Senior HR Business Partner

Responsibilities

• Build deep understanding of assigned teams, their goals, and operating context. Advise leaders on organization design, role clarity, team effectiveness, workforce planning, spans and layers, and talent priorities.
• Serve as first point of contact for managers and employees. Coach leaders through performance, feedback, conflict, attendance, accommodations, leaves, conduct, and workplace concerns; conduct or support investigations; partner with Legal when appropriate.
• Lead business-facing work for performance reviews, goal setting, talent reviews, succession planning, development planning, promotions, and corrective action. Help managers improve quality and consistency of feedback and talent decisions.
• Partner with People leadership and Finance on compensation planning, job leveling, pay decisions, promotions, and retention actions. Apply frameworks consistently and identify needs for clearer guidance or calibration.
• Plan and execute reorganizations, leadership transitions, and other changes with sound judgment, clear communication, careful documentation, and respect for employee experience. Support compliant offboarding and termination processes.
• Maintain intentional listening cadence through employee check-ins, office hours, focus groups, and targeted outreach. Surface themes, distinguish individual from systemic issues, and partner on practical actions.
• Translate company-wide programs and policies into effective execution. Partner with People Operations and Recruiting on hiring, onboarding, engagement, mobility, leaves, and offboarding; improve processes where needed.
• Use workforce data and qualitative signals to identify trends in attrition, engagement, performance, manager effectiveness, and organizational health. Provide clear recommendations while maintaining accurate, confidential documentation.

Requirements

• 7+ years of progressive HR experience, including substantial experience in an HRBP, People Partner, or broad HR generalist role supporting leaders and employees.
• Demonstrated success advising senior leaders and coaching managers through complex employee relations, performance, organizational, and talent decisions.
• Working knowledge of California and multi-state U.S. employment practices, with judgment to recognize when legal guidance is needed.
• Experience owning or contributing to core people cycles such as performance reviews, compensation planning, promotions, talent reviews, engagement, and workforce planning.
• Strong business acumen and analytical skills; able to connect people data and feedback to operating priorities and recommendations.
• Excellent written and verbal communication, strong facilitation skills, and ability to adapt approach across employees, managers, and executives.
• Sound judgment, discretion, and consistency with sensitive information and high-stakes decisions.
• Practical, low-ego operating style: organized, responsive, comfortable with ambiguity, willing to move between strategic advice and execution.
• Exposure to workforce planning and headcount management processes.

Nice-to-Haves

• Experience supporting Engineering, Product, Infrastructure, Go-to-Market, or other technical teams in a scaling technology company.