Human Resources Business Partner

Human Resources Business Partner

We're looking for a strategic HR business partner who operates less like a generalist and more like a trusted business advisor who happens to know HR deeply. You'll embed with our leadership team and bring sharp thinking across the full employee lifecycle — from org design and talent strategy to compensation philosophy, performance culture, and data-driven workforce decisions.

This role is for someone who has done the work across multiple HR disciplines, thrives in fast-moving environments, and isn't afraid to challenge the status quo. This is a high-visibility role at a company where HR has a seat at the table — and we expect you to use it.

Duties & Responsibilities

• Serve as a trusted advisor to senior leaders across one or more business units, translating business goals into people strategies that drive performance and growth
• Anticipate talent risks and opportunities before they become problems, and bring solutions — not just analysis
• Partner with Talent Acquisition, Benefits, Immigration, HRIS, Payroll, and Org Development functions to provide strategic and real-time support of business.
• Serve as the primary HR point of contact for all employment‑based immigration matters, including H‑1B, TN, STEM OPT, E‑3, L‑1, and permanent residency sponsorships
• Partner with external immigration counsel to manage case initiation, filings, extensions, amendments, and status changes
• Lead and continuously evolve performance management programs that are rigorous, fair, and tied to business outcomes using an OKR framework
• Drive calibration processes that build a high-performance culture while maintaining equity and consistency
• Partner with managers on career pathing, succession planning, and internal mobility
• Act as a working expert on compensation design — you can model a salary band, evaluate market data, and advise on offer strategy with confidence
• Partner with Finance and HR Leaders on headcount budgets, merit cycles, and equity refresh programs where applicable
• Advise leaders on compensation decisions that balance internal equity with competitive positioning in a talent-competitive fintech market
• Manage complex, sensitive ER matters with sound judgment, legal awareness, and a commitment to fairness
• Navigate employment law across multiple jurisdictions (U.S. multi-state experience required; Canadian experience a plus)
• Identify ER patterns and systemic risks, bringing proactive recommendations to leadership
• Build and interpret people analytics dashboards — attrition trends, engagement signals, DEI metrics, span of control, flight risk — and use data to shape your recommendations
• Champion the use of AI and automation tools within HR workflows, acting as an internal advocate for modern, efficient HR delivery
• Collaborate with internal HR Resources to design and execute engagement survey programs end-to-end, from instrument design to action planning using Lattice as the survey tool
• Work with leaders to build inclusive, psychologically safe team environments that retain top talent
• Translate engagement data into targeted, measurable interventions — not just slide decks

Required Skills/Qualifications

• 8–12+ years of progressive HR experience, with meaningful depth across at least four of the following: compensation, performance management, employee relations, people analytics, talent management, DEI, organizational design, or AI/HR tech
• Experience supporting fast-scaling, tech-forward companies; fintech, SaaS, or financial services background strongly preferred
• Demonstrated ability to work at both the strategic and operational level — you can present to a leadership team and also fix a broken process
• Strong command of employment law and compliance, particularly across U.S. states
• Comfort with data — you don't need to be a data scientist, but you should be able to build a pivot table and formulas in Excel, read a regression output, and tell a story with numbers
• Hands-on experience with HR technology platforms (HRIS, ATS, performance tools) and genuine curiosity about how AI is reshaping HR work
• High emotional intelligence, executive presence, and the ability to influence without authority at the senior leader level

Our compensation structure is designed to reflect the cost of labor across various U.S. geographic markets. The base salary for this role ranges from $80,000 per year to $125,000 per year. Compensation will be determined by several factors, including relevant knowledge, skills, and experience. This role is also eligible to receive an annual bonus within a comprehensive total rewards package, alongside a full suite of medical, dental, vision, disability insurance, life insurance, 401k retirement benefits, paid time off, paid holidays, and paid personal/sick time.

We anticipate that this position will remain open for at least 5 days, and candidates are encouraged to apply through our internal or external career sites.

GreenSky is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, sexual orientation, veteran status, or any classification protected by federal, state, or local law.