About us

DICEUS is a product company focused on building innovative SaaS solutions for the global insurance and financial services markets. Our mission is to modernize how insurers, brokers, MGAs, and other financial players operate through intelligent underwriting, seamless policy management, and digital engagement platforms. With clients across Europe, the Middle East, and North America, we are redefining how the industry delivers value through technology.

About the project

We are looking for an HR Business Partner to join the DICEUS HR team. This is both a strategic and hands-on role — you will work closely with the HRD and company management: analyse HR data, support the full employee lifecycle, drive performance and engagement processes, and contribute to building a strong people culture. The role requires strong ownership, structured thinking, and the ability to operate independently in a lean HR team.

Responsibilities:

HR Analytics & Strategic Advisory

  • Collect and structure workforce data monthly; prepare analytical briefings for the HRD covering people risks, headcount gaps by department, and attrition signals
  • Attend weekly Management meetings; present HR-relevant data (attrition dynamics, engagement signals, team risks); raise HR agenda items; send written follow-ups to Head of HR and Head of Operations after each meeting
  • Identify gaps in HR processes and prepare improvement proposals for Head of HR review: describe the problem, propose a solution with implementation steps
  • Develop detailed project plans for Head of HR-approved HR initiatives (scope, timeline, owners, success metrics); track milestones and report to HRD bi-weekly

Onboarding & Offboarding

  • Manage onboarding end-to-end: send a Day 1 welcome message, schedule the HR kick-off meeting, provide access to the onboarding checklist in itFin, follow up on completion at end of Week 1, and conduct structured 30/60/90-day check-in 1:1s with each new hire
  • Manage offboarding end-to-end: coordinate checklist completion in itFin, ensure all access revocations and asset returns are completed on time, conduct a structured exit interview within the last 3 working days
  • Prepare a monthly exit digest for the Head of HR: key themes, recurring patterns, and recommendations

Performance Management & Career Development

  • Prepare and distribute the annual performance review schedule and instructions to all managers and employees in itFin — at least 4 weeks before the review period; run individual 30-minute briefings with each manager before the cycle
  • Monitor review completion rates in itFin; send reminders; coordinate the calibration session (prepare calibration grid, document decisions and action items)
  • Collect and track all approved IDPs after the review cycle; report IDP completion progress to Head of HR quarterly
  • Identify underperformance cases through 1:1 data and manager input; prepare a structured PIP document in alignment with Head of HR; monitor the check-in cadence and document progress at each milestone
  • Drive career path conversations with employees in cooperation with the manager and Head of HR; document agreed next steps, timelines, and development actions in itFin

Employee Engagement & Retention

  • Conduct structured 1:1 pulse-check conversations on a defined schedule; document themes, risks, and positive signals in itFin using a standardised template
  • Prepare a monthly 1:1 digest for the HRD: recurring themes, individual cases requiring attention, and proposed responses
  • Develop action plans based on eNPS/ESAT survey results in cooperation with Head of HR: 2–3 priority improvement initiatives, assigned owners, and timelines; track progress by the next survey cycle
  • Proactively identify early signals of dissatisfaction or conflict; document the situation; propose resolution steps; coordinate actions with Head of HR
  • Maintain a critical staff register; monitor retention risks and escalation points; coordinate mitigation interventions with Head of HR

Learning & Development

  • Conduct TNA once per half-year: prepare and distribute a structured survey, run L&D conversations during 1:1s, and consolidate a prioritised training needs report for Head of HR
  • Monitor capability development trends across the company; identify emerging skill gaps and report findings to Head of HR
  • Support career pathing conversations: prepare career path templates, facilitate discussions, and document agreed development plans in itFin

HR Operations & Documentation

  • Serve as the first point of contact for all HR-related inquiries from management and specialists; respond within 1 business day or escalate to Head of HR with a documented description
  • Coordinate HR document flow across the employee lifecycle: memos, onboarding/offboarding checklists, training plans, performance review records, and 1:1 logs — all maintained in itFin
  • Monitor HR process compliance across the team; document quality issues with specific examples and propose corrective actions to Head of HR
  • Monitor employee military-related risks (mobilisation status, documentation gaps) and escalate potential risks to Head of HR

Compensation, Benefits & Market Analytics

  • Conduct quarterly salary benchmarking for key IT roles using market surveys (DOU, djinni); structure findings into a comparison table with recommendations for Head of HR
  • Track changes in Ukrainian labour legislation relevant to C&B; inform Head of HR of updates and propose internal policy adjustments
  • Monitor C&B satisfaction signals across the company

HR Metrics & Reporting

  • Maintain the HR metrics dashboard in itFin: update headcount, turnover, absenteeism, and engagement data monthly; submit to Head of HR by the 5th of each month
  • Prepare a quarterly HR report for Head of HR: KPI performance vs. target, key highlights and risks, survey results summary, and recommendations for the next quarter

Internal Events & Communications

  • Initiate Townhall planning 6 weeks before each event: propose agenda structure to Head of HR, confirm the date with management, distribute speaker participation confirmations, track slide submission deadlines, and run 1 dry-run session the week before
  • Write 2–4 HR-related articles per quarter for the Illuminator (internal newsletter): team spotlights, HR policy updates, engagement results, culture initiatives

Requirements:

Experience & Expertise

  • 2+ years of experience as an HR BP or HR Generalist, preferably in an IT company
  • Solid knowledge of full-cycle HR processes: onboarding, performance management, L&D, C&B, employee relations
  • Hands-on experience conducting 1:1s, exit interviews, and training needs analysis
  • Experience working with HRIS platforms; knowledge of itFin is a plus
  • Understanding of Ukrainian labour legislation, including military conscription regulations

Skills & Competencies

  • Analytical mindset: ability to structure data, identify patterns, and formulate actionable recommendations
  • Working-level English (B2+)
  • High level of ownership and accountability — you can work without micromanagement and deliver results independently
  • Structured approach to work: you build processes, meet deadlines, and keep documentation accurate
  • Comfortable operating in a lean team with a wide scope of responsibilities

We offer:

  • Remote work;
  • Paid vacation (18 business days) and Statutory Holidays;
  • Paid sick leaves (10 business days);
  • Non-paid days off (10 business days);
  • Professional growth and development opportunities;
  • Free English lessons.

To apply, please submit your resume. We will review your application and contact you if your qualifications and experience align with our requirements for the role. If not, we will keep your CV on file for future opportunities.

We appreciate your interest in joining DICEUS and look forward to the possibility of working together!