Sr. HR Business Partner, G&A

We are seeking a Senior HR Business Partner (P4) to serve as a strategic partner to our Legal, People, and Finance (G&A) leadership teams. In this role, you will act as a trusted advisor to senior leaders and managers, shaping org design, talent strategy, and culture initiatives that support the evolving needs of a fast-growing G&A function. You will bring deep HR expertise, sound business judgment, and the ability to navigate ambiguity and influence outcomes at the leadership level.

Checkr highly leverages AI, and we're actively working to embed it into how we work across the People team and the entire business. We're looking for someone who's comfortable championing that shift within their client group, has personally used or built AI-driven solutions to improve HR processes or business outcomes, and is excited to bring that mindset to how Legal, People, and Finance operate. You will bring deep HR expertise, sound business judgment, and the ability to navigate ambiguity and influence outcomes at the leadership level.

This is an opportunity to influence the HR strategy for a critical, cross-functional client group and to be a key voice in how Checkr scales its People, Legal, and Finance organizations.

• →Serve as a strategic advisor and trusted partner to Legal, People, and Finance leaders, providing counsel on org design, workforce planning, and talent strategy aligned to business priorities.
• →Lead complex performance management situations, including coaching senior leaders through performance improvement plans, difficult conversations, and high-risk terminations, partnering closely with Legal as needed.
• →Drive organizational change management for restructures, M&A integration, and other org transitions, building plans that minimize disruption and maintain trust.
• →Partner with leadership on succession planning, talent calibration, and high-potential development for the G&A client group.
• →Use data and people analytics (engagement survey results, attrition trends, calibration data) to identify root causes, advise leaders, and shape proactive interventions — partnering with the People Analytics team on deeper analysis as needed.
• →Contribute to enterprise-wide HR programs (e.g., performance cycles, compensation planning, engagement strategy) representing the G&A perspective and lead these programs within the G&A client group.
• →Coach and develop front-line and senior managers on leadership capability, feedback culture, and people management fundamentals.
• →Partner with the Talent team on workforce planning and headcount strategy for the client group.
• →Exercise sound, independent judgment on sensitive and ambiguous employee relations matters, knowing when to escalate and when to resolve directly.

• 8+ years of progressive HR experience, including 3+ years as an HRBP supporting senior leaders (Director+), ideally within Legal, People, or Finance functions.
• Demonstrated comfort with AI tools and a track record of personally driving or executing AI-enabled initiatives (e.g., automating HR workflows, using AI for data synthesis/insights, piloting AI tools with leadership teams); direct hands-on experience strongly preferred over exposure alone.
• Ability to influence and guide client groups through AI-driven changes to ways of working, balancing innovation with change management and employee trust.
• Demonstrated experience leading org design, workforce planning, and change management initiatives.
• Strong track record advising and influencing senior leaders, including navigating high-stakes or sensitive situations independently.
• Deep knowledge of employment law, performance management, and HR best practices; comfort partnering with Legal on complex ER matters.
• Experience using people data and analytics to inform recommendations and influence leadership decisions.
• Excellent judgment, discretion, and the ability to manage highly confidential information.
• Strong executive presence and communication skills, with the ability to build credibility quickly with senior stakeholders.
• Experience with Workday required; Culture Amp experience preferred.
• An A-player mindset with a strong bias for action: you raise the bar, move with urgency, stay resilient through ambiguity, and take ownership to deliver meaningful outcomes.

We use geographic cost of labor as an input to develop ranges for our roles and as such, each location where we hire may have a different range. If this role is remote, we have listed the top to the bottom of the possible range, but we will specify the target range for an exact location when you are selected for a recruiting discussion. For more information on our compensation philosophy, see our website.