Affinity Global
Website:
affinity.com
Company:
https://www.linkedin.com/company/affinity-com
Seniority: Mid-Senior level
Industries: Advertising Services, Technology, Information and Media, and Technology, Information and Internet
Job details:
About Affinity
Affinity is pioneering new frontiers in AdTech; developing solutions that push past today’s limits and open new opportunities. We are a global AdTech company helping publishers discover better ways to monetize and enabling advertisers to reach the right audiences through new touch-points. Operating across 10+ markets in Asia, the US, and Europe with a team of over 450 experts, we are building privacy-first ad infrastructure that opens opportunities beyond the walled gardens.
About the Role:
This role acts as a strategic HR advisor and enabler for Affinity’s internal capability centres, including Technology, Product, Finance, Legal, and other core enabler functions. The HR Business Partner works to align people practices with long-term capability-building, governance, and innovation goals. With a focus on team maturity, knowledge capital, and change readiness, the HRBP plays a critical role in ensuring continuity, clarity, and culture in complex cross-functional environments.
Stakeholder Group & Span
This Manager-HRBP supports intellectually and technically intensive teams, many of whom operate in matrixed and high-autonomy structures. The role demands a nuanced approach to culture, growth enablement, leadership partnering, and employee listening, with high alignment to internal systems and compliance rigor.
Key Responsibilities
Strategic Business Partnership
• Serve as an HR sounding board to Tech, Product, and Enabler Function leaders
• Translate operational goals (e.g., new product sprints, audits, internal system
transformations) into workforce requirements
• Contribute to strategic resourcing, change enablement, and internal transformation
planning
Workforce Planning & Talent Strategy
• Collaborate with Talent Acquisition to define quarterly hiring needs, realignment plans,
and skill demand forecasts
• Conduct ongoing org mapping and role evolution exercises; identify HIPOT and LOPOT
team members and work with managers for interventions
• Proactively identify capability gaps and align with L&D for targeted interventions
Culture, Engagement & Listening
• Anchor sentiment deep-dives and thematic feedback loops specific to functional maturity
(e.g., Product retros, Tech town halls)
• Work closely with leadership to articulate team values and shared identity, especially in
hybrid/remote setups
• Act as a neutral facilitator in team conflict resolution and relationship buildingD. Performance &
Manager Enablement
• Ensure role clarity, OKR/KPI linkage, and manager preparedness for performance reviews
• Enable feedback-rich environments in engineering/product cultures that may otherwise
deprioritize structured reviews
• Coach managers on communication, boundary-setting, and capability acceleration
Retention & Risk Mitigation
• Maintain a heatmap of retention risks and early attrition indicators across the business
group
• Collaborate with Rewards, Finance, and Ops to co-create interventions (recognition, comp
realignment, mobility)
• Influence design of role-level growth paths, internal transfers, or re-scoping initiatives
Data, Insights & Policy Influence
• Consolidate and present insights to functional leaders on attrition, engagement, and
internal talent flow
• Represent stakeholder voice in HR policy evolution (e.g., flexible work models, internal
mobility, upskilling mandates)
• Co-own ESAT surveys and action planning; facilitate cross-functional comparisons and
follow-ups
Success Metrics
• ESAT Score trend within business group
• % Reduction in attrition
• Stakeholder Feedback (qualitative & survey-led)
• Hiring plan vs actual alignment (in collaboration with TA)
• 100% PMS process completion and timely qualitative OKR/KPI closure
• Business feedback incorporation into HR policies or practices
Key Requirements
• Currently managing HC of 250+ in a Manager / HRBP capacity
• 8+ Years in HR Business Partnering Roles (Generalist)
• 5+ Years handling Tech Teams as an HRBP
• Experience in Managing C-suite Stakeholders
• Ability to work in a fast paced large HR team (20+ Team members)
• Extensive experience in Change & Performance Management, ER, KRA/KPI Setting & Management for Stakeholders & people analytics
• Experience within large Tech, Ad-tech, Fintech or SaaS tech is essential
Click on Apply to know more.