Senior HR Business Partner

At Saga, we're building the intelligence that helps lawyers think faster, work smarter, and stay in control of their craft. We are a global team brought together by the belief that technology should serve people, not replace them. That belief shapes how we build our product, how we work together, and how we grow as a company. As we scale across countries and teams, culture becomes even more important. How we lead, how we learn, and how people experience working here will define our success just as much as our technology. That is why we are opening a leading people role at the heart of our organisation.

Your role as Senior HR Business Partner
You will architect the people infrastructure that enables Saga to grow without losing what makes us special. You work where business strategy meets human experience, partnering with the CEO and management team to translate ambitious company goals into actionable people strategies, then building the structures and practices that bring them to life. You are equally comfortable challenging leadership on difficult decisions and coaching managers through everyday complexities. This role requires someone who can hold tension well, between moving fast and building right, between business needs and individual growth, between consistency and flexibility. You see trade-offs clearly and make decisions that serve both the company and its people. This position is structured to evolve into a Head of People & Culture role as the organization matures quickly.

• Build the HR infrastructure that scales with Saga: establish our people & culture roadmap, design our annual people cycles, and create performance frameworks that drive growth

• Partner with our leadership team on organizational design, workforce planning, compensation strategy, and people decisions that shape the business

• Set up and refine the operational foundations: international payroll structures, salary frameworks, role architecture, and the systems that support a remote-first organization across time zones

• Develop managers into confident leaders who can build strong teams, have difficult conversations, celebrate wins and create environments where people get to do their best work

• Own core people processes end-to-end: recruitment, onboarding, performance management, compensation cycles, and skills development

• Navigate sensitive situations with care and clarity, from performance issues to organizational changes to employee relations matters

• Take full ownership of reporting, training, compliance, and creating a culture where people's wellbeing genuinely matters