People Business Partner

As a People Business Partner (PBP), you are the strategic people advisor to the leaders in your respective business units. You own the outcomes in partnership with your key stakeholders: the people strategy, the risk, and the quality of every program that touches your teams, your time goes to advising, calibrating, and solving. You'll regularly partner with Talent Acquisition, Total Rewards, Benefits, and Legal.

• →Talent Strategy & Workforce Architecture. Partner closely with department leaders to design and execute forward-looking talent strategies, including comprehensive workforce planning, advanced organizational design, and robust succession planning.
• →Trusted Advisor & Coach. Act as a trusted partner to executives, directors, and front-line managers on team design, growth, and people decisions, and help drive the people strategy for your population.
• →Change Management & Organizational Agility: Spearhead strategic change management initiatives to support business transformation, rapid scaling, and continuous operational improvement across your dedicated client groups.
• →Lead calibration. Run talent calibration and review conversations for your entire population, lead promotion calibration, manage leadership communications, and make sure growth and development stay a priority for managers.
• →Drive engagement. Review engagement results with leaders at every level, align on action plans, and make sure they get done, including working directly with front-line managers.
• →Own employee relations. Oversee complex employee relations matters, including thorough investigations, ensuring strict adherence to fairness, risk mitigation, and continuous alignment with our core cultural values.
• →Evidence Over Ego. Analyze workforce trends and HRIS metrics to formulate and recommend data-driven action plans that tangibly improve employee engagement and retention.

You're a credible, business-minded People Partner, embedded within the business, who can build trust with a front-line manager and a senior executive on the same day. You give candid advice, balance empathy with sound judgment, and make good decisions under pressure. You also delegate well and are comfortable with a model that separates strategic ownership from administration. If you want to learn more, do more, and become more, this role offers real scope and visibility.

Our PBPs and Shared Services work as one team on a shared goal, and each role has clear ownership. We are results-oriented and warm, we take on hard problems together, and we hold ourselves to a high bar for accountability, empathy and execution.

Required:

• 4+ years of progressive HR experience, including 2+ years as an HR Business Partner or equivalent supporting a technology or SaaS organization.
• Experience partnering with department leaders on workforce planning, organizational design, and succession planning.
• Strong ability to advise executives, directors, and front-line managers on team design, growth, and people decisions, and shaping people strategy for a defined population.
• Competent in leading leaders through organizational change, including business transformation, rapid scaling, or restructuring.
• Facilitation experience in running talent and promotion calibration, and reinforcing growth and development with managers.
• Analyze engagement results to bring insights to leaders and drive action plans through completion, including with front-line managers.
• Demonstrated depth in employee relations: leading complex investigations, recommending outcomes, and executing terminations, with a focus on fairness, risk mitigation, and alignment with company values.
• Strong analytical skills, with the ability to turn workforce and HRIS data into recommendations that improve engagement and retention.
• Excellent written and verbal communication, sound judgment, and discretion with confidential information.

Preferred:

• Experience supporting Sales, Customer Success, Product, or Engineering teams.
• Experience with HiBob or a similar HRIS, plus Google Workspace.
• Experience with global mobility, supporting teams internationally, engagement survey action planning, or high-growth and private-equity-backed environments.
• HR certification (SHRM-CP/SCP, PHR/SPHR).