People Business Partner Manager
New
Based in United StatesFull-TimeManager
Salary155,000 - 210,000 USD per year
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Job Details
- Experience
- 8+ years
- Required Skills
- Coaching
Requirements
- 8+ years of experience in HRBP, People Partner, or similar strategic HR roles supporting senior stakeholders
- Strong experience supporting GTM, commercial, or customer-facing organizations in a fast-paced environment
- Proven expertise in employee relations, including complex, multi-jurisdiction cases and compliance considerations
- Demonstrated ability to design and implement scalable HR programs, frameworks, and processes
- Strong understanding of U.S. employment law
- Ability to operate comfortably in ambiguity while bringing structure, clarity, and direction
- Strong coaching, facilitation, and influencing skills across all organizational levels
- Data-driven mindset with the ability to translate people metrics into business insights and decisions
- Hands-on approach with the ability to balance strategic advisory work with direct execution
- Familiarity with modern HR tools, AI-enabled solutions, and evolving people practices
Responsibilities
- Serve as the primary People Business Partner for GTM, Customer Support, and Finance teams, building trusted relationships across all levels of the organization
- Develop and execute proactive people strategies aligned with business goals, including org design, workforce planning, and leadership development
- Own end-to-end employee relations processes, including performance management, investigations, corrective actions, and terminations across multiple jurisdictions
- Design and improve scalable HR frameworks such as performance management systems, toolkits, and calibration processes
- Drive employee engagement strategies by collecting feedback through surveys, stay interviews, and ongoing listening channels, translating insights into action
- Partner with leaders to strengthen performance and leadership development, including manager enablement and coaching initiatives
- Build and refine job leveling and role clarity frameworks to ensure consistency across hiring, promotions, and compensation decisions
- Leverage data and analytics to identify trends in engagement, attrition, and performance, and translate insights into actionable recommendations
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