Strategic HR at a global fintech means making people decisions that hold up across 20+ countries, multiple regulatory environments, and a business that moves fast. This role puts you inside the team that drives those decisions — with real ownership of projects, direct exposure to senior HR leaders, and a front-row seat to how people strategy translates into business outcomes.
Why This Matters
Deriv operates across APAC, EMEA, LATAM, and MENA — each with different talent markets, employment laws, and workforce dynamics. The HRBP function sits at the intersection of all of it: translating business priorities into people actions that land.
At this scale, people strategy can't run on instinct. It runs on data, structured processes, and tight collaboration between HR leaders and business unit heads. Real money, real regulations, real consequences — for 2.5 million traders who depend on the people building and running this platform.
Your job is to help make that work — and to learn, fast, how strategic HR operates when the stakes are real.
Why Deriv
- Breadth of exposure. You'll contribute across workforce planning, engagement, performance, organisational design, and L&D — the kind of scope most HR professionals don't see until years into their career.
- Mentorship from senior leaders. You'll work directly alongside experienced HRBPs and have access to our VP of HR — not just proximity, but active coaching on how strategic decisions get made.
- Ownership from day one. You'll drive projects, not just support them. When something is yours to deliver, it's yours.
- AI transformation underway. We're building toward an AI-first people function. Some systems are already live; more are in development. You'll have visibility into that work as it takes shape.
What You’ll Do
- Workforce analytics — Partner with HRBPs to deliver headcount planning reports and talent dashboards for leadership reviews. Build the analyses that inform decisions, not just the slides that present them.
- Employee engagement — Design and execute engagement initiatives end-to-end — from pulse surveys through to action planning and follow-through. Closed loop, not just data collection.
- Performance management — Coordinate performance cycles end-to-end: goal-setting, mid-year reviews, calibration sessions. Keep the process on track and flag risks before they become problems.
- Research and benchmarking — When the team needs to know what best practice looks like for DEI programme design, or how a competitor structures their performance framework, you find out — and come back with a recommendation, not just a summary.
- Strategic HR projects — Contribute to organisational restructuring, change management communications, and DEI programme rollouts. Not as an observer — as the person responsible for moving things forward.
- HRBP partnership — Participate in meetings with business unit leaders to understand how people strategy connects to day-to-day decisions. Build your commercial understanding alongside your HR craft.
- Documentation and communications — Draft internal communications, policy frameworks, and process documentation that teams across 20+ countries actually use. Clear, accurate, and built for a global audience.
- Data analysis — Work with turnover trends, engagement scores, and exit interview themes. Surface patterns and bring actionable insights — not just the spreadsheet.
- Onboarding improvement — Map the new hire journey, identify friction points, and implement fixes. Own the output, not just the coordination.
- Learning and development — Identify training needs across the organisation, source relevant content, and coordinate delivery.
Who You Are
- Analytically minded — Comfortable working with data and translating numbers into a clear narrative. You ask what the data means, not just what it says.
- Strong communicator — Excellent written and spoken English. You can draft a policy framework or a leadership update without needing three rounds of editing.
- Proactive and resourceful — You take ownership and don't wait to be told. When something isn't moving, you move it. When you're stuck, you find a way through.
- Comfortable with ambiguity — Priorities shift. Scope changes. You adapt without losing momentum.
- Genuinely interested in strategic HR — Not just the operational side. You want to understand how people decisions drive business performance — and you're ready to put in the work to get there.
- Degree in HR, Business, Psychology, or related — Fresh graduates are welcome. Prior exposure through internships, university HR projects, or related work is a plus, not a requirement.
- Bonus — Familiarity with HRIS platforms, data visualisation tools, or pivot tables will help you move faster in this role.
The Honest Reality
This role asks more than most entry-level HR positions. You'll work alongside senior HRBPs on projects with real consequences — not tucked away in a support function. The pace is faster, the ambiguity is higher, and the expectations are steeper.
There is genuine investment in developing people here — including direct access to our VP of HR and active coaching from experienced business partners. But that mentorship comes alongside accountability, not instead of it.
If you want a quiet start, this isn't it. If you want to compress years of HR learning into months — and build the strategic foundation that most HR professionals spend a decade chasing — it might be.
