BJAK

Human Resources

• Partner with business leaders and managers on team effectiveness, performance management, and day-to-day people decisions.
• Translate business goals into people actions across hiring, engagement, performance, and workforce planning.
• Support employee relations matters and performance conversations with sound judgment and practicality.
• Contribute to workforce planning, headcount tracking, and people data analysis in partnership with Finance and HR leadership.
• Support talent initiatives including onboarding, career development, internal mobility, and learning programs.
• Use people data and feedback to identify trends, surface risks, and recommend improvements.
• Operate across multiple geographies and business contexts, adapting approaches as needed.

HR Business Partner

• Act as a trusted partner to senior leaders, advising on organization design, leadership effectiveness, performance, and workforce strategy.
• Translate company and business strategy into scalable people plans across hiring, structure, capability building, and succession.
• Lead complex people situations including senior employee relations matters, restructurings, and performance interventions.
• Drive workforce planning, headcount governance, and people metrics in partnership with Finance and the CEO Office.
• Lead talent reviews, succession planning, and leadership development initiatives across regions.
• Use people analytics to surface insights on engagement, attrition, productivity, and organizational health - and drive action.
• Support critical employee lifecycle moments for senior leaders with professionalism and empathy.

Senior HR Business Partner

Recruitment

• Support the end-to-end recruitment process across functions and roles, from sourcing and screening to interview coordination and offer support.
• Source candidates using a mix of job boards, LinkedIn, referrals, and proactive outreach to build candidate pipelines.
• Screen resumes and conduct initial candidate screenings to assess basic role fit, motivation, and communication skills.
• Coordinate interviews, scheduling, and feedback collection with hiring managers and candidates.
• Maintain accurate and up-to-date candidate data in the ATS, ensuring process consistency and data quality.
• Support recruiting projects and process improvements as the team scales, including employer branding and candidate experience initiatives.

Talent Acquisition Associate

Associate, Talent Acquisition

Designer

• Lead the design and animation of motion graphics for marketing campaigns, product explainers, social content, and digital ads.
• Conceptualize and develop storyboards, design frames, and animation sequences aligned with creative briefs and brand objectives.
• Ensure all motion visuals maintain consistency, technical quality, and alignment with BJAK’s visual identity.
• Elevate design quality through creative experimentation, thoughtful art direction, and attention to storytelling.
• Work closely with Creative, Marketing, and Product teams to translate campaign objectives into motion-driven content.
• Mentor junior motion designers, ensuring creative growth and alignment with project goals.
• Partner with videographers, video editors, and graphic designers to produce cohesive multimedia content.
• Present and justify design concepts to stakeholders, translating complex ideas into clear creative direction.
• Oversee the motion production pipeline — from concept to delivery — ensuring efficiency and technical excellence.
• Create reusable templates and design systems to streamline future production.
• Manage multiple projects simultaneously, balancing creative innovation with timely delivery.
• Troubleshoot animation, rendering, or visual effects issues to maintain output quality.
• Stay at the forefront of motion design trends, animation techniques, and new creative tools.
• Experiment with advanced visual effects, 3D animation, and emerging digital formats.
• Continuously push creative boundaries to set new benchmarks for visual storytelling within the team.

Motions Designer

Operations

• Support the CEO directly on US launch activities, including scheduling, preparation, follow-ups, and execution of priorities tied to office and team setup.
• Help set up the US office from scratch, including basic operational arrangements, vendor coordination, documentation, and local admin workflows.
• Build and maintain a network of recruiters, hiring partners, and service providers in the US to support early-stage hiring needs.
• Coordinate early hiring and interview logistics, working closely with internal TA teams and external recruiters.
• Act as a central execution point across HR, Finance, Operations, and Product teams to ensure US launch activities stay on track.
• Prepare materials, summaries, and briefing notes to support meetings, pitches, and discussions related to hiring, partnerships, and setup.
• Handle ad-hoc requests, last-minute changes, and urgent execution needs with speed, flexibility, and sound judgment.

Executive Operations Lead, CEO Office

Data Engineer

• Design, build, and maintain scalable, fault-tolerant data pipelines (batch and/or streaming) for core business and product data.
• Ingest data from diverse sources including APIs, databases, event streams, and third-party services, ensuring high data quality and reliability.
• Design and manage data models and storage layers (data warehouses, data lakes) that support analytics and downstream use cases.
• Partner with analytics, product, and engineering teams to deliver clean, well-documented datasets that enable self-service analytics and experimentation.
• Implement monitoring, logging, and alerting to ensure pipeline reliability, performance, and cost efficiency.
• Enforce data governance best practices, including access control, privacy, documentation, and data lineage.

Administration

• Manage Critical Correspondence: Review all incoming letters, documents, and communications daily; identify urgent matters and escalate immediately to the respective leader.
• Office Coordination: Maintain structured filing systems for all documents, ensuring accessibility, accuracy, and confidentiality.
• Leadership Support: Schedule and coordinate meetings, appointments, and travel for senior management, anticipating needs and managing priorities effectively.
• Communication Gatekeeper: Serve as the first point of contact for internal and external stakeholders, ensuring prompt, professional, and accurate responses.
• Operational Excellence: Monitor deadlines, follow-ups, and action items; proactively flag risks and ensure timely completion of tasks.
• Administrative Execution: Draft memos, reports, and internal communications; manage office supplies and liaise with vendors to maintain seamless operations.
• Project Assistance: Support leadership with special projects and initiatives, providing strategic administrative input where needed.

Office Administrator

Software Engineer

• Own the full recruitment lifecycle for US-based technical roles, from role intake and sourcing through offer coordination and onboarding support.
• Build strong candidate pipelines using US-native, community-driven, and relationship-based sourcing channels (e.g. LinkedIn, GitHub, referrals, engineering communities, direct outreach), beyond traditional job boards.
• Partner closely with engineering and product hiring managers to clarify requirements, calibrate expectations, and keep hiring decisions moving.
• Screen candidates efficiently for technical capability, mindset, and execution strength.
• Coordinate interviews, feedback loops, and hiring decisions with speed, structure, and clarity.
• Maintain accurate hiring data in the ATS and provide clear pipeline updates to stakeholders.
• Source and hire high-impact talent while helping build, mentor, and upskill junior TA team members as the function scales.

Technical Talent Partner, Engineering

Technical Recruiter

• Own the full recruitment lifecycle for US-based product and engineering roles, from role intake and sourcing through offer coordination and onboarding support.
• Build strong candidate pipelines using US-native, community-driven, and relationship-based sourcing channels (e.g. LinkedIn, GitHub, referrals, engineering communities, direct outreach), beyond traditional job boards.
• Partner closely with engineering and product hiring managers to clarify requirements, calibrate expectations, and keep hiring decisions moving.
• Screen candidates efficiently for technical capability, mindset, and execution strength.
• Coordinate interviews, feedback loops, and hiring decisions with speed, structure, and clarity.
• Maintain accurate hiring data in the ATS and provide clear pipeline updates to stakeholders.
• Source and hire high-impact talent while building, mentoring, and upskilling junior TA team members as the function scales.

HR Business Partner

Senior HR Business Partner

Senior HR Business Partner

HR Business Partner

Senior HR Business Partner

Talent Acquisition Associate

Associate, Talent Acquisition

Talent Acquisition Associate

Motions Designer

Executive Operations Lead, CEO Office

Data Engineer

Data Engineer

Office Administrator

Technical Talent Partner, Engineering

Lead Technical Recruiter, Product & Engineering