People Business Partner

New

SalesloftHR, SaaS

This is a fully remote opportunity and can be worked from any location in the United States.Full-TimeMiddle

Salary85,000 - 95,000 USD per year

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Job Details

Experience: 4+ years of progressive HR experience, including 2+ years as an HR Business Partner or equivalent supporting a technology or SaaS organization.
Required Skills: Change ManagementGoogle Workspace

Have 4+ years of progressive HR experience, including 2+ years as an HR Business Partner or equivalent supporting a technology or SaaS organization.
Bring experience partnering with department leaders on workforce planning, organizational design, and succession planning.
Be able to advise executives, directors, and front-line managers on team design, growth, people decisions, and people strategy.
Have experience leading organizational change, including business transformation, rapid scaling, or restructuring.
Have facilitation experience running talent and promotion calibration and supporting managers with employee growth and development.
Be able to analyze engagement results and drive action plans through completion.
Bring employee relations experience leading complex investigations, recommending outcomes, and executing terminations.
Have strong analytical skills and experience turning workforce and HRIS data into recommendations to improve engagement and retention.
Demonstrate excellent written and verbal communication, sound judgment, and discretion with confidential information.
Experience supporting Sales, Customer Success, Product, or Engineering teams is preferred.
Experience with HiBob or a similar HRIS and Google Workspace is preferred.
HR certification such as SHRM-CP/SCP or PHR/SPHR is preferred.

Partner with department leaders to design and execute workforce planning, organizational design, and succession planning.
Advise executives, directors, and front-line managers on team design, growth, people decisions, and people strategy.
Lead change management initiatives supporting business transformation, rapid scaling, and operational improvement.
Run talent and promotion calibration and leadership communications, and reinforce employee growth and development with managers.
Review engagement results with leaders and drive action plans through completion, including with front-line managers.
Oversee complex employee relations matters and investigations, recommending outcomes and executing terminations.
Analyze workforce trends and HRIS metrics to recommend actions that improve engagement and retention.

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