Senior People Partner, G&A
New
H
Horizon3Cybersecurity
US, RemoteFull-TimeSenior
SalaryBase salary range: $142,000 - $185,000 annually. Additional compensation: All full-time roles are eligible for an equity package in the form of stock options.
Apply NowOpens the employer's application page
Job Details
- Experience
- 7–10+ years of progressive HR experience, including substantial HRBP experience in a technology company through high-velocity growth and global expansion.
- Required Skills
- Change ManagementCoaching
Requirements
- Have 7–10+ years of progressive HR experience, including substantial HRBP experience in a technology company.
- Have supported high-velocity growth and global expansion.
- Demonstrate success building corporate-function talent, leadership, and organizational capacity for new markets and an international footprint.
- Bring strong organizational design experience, including defining global versus regional responsibilities and decision-making ownership.
- Have experience advising CFOs and other senior functional leaders.
- Bring business acumen and confidence to challenge assumptions, navigate tradeoffs, and influence decisions.
- Have strong coaching and change management skills, including experience guiding international team growth and leadership transitions.
- Demonstrate a track record in performance management, succession planning, and leadership development.
- Be able to turn workforce and business data into recommendations and identify risks early.
- Be comfortable moving between strategic advising and hands-on execution, with sound judgment and comfort with ambiguity.
- Be willing to travel as needed; the role may require up to 10% travel.
Responsibilities
- Advise G&A executives on organizational structures, leadership capabilities, and talent plans that support global expansion.
- Lead organizational design for global corporate functions, clarifying centralized, regional, and local responsibilities.
- Partner with Finance, Legal, IT/Security, and People Ops to anticipate capabilities and staffing needs for new markets and entity expansion.
- Build workforce plans across growth scenarios, prioritize critical roles, evaluate talent locations, and sequence hiring.
- Help leaders evolve G&A operating models, cross-functional coordination, regional coverage, and service delivery.
- Coach executives and managers on leading distributed teams, delegation, and consistent performance expectations.
- Guide organizational change, including leadership layers, regional responsibilities, reporting relationships, and ownership transitions.
- Lead talent reviews and succession planning, and drive performance management grounded in role expectations and business impact.
- Use workforce, retention, engagement, and performance data to identify constraints and organizational risks.
- Partner with People Ops, Legal, regional experts, and Talent Development on employee relations, local employment considerations, onboarding, and manager development.
View Full Description & ApplyYou'll be redirected to the employer's site
