Senior HR Business Partner

Role Description

The Senior People Business Partner (Sr. HRBP) serves as a trusted advisor and strategic partner to business leaders across the organization. This role drives people strategies that align with business objectives, championing a high-performance culture while supporting employees through all stages of the employment lifecycle. As a key member of the People Team, this role blends strategic thinking and a hands-on approach, translating organizational goals into actionable HR solutions.

What you will be doing:

• Strategic HR Partnership
  • Serve as a trusted advisor to leaders, aligning people strategies with business objectives and embedding workforce considerations into planning cycles.
  • Partner on organizational design, team effectiveness, and change management.
  • Analyze HR data to surface trends and drive actionable insights that inform HR strategy.
  • Mentor junior team members and represent HR in cross-functional initiatives.
• Talent Management & Development
  • Lead performance and talent processes (goal-setting, reviews, calibrations, succession, high-potential identification).
  • Coach managers on feedback, development, and performance management, including PIPs.
  • Partner on learning and development programs aligned to business needs.
• Employee Relations & Compliance
  • Manage complex employee relations matters, including investigations, conflict resolution, and separation ensuring compliance with employment laws, policies, and best practices.
  • Maintain thorough documentation, identify trends, and recommend risk mitigation strategies.
  • Serve as a resource for employee concerns and oversee key external HR partnerships.
  • Own and update the Employee Handbook.
• Compensation & Workforce Planning
  • Advise on compensation decisions across offers, promotions, and equity, partnering with Finance on equity program administration.
  • Support annual compensation planning to ensure equitable, data-driven outcomes.
  • Educate employees and managers on total rewards programs.
  • Partner with recruiting on job leveling, candidate assessment, and workforce planning to address talent gaps.
• HR Programs & Operations
  • Drive scalable HRBP practices and continuous improvement of HR processes and tools.
  • Lead or support key initiatives (engagement surveys, culture programs, policy development).
  • Partner cross-functionally to ensure seamless employee experiences and data integrity.

Qualifications

• 5–8+ years of progressive HR experience, with at least 3 years in an HR Business Partner role.
• Experience with performance management, talent reviews, and compensation processes.
• Demonstrated experience managing complex employee relations issues independently and with sound judgment.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Startup or high growth company experience strongly preferred.

Requirements

• Strong business acumen and the ability to connect HR strategies to business outcomes.
• Strong written and verbal communication, active listening, and the ability to build relationships, challenge, coach, and influence leaders at all levels — including delivering hard messages with empathy and clarity.
• Working knowledge of federal and state employment law (multi-state experience a plus in a domestic U.S. context).
• Proven ability to navigate complex, sensitive ER matters with discretion, conduct thorough investigations, document defensibly, and balance employee advocacy with organizational risk.
• Experience with performance management, talent reviews, and compensation processes.
• Compensation administration experience including pay structures, leveling, equity, pay equity principles, and market benchmarking sufficient to advise on offers, promotions, and annual planning.
• Ability to manage multiple priorities and operate effectively in a fast-paced environment.
• Proficiency with HRIS systems and HR reporting/analytics.

Benefits

• Base Salary: $125,000-175,000.
• The “Base Salary” range represents the low and high end of the anticipated salary range for this position across all US locations including but not limited to CA, CO, NY, WA, NV, MD, CT and RI.
• The determination of this anticipated Base Salary involves the consideration of many factors in making compensation decisions including but not limited to: location of candidate, unique skill sets, experience, training, performance, licensure and certifications, as well as other business and organizational needs.
• Our anticipated Base Salary determination is just one component of OpenSpace’s competitive total rewards strategy that also includes equity awards, 401k match, as well as other region-specific health and wellness benefits.