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.