Senior People Business Partner
Fully remote work opportunity within approved U.S. locations.Full-TimeSenior
Salary140,000 - 170,000 USD per year
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Job Details
- Experience
- Minimum of 8 years of progressive Human Resources, People Business Partner, or related experience
- Required Skills
- Change Management
Requirements
- Minimum of 8 years of progressive Human Resources, People Business Partner, or related experience within fast-paced, high-growth, customer-focused, or technology-driven organizations.
- Proven experience partnering directly with senior executives and business leaders, influencing decision-making and organizational strategy.
- Strong expertise in organizational design, workforce planning, performance management, talent reviews, employee relations, compensation practices, and change management.
- Demonstrated ability to navigate sensitive and complex people matters with professionalism, discretion, and sound judgment.
- Strong analytical skills with experience leveraging HR metrics, workforce analytics, engagement surveys, compensation data, and retention insights to drive action.
- Excellent relationship-building, communication, coaching, and stakeholder management skills.
- Ability to balance strategic thinking with operational execution in a dynamic environment.
- Experience supporting technical, commercial, customer-facing, operational, hourly, or frontline teams is considered an asset.
- Familiarity with HR technology platforms such as Rippling, Betterworks, or similar systems is preferred.
- Professional HR certification is a plus.
Responsibilities
- Serve as the senior People partner for an assigned business portfolio, aligning people strategies with organizational goals and growth objectives.
- Collaborate with executive and senior leadership teams to develop workforce plans that support performance, scalability, retention, and organizational effectiveness.
- Lead organizational design initiatives, including headcount planning, succession planning, team structures, role clarity, and operating models.
- Coach leaders at all levels on performance management, leadership effectiveness, employee development, team dynamics, conflict resolution, and change management.
- Drive talent management processes such as performance reviews, promotion assessments, talent calibration, engagement initiatives, and career development planning.
- Analyze people-related data, including engagement, retention, performance, hiring, and workforce trends, to identify opportunities and recommend solutions.
- Partner with Compensation, Talent Acquisition, Finance, Legal, and other stakeholders on workforce planning, compensation decisions, retention strategies, and organizational priorities.
- Manage employee relations matters with sound judgment, ensuring compliance, documentation, risk mitigation, and positive employee outcomes.
- Support and strengthen a culture of accountability, collaboration, continuous feedback, and employee growth across the organization.
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