Senior HR Business Partner

United States, across the globeFull-TimeSenior

Salary not disclosed

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Job Details

Experience: 7+ years of progressive HR experience, with at least 4 years in a true HRBP or strategic HR advisor role

Requirements

7+ years of progressive HR experience, with at least 4 years in a true HRBP or strategic HR advisor role
Demonstrated experience partnering with senior leaders in high-growth, technology, or SaaS environments
Strong command of US employment law and multi-state compliance; experience with remote workforce models
Proven ability to manage complex ER matters independently, with appropriate escalation judgment
Comfort using people data and analytics to tell a story and influence decisions
Experience with HRIS platforms; familiarity with ATS tools (Lever a plus)
Excellent written and verbal communication — you can write a tight exec brief and facilitate a difficult conversation with equal confidence
Bachelor's degree in HR, Business, or related field; SHRM-SCP/SPHR/CHRP preferred
Experience in cybersecurity, SaaS, or workforce analytics industries
Exposure to globally distributed teams and cross-border HR nuances (EMEA, LATAM)

Responsibilities

Serve as the primary HR partner for assigned business units and senior leaders across the globe
Translate business objectives into people strategies — workforce planning, org design, succession, and team effectiveness
Advise and coach managers and directors on leadership effectiveness, team dynamics, and organizational health
Bring data and analytics to every conversation — use workforce insights to identify trends and drive informed decisions
Partner with leaders to drive performance management cycles — goal-setting, calibration, feedback, and development planning
Manage complex employee relations matters with sound judgment, discretion, and legal awareness
Support change management initiatives and help leaders communicate and land organizational changes effectively
Partner on the rollout of core people programs: onboarding, engagement surveys, and HRIS implementation
Contribute to Total Rewards programs — compensation reviews, benchmarking, and equity-related decisions for your client groups
Ensure HR policy compliance; flag jurisdictional nuances and escalate as appropriate

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