Senior People Business Partner

Key Responsibilities

• Embed in the business. Join your leaders' operating rhythm, including staff meetings, planning and reviews, so people strategy is part of how decisions get made. Learn the language, goals and metrics of the function you support and speak them fluently.
• Own the partnership. Independently own embedded strategic partnership for your function. Identify employee relations and performance trends across functions, and shape proactive, values-aligned interventions before they become issues.
• Talent strategy & workforce architecture. Partner closely with department leaders to design and execute forward-looking talent strategies, including workforce planning, organizational design, and succession planning.
• Trusted advisor & coach. Act as a trusted partner to executives, directors, and front-line managers on team design, growth, and people decisions. Guide leaders at all levels through performance management cases, and build frameworks other partners can reuse.
• Lead change. Provide expert guidance on large-scale change, including business transformation, rapid scaling, and restructuring. Consult on it, execute it, and build it as a repeatable system. Identify organization design issues leaders may miss and address the structural cause, not the symptom.

Key Requirements

• 6+ years of progressive HR experience, including 4+ 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 leaders from directors to the executive team on team design, growth, and people decisions, and to shape people strategy across functions.
• Proven record leading leaders through large-scale organizational change, including business transformation, rapid scaling, or restructuring.
• Experience guiding leaders through complex performance management cases and building frameworks others reuse.