Human Resources Business Partner

Responsibilities

Strategic HR Business Partnership
• Partner with US business leaders to understand organizational priorities, team dynamics, and talent needs.
• Provide guidance on organizational design, workforce planning, team effectiveness, and people-related decisions.
• Act as a trusted advisor and coach to managers and senior leaders.
• Use people data, trends, and insights to identify organizational opportunities and recommend solutions.
• Partner with global People teams to ensure consistency while adapting programs to US business and regulatory requirements.
Employee Relations & Manager Support
• Serve as a primary HR point of contact for employees and managers across the US.
• Manage employee relations matters, including performance concerns, workplace conflicts, investigations, disciplinary actions, and sensitive employee situations.
• Coach managers on effective people management, feedback, documentation, and difficult conversations.
• Ensure employee matters are handled consistently, fairly, and in accordance with company policies and applicable US employment laws.
Performance & Talent Management
• Drive performance management processes, including goal setting, performance reviews, development planning, and performance improvement plans.
• Partner with leaders on talent reviews, succession planning, high-potential identification, and career development.
• Support promotion and compensation review processes in partnership with People leadership.
• Help managers build stronger teams through effective feedback, coaching, and development practices.
Employee Engagement & Culture
• Partner with leadership to strengthen employee engagement, communication, and organizational culture.
• Analyze employee feedback and engagement data and translate insights into actionable plans.
• Support global initiatives focused on employee experience, recognition, retention, and manager effectiveness.
• Champion an inclusive, high-performance culture aligned with company values.
Organizational Change & Growth 
• Support organizational changes including restructuring, leadership transitions, team expansion, and evolving operating models.
• Help leaders effectively communicate and manage change across their teams.
• Identify organizational risks and proactively recommend solutions.
• Support integration and scaling of new teams, functions, and business initiatives.
HR Operations & Compliance
• Partner with People Operations on onboarding, offboarding, benefits, leave management, employee documentation, and other employee lifecycle processes.
• Maintain strong working knowledge of federal and relevant state employment regulations.
• Partner with internal and external legal counsel when required on complex employee relations or compliance matters.
• Ensure HR practices, documentation, and processes are scalable and compliant

Requirements

• 7+ years of progressive HR experience, including significant experience as an HR Business Partner or similar role.
• Experience supporting employees and leaders within the United States.
• Strong knowledge of US employment practices and federal/state employment regulations.
• Experience working in a technology, SaaS, AI, or high-growth organization strongly preferred.
• Demonstrated experience managing complex employee relations and performance matters.
• Strong coaching and influencing skills with the ability to effectively partner with senior leaders.
• Experience with performance management, talent reviews, organizational design, employee engagement, and change management.
• Strong judgment and discretion when handling confidential and sensitive employee matters.
• Data-oriented mindset with the ability to use HR metrics and insights to influence decisions.
• Comfortable operating in an environment where priorities evolve quickly and processes continue to scale.
• Excellent written and verbal communication skills.

What Success Looks Like

The successful HRBP will be someone who can move seamlessly between strategy and execution — advising a senior leader on organizational structure one day and helping a manager navigate a complex employee situation the next.
You will build credibility by understanding the business, providing thoughtful and practical guidance, identifying people risks early, and helping leaders build high-performing teams.
 
Most importantly, you will help us scale our US organization while maintaining a strong employee experience and a culture of accountability, collaboration, and performance.