HR Business Partner

TYTAN Technologies

The PACE is fast. The expectations are high. The contribution matters. Working at TYTAN is more than a job, this is a mission. We push boundaries, think big, and hold ourselves to the highest standard. Our mission and values guide everything we do, and we're looking for people who are driven by ownership, embrace challenges, and are energized by meaningful work. If you're motivated by impact and thrive in dynamic environments, you'll fit right in.

At TYTAN, we aim to set a global standard in autonomous air defense with AI-driven, cost-efficient systems that counter unmanned aerial threats at scale. We protect people. We protect critical infrastructure. We protect European sovereignty.

As our HR Business Partner, you’ll be a hands-on people partner across TYTAN, working closely with leads and their teams, you’ll help build a high-performance culture where people can do their best work, grow, and deliver meaningful impact. As a trusted first point of contact on people matters, you’ll translate our People strategy into practical action, from performance management and talent development to team effectiveness and organizational design, helping leaders develop and retain top talent. At the same time, you’ll bring insights from the teams back into our People strategy, continuously improving how we enable high performance across TYTAN.

Your roadmap to make an impact

Strategic Partnership with Leadership

• Act as a close, trusted sparring partner to leads on team structure, growth and leadership questions

• Identify organizational friction early (span of control, unclear ownership, role overlaps) and actively bring solutions to the table

• Run regular, structured check-ins with leads, not just when issues escalate

Performance & Culture

• Own the delivery and quality of performance cycles in Leapsome, including the 9-box process and calibration with leads

• Join all performance and probation reviews to catch early warning signs and support consistent assessments

• Monitor early indicators of team culture and engagement, and address them proactively

• Collaborate closely with our Talent Acquisition Manager and leadership on headcount planning, role profiles and prioritization of open roles

Employee Relations

• Be the first point of contact for employees and leads on sensitive employment-law or interpersonal matters

• Lead probation and conflict conversations alongside the respective leads, with a focus on psychological safety

• Support re-organizations, team splits and new leadership layers