People Business Partner
New
O
OnebriefSoftware
United States | RemoteFull-TimeMiddle
Salary140,000 - 170,000 USD per year
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Job Details
- Experience
- Around 5 years of experience
- Required Skills
- CoachingChange Management
Requirements
- Around 5 years of experience as an HRBP, People Partner, People Operations Partner, or similar role
- Experience supporting leaders, managers, and employees in a fast-growing, high-change environment
- Strong business judgment with the ability to connect people decisions to organizational performance, execution, collaboration, and company goals
- Strong coaching and advisory skills with managers and senior leaders
- Experience supporting org design, workforce planning, role clarity, team effectiveness, and change management
- Strong understanding of performance management, feedback, goal-setting, calibrations, promotion processes, and career development
- Ability to handle sensitive employee situations with discretion, fairness, and good judgment
- Comfort operating in ambiguity and building practical, scalable approaches where processes are still evolving
- Strong communication skills across time zones; comfortable in a remote-first, fast-changing company
- Self-starter mindset with a demonstrated ability to take initiative, anticipate needs, and move work forward independently
Responsibilities
- Own the People partnership for assigned teams, advising leaders and managers on the people, team, and organizational needs required to build healthy, high-performing teams
- Build a deep understanding of the teams you support, including their priorities, operating rhythms, team dynamics, and execution challenges, and translate that context into practical people strategies
- Provide coaching on org design, team health, performance, communication, manager effectiveness, and change management, including through re-orgs and structural shifts
- Partner with leaders on workforce planning, role clarity, manager capacity, team structure, and future talent needs
- Help leaders identify and address team effectiveness issues, including decision-making, ownership, collaboration across functions, communication gaps, and unclear expectations
- Coach managers to build stronger habits around feedback, accountability, employee development, role clarity, and difficult conversations
- Partner with leaders and managers on career development, leveling expectations, promotion readiness, and consistent application of growth frameworks
- Run performance and goal-setting cycles, including supporting calibrations and promotion discussions
- Support employee relations topics with discretion, fairness, and clear guidance
- Build trust with employees across supported teams, understand employee sentiment, and help leaders respond to themes with clarity and action
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