People Business Partner, Commercial and Operations
New
United StatesFull-TimeMiddle
SalaryCompetitive base salary with annual bonus eligibility
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Job Details
- Experience
- 5+ years
- Required Skills
- CoachingWorkday
Requirements
- 5+ years of HR Business Partner or HR Generalist experience.
- Proven experience managing performance management cycles, including reviews, calibrations, and compensation discussions.
- Strong ability to independently manage employee relations matters and exercise sound judgment.
- Demonstrated success in coaching managers and influencing leadership behaviors.
- Strong business acumen with the ability to align people strategies to operational and commercial goals.
- Excellent communication skills.
- Experience partnering across HR functions such as Talent Acquisition, Learning & Development, and HR Operations.
- Familiarity with HRIS and performance management systems (e.g., Workday, Rippling).
- Strong organizational skills with the ability to manage competing priorities.
- Ability to thrive in ambiguity and operate effectively in fast-paced, matrixed organizations.
- Bachelor’s degree in Human Resources, Business, or related field preferred.
- HR certification (PHR/SPHR/SHRM-CP) is a plus.
Responsibilities
- Serve as the primary HR business partner for commercial and operations leaders, building trusted relationships and advising on organizational design, leadership effectiveness, and team health.
- Translate people strategy into operational execution, ensuring alignment between business priorities and HR programs across assigned functions.
- Support workforce planning and provide input into annual operating plans, ensuring organizational structures meet evolving business needs.
- Drive performance management processes including reviews, talent calibrations, feedback cycles, and compensation discussions for employees up to senior director level.
- Coach managers on leadership capability, feedback delivery, and effective people management practices.
- Lead employee relations support, addressing early-stage issues such as conflict resolution, performance concerns, and policy guidance.
- Embed culture, engagement, recognition, and DEI initiatives within client groups.
- Partner with Talent Acquisition on hiring strategy, role definition, interview calibration, and offer alignment.
- Collaborate with Learning & Development to identify skill gaps and deliver targeted development interventions.
- Work with HR Operations to ensure accurate employee data management, lifecycle processes, and system integrity across HRIS platforms.
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