People & Culture Business Partner

Join The Creative Revolution At XR

At XR, we're transforming how advertising gets made, managed, and delivered. As the global leader in advertising operations, we help brands, agencies, and media companies manage every stage of the advertising lifecycle through a single platform that connects production, assets, rights, delivery, and analytics.

Join a collaborative team that's redefining the future of advertising. You'll work on meaningful challenges, help shape innovative products, and make a real impact for some of the world's leading brands. If you're passionate about advertising and technology and solving complex problems, we'd love to hear from you.

The Opportunity

We are seeking a high-autonomy, solution-oriented People & Culture Business Partner to join our People team. In this role, you will act as a trusted advisor to key business leaders while taking full ownership of your client groups. The ideal candidate thrives in a dynamic, fast-paced environment and possesses exceptional problem-solving skills—someone who can step into complex scenarios, diagnose root causes, and independently navigate toward scalable solutions.

This role requires a unique balance: you will drive high-level strategic people initiatives while comfortably rolling up your sleeves to manage critical operational, administrative, and office management responsibilities.

Responsibilities

Strategic Partnership & Autonomous Problem-Solving

• Strategic Alignment: Build deep cross-functional relationships with business unit leaders to understand operational goals and align talent strategies accordingly.
• Independent Problem Solving: Identify organizational bottlenecks, interpersonal challenges, and process gaps; autonomously develop and execute creative, end-to-end solutions.
• Workforce Planning: Partner with department leadership and Finance (FP&A) to forecast headcount needs, address skill gaps, and implement scalable workforce structures.
• Change Management: Lead and support organizational change initiatives, providing leadership coaching and actionable communication plans during business evolutions.

Operational, Administrative, & Site Execution

• Day-to-Day HR Operations: Directly manage operational workflows across the employee lifecycle, including onboarding execution, offboarding logistics, status changes, and system updates.
• Data Maintenance & HRIS: Maintain complete data integrity in our HR Systems (HRIS), generating routine reports, managing administrative documentation, and tracking HR metrics.
• Policy & General Inquiries: Serve as the primary point of contact for day-to-day employee and manager inquiries regarding policies, benefits execution, and leave administration.
• Office & Workplace Management: Oversee local office operations and facilities administration, serving as the primary point of contact for vendor relationships, office supplies, building management, health and safety protocols, and space planning to ensure a productive, welcoming physical environment for on-site and hybrid teams.
• Cal/OSHA & Workplace Safety: Lead site safety administration, including the local execution and maintenance of the Injury and Illness Prevention Program (IIPP) and Workplace Violence Prevention Plan (WVPP).

Talent Management & Culture

• Performance Enablement: Drive continuous performance management frameworks, goal setting (OKRs/KPIs), and talent reviews across supported client groups.
• Career Pathways & Succession: Identify high-potential talent, design development strategies, and assist leaders with succession planning.
• Employee Retention & Engagement: Analyze employee feedback (surveys, exit interviews, touchpoints) to implement impactful retention strategies and foster an inclusive culture.

Employee Relations & Compliance

• Advisory & Resolution: Provide objective coaching and independently investigate complex employee relations issues, performance plans, and policy interpretations.
• Compliance & Best Practices: Ensure employment practices adhere to relevant labor laws, industry standards, and internal corporate guidelines across regions.
• California Labor Compliance: Ensure local practices comply with California Labor Code, FEHA, and wage-and-hour laws (exempt/non-exempt classifications, meal/rest breaks, final pay timing).
• Other responsibilities as assigned by management