HR Business Partner

At Pantheon, we help teams create, run, and evolve the websites that matter. Our platform helps them move faster without losing control as AI changes how websites are built and managed.

As an HR Business Partner, you’ll help our Go-to-Market leaders and managers build effective teams and work through people challenges. You’ll need to understand what the business is trying to achieve, offer practical advice, and do the hands-on work to move things forward.

You’ll work directly with leaders, including the executive team, while staying close to day-to-day employee needs. Some situations will have a clear process; others will need you to figure out an approach, bring in the right partners, and see it through.

This is a remote role but applicants should be based in east coast or central time zone. 

• →Partner with GTM leaders on team structure, workforce planning, and talent decisions. Understand the business need, offer practical advice, and help put decisions into action.
• →Build a workable process when there isn’t one. Ask questions, identify what’s needed, and create a simple approach that solves the problem without adding unnecessary complexity. Builds first and refine as you go, including using AI and automation to move faster, instead of waiting for a perfect process or for direction. 
• →Help solve people issues across the U.S., Canada, EMEA, India, and the Philippines. Work through regional differences and bring in local or internal expertise when needed.
• →Coach managers on feedback, performance, engagement, and team effectiveness, with guidance they can use in real conversations and decisions.
• →Keep performance and talent processes moving—from preparing for talent discussions to helping managers with development plans and following up on commitments.
• →Own day-to-day employee matters and independently lead complex employee relations cases, investigations, and reorg related situations, partnering with Legal and People colleagues for expertise and risk perspective. 
• →Help design and lead team changes and people projects from planning through implementation, including the communication and engagement approach that brings leaders and employees along. Stay involved in the practical work, like research, documentation, communications, coordination, and follow-up, not just the recommendation
• →Use people data, employee feedback, and AI tools to understand what’s happening, identify what needs attention, and recommend actions that support team and business goals. 
• →Work closely with People colleagues and business leaders, sharing context and contributing across team priorities as needs change.

• 3-5 years progressive experience in Human Resources, including experience supporting managers and leaders in an HRBP role.
• Practical knowledge of employee relations, performance management, manager coaching, and core HR practices.
• Ability to build trusted working relationships, listen carefully, and handle sensitive information with discretion.
• Sound judgment in applying policies and guidance; confidence to resolve routine matters and recognize when to seek advice or escalate. You bring sensitive or high-risk issues forward early, with clear context and a considered recommendation.
• A hands-on, low-ego approach: equally comfortable advising senior leaders and doing the detailed work yourself. In a small team, you take responsibility for the documentation, coordination, and follow-through that turn advice into action
• A strong bias to action. You don’t wait to be told what to do, you move quickly, and you believe work shouldn’t take months to get over the line. You stay organized across several workstreams, set your own approach, clarify owners and outcomes, and flag risks early
• Clear written and verbal communication, including the ability to adapt messages for different audiences.
• Comfort using people data and employee feedback to understand issues and support recommendations.
• Collaborative approach and ability to work across teams in a changing, matrixed environment.
• Comfort pivoting as priorities change. When something doesn’t exist, you build it or find a solution together with others rather than waiting for a playbook.

• Experience in a SaaS or technology company, or in a fast-moving, distributed organization.
• Previous experience working with GTM teams.
• A bachelor’s degree in a relevant field, or equivalent practical experience.