And in addition to our customers, we’re also serious about positively impacting the lives of our team members. We want Loop to be an environment where high performers are empowered to grow both as professionals and as humans. We’re confident that this approach will help Loop grow, too.

Therefore, we are looking for a People Business Partner to join our growing 10 person people team. You will play a key role in contributing and nurturing talent to help make Loop and Loop’s people thrive. And you’ll partner up as the right hand of our Head of People & Culture.

• Position yourself as a day-to-day business partner towards managers; help solving people related questions and issues (eg. internationalization, reward…).
• Boost the performance of our highly motivated teams. Empower our colleagues to push their professional boundaries.
• Design and launch our leadership tracks. Guide team managers in their self reflections and professional growth.
• Nurture and able our talent and facilitate them to grow and flourish. Facilitate setting up personal development plans.
• Create, execute and evaluate Loop’s learning & development strategies and programs.
• Evaluate and optimize our reward and promotion strategy**.**
• Know our company constellations (= values) by heart, embrace and embody them. Help them cultivate throughout the whole company.

A seasoned People Business Partner (some would call it HRBP) with +8 years of relevant experience (preferable in a scale-up environment), who is able to:

• Be the first go-to person for managers for people related topics. Focus on having day-to-day issues and questions solved in an efficient and effective way.
• Have a strong appetite for strategic choices; organizational design, onboarding, learning & development, compensation & benefits and leadership.
• Set up performance tracking measures and extensive performance management processes, as well as performance evaluation programs.
• Prepare clear role descriptions and clarify expectations towards functions and teams, in collaboration with managers.
• Set up and roll out a competency model / framework that will guides our team members throughout their career and professional development.
• Diagnose, analyze and evaluate individual and organizational development needs, formulate learning goals. Take into account a range of creative learning methods, depending on our Loopers and their specific learning needs / preferences.
• Support and facilitate the set-up of personal development plans.
• Optimize our evaluations methods and and continuous feedback processes.
• Inspire others to learn by showing your self-directed learner attitude and your mighty intellectual curiosity.
• Find hands-on ways to enable the whole team in practicing our company values day to day. Make them a living practice within our organization. Support in setting up a culture roadmap.
• Keep a keen eye on (disruptive) practices outside of the organization and see what all that can mean for the future of Loop.