People Business Partner

About the Role

You'll spend much of your time helping managers tackle the things that make leading people hard: giving clear feedback, addressing performance early, navigating change, building effective teams, and making good decisions when the answer isn't obvious. We don't expect you to have a playbook for everything. We do expect you to be curious, use good judgment, ask the right questions, and be comfortable forming a point of view. We're looking for a People Business Partner / Senior People Business Partner to join our Regional HRBP team and support managers across North America. Our Regional HRBP model is new, so you'll also help us build it. You'll work closely with Functional HRBPs and partners across the People team, learning from what you see on the ground and helping us create better, simpler ways of working as we grow. You'll report to the Director, Regional HR Business Partners.

What You'll Do

Coach managers. Help managers work through performance, feedback, development, conflict, team dynamics, and difficult people decisions. The goal isn't to solve everything for them, it's to help them become better managers.

Get underneath the problem. What first lands as a performance issue might actually be unclear expectations, a struggling manager, a team dynamic, or something else entirely. You'll ask good questions, understand the context, and help determine what needs to happen next.

Handle complex people matters. You'll lead performance and employee relations work across North America, balancing good judgment, employee experience, business needs, consistency, and risk. You'll know what you can handle yourself and when to bring in Legal or another People partner.

Help teams perform better. You'll work with managers on team health, engagement, talent, performance, and change using both what you're hearing and what the data tells us.

Spot patterns. We don't want to solve the same problem five times without asking why it keeps happening. You'll connect dots across teams, use data where it helps, and bring emerging themes and risks to the right people.

Work closely with Functional HRBPs. They'll bring the broader functional and leadership context; you'll bring what you're seeing with managers, employees, and teams across the region. You'll work together without duplicating each other's roles.

Help us build. This is a new model and not everything will be perfectly defined on day one. You'll help us figure out what works, challenge what doesn't, and build approaches we can scale.

Look for a better way. We're interested in where technology, automation, and AI can remove repetitive work or help us make better decisions. You don't need to be an AI expert—we do want you to be curious and willing to experiment.

Skills We're Looking For

You've worked as a People/HR Business Partner, or in a role where you've coached managers and dealt with meaningful people and team challenges.

You have strong working knowledge of US employment practices. Experience supporting employees across multiple US states is strongly preferred; broader North American experience is a plus.

You're a strong manager coach. You can be supportive without simply agreeing, and you're comfortable saying the thing that needs to be said.

You have good judgment. When something messy lands, you can work out what matters, what the risks are, and what you'd recommend doing.

You're agile. Priorities change, organizations change, and sometimes the plan changes. You can adjust quickly and keep moving.

You're comfortable with ambiguity. You don't need every process or boundary defined before you can make progress.

You're interested in the business behind the people question. You want to understand what a team is trying to accomplish before deciding what good People support looks like.

You can work independently without operating in a silo. You know when to make the call, when to ask for another perspective, and when something needs to be escalated.

You notice patterns. You're interested not only in solving today's issue but in understanding why it's happening and whether we're seeing it elsewhere.

You're comfortable working across teams, functions, and time zones in a distributed company.

Bonus Skills

You don't need all of these, but we'd be particularly interested if:

You enjoy working with data and have used engagement, performance, attrition, workforce, or other People data to investigate a problem or challenge an assumption.

You've worked with or are interested in People analytics or visualization tools. You don't need to be an analyst—we care more about whether you're curious enough to ask the next question.

You're interested in AI and how it could change the way managers and People teams work.

You've helped build or improve something rather than only operating within an established model.

You've worked through a merger, integration, rapid growth, or significant organizational change.