Senior HR Business Partner
Senior HR Business Partner supporting Engineering leaders through organizational strategy, employee relations, manager coaching, talent programs, and compensation processes. Requires 7+ years of HRBP experience, strong business acumen, data-driven judgment, and hands-on use of AI-enabled tools.
About the job
Responsibilities
- Partner with Director-level and above Engineering leaders to translate business priorities and HRBP roadmaps into people recommendations and action plans for aligned NAMER client groups.
- Advise Engineering leaders on organizational health, leadership effectiveness, performance, employee relations, and manager capability.
- Coach managers on complex leadership and HR matters, including sensitive employee relations issues, performance challenges, team dynamics, and manager effectiveness.
- Drive HRBP workstreams from diagnosis through execution, presenting recommendations, tradeoffs, and escalation points.
- Lead and improve Engineering HR programs, including performance management, manager effectiveness, talent reviews, engagement planning, and compensation cycles.
- Use Rippling, data, and AI-enabled tools to generate insights, reduce manual work, and improve recurring people processes.
- Identify recurring pain points across Engineering teams and recommend improvements to HR processes, workflows, and manager enablement.
- Partner with HR, Talent, Compensation, Legal, People Operations, HR Systems, and regional HR teams to deliver solutions for NAMER Engineering leaders.
Requirements
- 7+ years of HR business partner experience.
- Broad HR expertise across performance management, employee relations, manager effectiveness, organizational design, talent development, and compensation cycles.
- Experience building or supporting people programs, frameworks, processes, or operating rhythms that improve leadership effectiveness, talent outcomes, and organizational health.
- Strong business acumen and ability to connect Engineering priorities to practical people strategies and HR solutions.
- Ability to use data to diagnose organizational health, identify talent risks, and shape leadership recommendations.
- Ability to work independently in ambiguous, fast-paced environments while balancing strategic thinking with hands-on execution.
- Strong communication, influencing, relationship-building, and thoughtful-challenge skills.
- Experience using AI-enabled tools, workflows, prompts, automations, or skills to improve HRBP leverage, manager enablement, and people-program execution.
Compensation
- Competitive salary, benefits, and equity.
- US-based compensation varies by location, professional background, experience, and other factors.
Skills
Hr Business Partnering, Performance Management, Employee Relations, Organizational Design, Talent Development, Compensation, Data Analysis, Manager Coaching, AI Tools, Hr Systems
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