Senior HR Business Partner

About this role

ABOUT BURGA From a 7m² flat with just one printer in 2015 to a global powerhouse with 4+ million customers, 12+ million products sold, and revenue of over $147 million in 2025, BURGA is not your average brand. Our products have been spotted with some of the world’s biggest celebrities, like Sydney Sweeney, Taylor Swift, Cara Delevingne, Lucy Hale, Alexis Ren, and many more. We’re on a mission to turn ordinary into extraordinary by transforming everyday items into style statement accessories.

We’re scaling fast, thinking big, and bringing that vision to life at our €18 million manufacturing facility in Kaunas, capable of producing 66,000 items a day. With unicorn ambitions and 700+ passionate humans on a mission to conquer the world, you’re joining a team that’s rewriting the rules. Oh, and we just landed a spot among Lithuania's TOP 10 most attractive employers in 2026, so the word is officially out. Curious about our day-to-day life? Take a peek at Instagram @burgainsider Senior HR Business Partner – Marketing BURGA is on its way to becoming a unicorn, and our Marketing team is a big part of what drives that growth.

We’re looking for an open-minded, flexible and ambitious HR Business Partner who wants real influence on how a bold brand scales. ABOUT THE POSITION As Senior HR Business Partner, you’ll be the dedicated people partner for our Marketing department of 140+ people. You’ll work side by side with Marketing leadership to build strong teams, grow managers and shape how the department scales. You’ll also own company-wide HR projects from idea to rollout, helping define what the BURGA experience looks like as we grow.

WHAT YOU’LL DO -Shape the organisation. Turn Marketing's business goals into a people plan covering structure, headcount, capabilities and succession. Anticipate the roles and skills the team will need a year from now, not just next month. -Build leaders. Coach Marketing managers, many of them first-time leaders, on feedback, performance, difficult conversations and building high-performing teams. -Run the talent cycle.

Own the employee lifecycle in Marketing: hiring decisions with Talent Acquisition, onboarding, trial-period reviews, performance and development conversations, and exits. -Handle what's sensitive. Be the person employees and managers trust with complex employee-relations cases, and resolve them with sound judgement. -Lead through change. Guide teams through new structures, new processes and rapid growth so change actually lands.