HR Business Partner

Responsibilities

• Advise senior leaders with context: Serve as a trusted advisor to senior leaders, grounding guidance in business context, team dynamics, and organizational health.
• Coach leaders to think systemically: Help leaders navigate people-related trade-offs by fostering strategic, systems-level thinking.
• Develop leadership capabilities: Guide growth through ongoing coaching, feedback, and targeted capability-building efforts.
• Scale manager development programs: Partner with OD to expand coaching labs, enablement initiatives, and trust-building interventions.
• Uncover root causes: Diagnose systemic patterns—not just symptoms—using data, observations, and contextual understanding.
• Shape structural design: Collaborate with Org Development on role clarity, interfaces, spans and layers, and decision-making pathways.
• Model systems thinking: Lead by example in managing interdependencies and anticipating ripple effects across functions and programs.
• Strategize through change: Serve as a thought partner for leaders navigating reorgs, team evolution, and strategic pivots.
• Embed change frameworks: Apply methodologies like Bridges or ADKAR to ensure clarity, communication, and adoption.
• Support org transitions collaboratively: Co-create change strategies with OD and People Ops to enable smooth leader and team transitions.
• Drive performance programs: Lead calibrations, development planning, and growth initiatives alongside OD and People Ops.
• Coach for accountability: Enable managers to give candid feedback, manage underperformance, and foster psychological safety.
• Champion cultural consistency: Reinforce culture through leadership behavior, manager effectiveness, and people practices.
• Resolve complex ER issues: Handle sensitive matters in collaboration with Legal and People Ops, ensuring fairness and trust.
• Mediate high-stakes conflict: Support teams and managers through behavioral challenges and interpersonal conflict.
• Spot risk early: Identify emerging performance or behavior risks and guide mitigation strategies.
• Proactively manage ER risk: Enable managers to address issues through documentation, coaching, and culture alignment.
• Address team-level dynamics: Partner with OD to solve root causes of ER issues like low trust or poor psychological safety.

What We're Looking For

• 8+ years of experience in senior HRBP or People Partner roles, with depth in org design, leadership coaching, and talent strategy.
• Experience supporting VPs or senior leaders in a product-led or tech-driven organization, ideally in high-growth or complex environments.
• Formal or informal coaching experience with a growth-oriented and feedback-forward style.
• Strong systems thinking approach: You connect dots, ask second- and third-order questions, and consider implications at scale.
• Change leadership experience: You’ve led or coached through reorganizations, team transformation, or leadership turnover with impact.
• Data fluency: You can interpret engagement trends, talent metrics, and performance data to drive decisions.
• Collaborative and low-ego: You care about shared impact more than credit, and lead with care, clarity, and accountability.