Senior HR Business Partner

VIATechnik is on a mission to lead the built environment in creating a better future, today. We are one team of over 500 digital experts around the globe. Our team is a quickly growing group of committed architects, engineers, tradespersons, researchers, and business leaders. Together, we empower clients through high-quality, high-velocity experiences that consistently improve outcomes across the design, construction, and operations of buildings and infrastructure. Our clients include Amazon, Mars Wrigley, and National Geographic, the firms shaping the world's most ambitious projects.

VIATechnik is growing our People & Culture team, and we are hiring a Senior HR Business Partner as the first senior practitioner in that build. You will partner directly with four to five studio leads and their leadership teams, work alongside the Director of People & Culture on executive partnership with our CEO and COO, and set the operating standard every future HR business partner at VIATechnik will follow.

Success means studio leaders make org design, talent, and performance decisions with you in the room, the performance cycle runs consistently across every studio, critical roles have named successors, and our current HR Business Partner (HRBP) handles complex work independently. That foundation is what lets VIATechnik grow its US team from roughly 150 to 300 employees without people operations limiting the pace.

• Within 90 days, join the leadership meetings of four to five assigned studios and deliver a written people assessment for each, covering org structure, talent risks, and the top three people priorities for the year ahead.
• Within 12 months, run the annual performance cycle end to end, including manager coaching and calibration, with at least 95% of eligible employees reviewed on schedule and a calibration session held for every studio.
• Launch talent reviews within six months, and within 12 months complete succession plans for all critical roles with at least one ready-now or ready-within-12-months successor named for each.
• Within nine months, lead engagement survey debriefs for every assigned studio, secure two to three specific action commitments from each studio lead, and show measurable improvement on the targeted items in the next cycle.
• Within 12 months, develop the current HRBP to independently lead talent reviews and complex ER cases for their own studios, confirmed through monthly feedback and a joint assessment with the Director of People & Culture.

• Learn each studio's client mix, project pipeline, and delivery model, then bring clear recommendations on org design, spans of control, and team structure at the pace studio leads make project decisions.
• Coordinate the performance cycle, coach managers through reviews and the conversations that follow, and facilitate calibration that keeps standards consistent, often with technical leaders recently promoted from VDC and BIM delivery roles.
• Design and facilitate talent reviews, prepare leaders in advance, track follow-through, and hold career pathing conversations with high-potential employees tied to the VDC Career Framework.
• Turn engagement survey results into studio action plans, coach managers on building high-performing teams, and partner with the Learning & Development Manager to close skill gaps with targeted training.
• Coach managers through performance improvement plans, with documentation that holds up under the employment laws of the 30+ states where our people work.
• Work as a co-pilot to the current HRBP on complex situations and give direct feedback at least monthly, building influence through credibility and shared work since there is no reporting line.
• Co-own onboarding design, engagement cadence, and people metrics reporting during the transition to in-house HR, building processes while running them, often with incomplete data.

• You have carried a senior HRBP portfolio at a growing professional services, engineering, or technology firm and partnered with leaders who run client-facing delivery teams.
• You have designed or rebuilt a performance management cycle, including calibration, and coached first-time managers through it.
• You have run talent reviews and succession planning that produced named successors and real development plans.
• You have led complex employee relations investigations across multiple states and know how to document outcomes that hold up.
• You give executives direct, evidence-based recommendations and are comfortable building a process while you run it.

VIATechnik is a results-driven firm of architects, engineers, and technologists who solve hard problems for clients and expect the same from internal partners. People & Culture is being built in real time, so decisions move quickly, processes are often defined while in use, and studio leads expect HR recommendations grounded in how their business runs. You will thrive here if you want a seat in leadership meetings, enjoy coaching technical leaders who are newer to management, and give executives direct, evidence-based advice.

This role is a poor fit for someone who needs mature processes and a large HR team already in place, or who prefers to advise from a distance rather than own outcomes. It is also an individual contributor role. You will develop the current HRBP through peer mentorship and shared work, with no direct reports in the first year.

VIATechnik needs a strong HR practitioner who operates at full speed from the first month, builds the performance and talent systems a 300-person US team requires, and helps develop the next HR business partner along the way. In return, you get executive access, ownership of core people programs at a firm in active growth, and a defined path to senior people leadership. The person who builds this standard is the person best positioned to lead it as the function grows.