, including delivering constructive feedback, conducting performance warnings, and managing conflict resolution.
• Complex Case Management: Lead the resolution of sensitive employee relations issues and disciplinary actions, collaborating with external labor counsel when necessary.

• Risk Mitigation: Proactively identify potential legal or operational risks and propose structured solutions, understanding the nuances of labor relations.

2. Labor Relations, Compliance & PRL

• Legal Guardian: Act as our internal expert on Spanish labor law, ensuring all policies (Equality Plans, Time Tracking, Remote Work protocols) are compliant and up to date.
• Health & Safety (PRL) Oversight: Take ownership of our Occupational Health & Safety compliance. Manage the relationship with our external prevention service (SPA), coordinate annual medical checkups, and ensure all mandatory hazard documentation and training records are flawless.
• Time-Tracking & Audits: Monitor time-tracking compliance, follow up on deviations with employees and Leads, and ensure full alignment with current regulations.

3. Process Scaling & Operations

• Operational Excellence: Audit and optimize our current HR workflows (onboarding, offboarding, leave management, etc.) to drive efficiency and streamline processes.
• Data-Driven Insights: Use HR analytics to track key metrics (turnover, engagement, absenteeism, etc.) and provide actionable insights to the HR Manager.
• Strategic Talent Acquisition: