The People Business Partner (PBP) is a strategic and hands-on partner to Mirai’s leaders across QA, Product, and Operations. The role is focused on building a high-quality employee journey, strengthening manager capability, and ensuring alignment between business needs and people practices in a fast-scaling, gaming-focused environment.

This position plays a critical role in bridging the gap between HR and teams on the ground, ensuring that people initiatives are practical, impactful, and embedded in day-to-day operations.

Key Focus Areas

1. Employee Journey & Experience Ownership

Own and continuously improve the full employee journey: From onboarding, development, performance, to offboarding
Design and implement a structured and consistent employee journey, with a strong focus on early-career populations
Define, track, and act on key experience metrics (onboarding satisfaction, engagement, retention, ESAT)
Ensure clear follow-up on feedback and communicate progress and improvements to teams and leadership

2. Onboarding Excellence (Critical Priority)

Own the end-to-end onboarding experience, from pre-boarding to 90-day integration
Ensure a seamless and high-quality onboarding process for employees and managers
Equip managers with clear onboarding frameworks, expectations, and best practices
Continuously improve onboarding based on feedback and operational needs
Partner with TA and People Operations to ensure seamless and connected employee experience

3. Manager Effectiveness & Leadership Support

Act as a trusted partner to managers, supporting them in their role as people leaders
Coach managers on performance management, feedback culture, team structure, and employee development

This position plays a critical role in bridging the gap between HR and teams on the ground, ensuring that people initiatives are practical, impactful, and embedded in day-to-day operations.

Key Focus Areas

1. Employee Journey & Experience Ownership

Own and continuously improve the full employee journey: From onboarding, development, performance, to offboarding
Design and implement a structured and consistent employee journey, with a strong focus on early-career populations
Define, track, and act on key experience metrics (onboarding satisfaction, engagement, retention, ESAT)
Ensure clear follow-up on feedback and communicate progress and improvements to teams and leadership

2. Onboarding Excellence (Critical Priority)

Own the end-to-end onboarding experience, from pre-boarding to 90-day integration
Ensure a seamless and high-quality onboarding process for employees and managers
Equip managers with clear onboarding frameworks, expectations, and best practices
Continuously improve onboarding based on feedback and operational needs
Partner with TA and People Operations to ensure seamless and connected employee experience

3. Manager Effectiveness & Leadership Support

Act as a trusted partner to managers, supporting them in their role as people leaders
Coach managers on performance management, feedback culture, team structure, and employee development

People Business Partner

Key Focus Areas

1. Employee Journey & Experience Ownership

2. Onboarding Excellence (Critical Priority)

3. Manager Effectiveness & Leadership Support

People Business Partner

Key Focus Areas

1. Employee Journey & Experience Ownership

2. Onboarding Excellence (Critical Priority)

3. Manager Effectiveness & Leadership Support

4. Organizational Development & Career Management

5. Employee Relations & HR Proximity

6. HR Initiatives & Continuous Improvement

What You Will Do (Day-to-Day Impact)

What We’re Looking For

What Success Looks Like

Scopely

Scopely

Benefits

Scopely