People Business Partner
New
Based in the United StatesFull-TimeMiddle
Salary not disclosed
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Job Details
- Experience
- 5+ years
- Required Skills
- CoachingChange Management
Requirements
- 5+ years of experience as an HR Business Partner, People Partner, or equivalent role in a fast-growing, dynamic organization
- Proven ability to support leaders and managers in high-change, distributed environments
- Strong coaching and advisory skills with the ability to influence senior stakeholders and drive behavior change
- Experience with org design, workforce planning, team effectiveness, and change management initiatives
- Strong understanding of performance management systems including goal setting, feedback, calibrations, and promotion processes
- Ability to handle sensitive employee relations issues with discretion, empathy, and sound judgment
- Strong business acumen with the ability to connect people strategies to organizational outcomes and performance
- Comfortable working in ambiguity and building scalable practices in evolving environments
- Excellent communication skills across remote, cross-functional, and time-zone distributed teams
- Self-directed mindset with strong ownership and ability to independently drive initiatives forward
Responsibilities
- Serve as the primary People Partner for assigned teams, advising leaders and managers on organizational health, team performance, and people strategy
- Partner with leadership on org design, workforce planning, role clarity, and team structure to support scaling and execution effectiveness
- Coach managers on feedback, accountability, communication, performance management, and employee development practices
- Support performance cycles including goal setting, calibrations, promotions, and career progression frameworks
- Identify and address team effectiveness challenges such as collaboration gaps, unclear ownership, or misaligned expectations
- Support change management efforts during reorganizations and structural transitions, ensuring clarity and stability
- Use people data and organizational signals to identify trends in engagement, retention, and performance and recommend actionable improvements
- Handle employee relations matters with discretion, fairness, and sound judgment
- Partner across the broader People team to improve lifecycle programs, onboarding, and manager development initiatives
- Proactively surface risks and opportunities within teams and drive scalable solutions to improve organizational effectiveness
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