Why This Job is Featured on The SaaS Jobs
People Partner roles are becoming increasingly central in SaaS companies where talent density and execution speed directly influence product delivery and customer outcomes. This listing stands out for its explicit emphasis on AI-enabled people operations and analytics, signalling a modern HR function that treats recruiting, performance cycles, and workforce planning as measurable systems rather than purely administrative processes.
For a SaaS career, the long-term value here is exposure to the operating cadence common in software businesses: translating shifting team priorities into hiring plans, advising leaders with market and funnel data, and improving time-to-productivity through better onboarding and automation. Experience with sourcing platforms, assessment tooling, and people analytics also transfers well across SaaS environments, where HR teams are expected to iterate, document, and continuously optimise internal workflows.
The role is best suited to early-career HR or talent professionals who prefer consultative work with hiring managers and are comfortable learning tools quickly. It will appeal to candidates who like balancing relationship-driven advising with structured, data-informed decision making, and who want a seat close to departmental leadership without moving into a purely specialist recruiting track.
The section above is editorial commentary from The SaaS Jobs, provided to help SaaS professionals understand the role in a broader industry context.
Job Description
Job Purpose
To act as a strategic business partner to assigned departments, driving talent acquisition, performance management, and employee development initiatives. This role is responsible for building Luciq’s reputation as an "employer of choice" by leveraging cutting-edge AI tools and data-driven insights to streamline people operations, enhance candidate experience, and develop high-impact talent strategies.
Job Responsibilities
Strategic Business Partnership & Talent Advisory
- Act as a trusted consultant to hiring managers and department leads, deeply understanding their business goals to translate them into proactive talent and workforce planning strategies.
- Analyze workforce data and trends to anticipate hiring needs and advise leadership on market insights, organizational design, and retention strategies.
- Champion a culture of continuous feedback and high performance, guiding managers through performance management cycles with a coaching mindset.
AI-Enabled Recruitment & Sourcing
- Own the end-to-end recruitment lifecycle for assigned roles, utilizing AI-powered sourcing tools (e.g., LinkedIn Recruiter) to proactively identify and engage passive, high-quality candidates beyond traditional job boards.
- Leverage AI-driven screening and assessment platforms to intelligently filter CVs, reduce time-to-hire, and remove unconscious bias from the initial screening process.
- Continuously research and pilot new AI recruitment technologies to maintain luciq’s competitive edge in sourcing top calibers.
Employer Branding & Data-Driven Engagement
- Represent Luciq at employment events and manage employer branding initiatives, using data analytics to measure the ROI of different channels and refine outreach strategies.
- Create AI-personalized candidate journeys and nurture campaigns that reinforce luciq’s employer brand.
Process Optimization & Automation
- Lead the digital transformation of people operations by identifying manual, repetitive tasks and implementing AI workflow automations (e.g., using ChatGPT) to improve efficiency in onboarding, documentation, and employee queries.
- Utilize People Analytics tools to generate reports on hiring funnel effectiveness, time-to-productivity, and employee sentiment, presenting actionable insights to leadership.
Experience
Qualifications & Requirements
- 0-2 years of experience in HR, Talent Acquisition, or People Operations, preferably within a high-growth tech or SaaS environment.
- Proven experience acting as a strategic partner to business leaders, not just as an order-taker.
AI & Technical Proficiency (Nice To Have)
- AI Native Mindset: You don't just know AI exists; you actively use it to enhance your daily workflow.
- Tool Proficiency: Hands-on experience with AI tools for sourcing (e.g., LinkedIn Recruiter), content generation (e.g., ChatGPT, Claude), and productivity
- Data Literacy: Ability to interpret HR metrics and use data to tell a story, influence stakeholders, and drive decisions.
- Tech-Savvy: Comfortable navigating and adopting new software and platforms quickly.
