Human Resources Business Partner

Role Overview seeking an experienced Principal HR Business Partner to provide additional strategic HRBP support across its businesses. The role will support executive leadership on organizational design, talent strategy, organizational effectiveness and recurring talent management processes. Important: This is NOT a traditional HR Generalist or employee relations position. The manager needs a strategic HR professional who is also highly hands-on, data-driven and capable of independently executing projects . The team is open to candidates at either the Principal or Staff HRBP level , depending on experience. Responsibilities can be adjusted based on the selected candidate's strengths and business needs. Daily Responsibilities Strategic HR Partnership: Partner with business leaders on organizational and talent priorities. Talent Management: Support midyear and year-end talent reviews, compensation cycles and organizational talent planning. Organizational Design: Support restructuring, role alignment, executive role scoping and organizational change initiatives. Organizational Effectiveness: Analyze spans of control, management layers, workforce composition and organizational structures. Data Analysis: Work directly with HR and business data to identify insights and recommend improvements. Project Execution: Own HR initiatives, coordinate stakeholders, manage timelines and drive deliverables to completion. Executive Collaboration: Communicate with senior leadership and support strategic decision-making. Change Management: Help implement organizational changes and ensure effective communication and execution. Key Clarification: This is a flexible HRBP capacity role, not a position dedicated to one specific project. The contractor may support different HR initiatives depending on business priorities. Must-Haves Strong HR Business Partner experience , preferably supporting senior leaders or executives. Experience beyond traditional HR generalist responsibilities. Strong organizational design, talent strategy or organizational effectiveness experience. High data fluency with the ability to independently analyze HR and workforce data. Hands-on execution experience — must be comfortable doing the actual work, not just advising leadership. Strong project management, organization and stakeholder management skills. Excellent written and verbal communication. Ability to navigate organizational change and work in a fast-paced environment. Strong business acumen and ability to communicate at the executive level. Proficiency with Excel, Google Sheets, Docs and Slides. Nice-to-Haves Experience in large technology or SaaS organizations. Background supporting Product, Engineering, Marketing or other technology functions. Experience leading organizational transformation or change initiatives. Previous ownership of cross-functional HR projects or programs. Familiarity with AI tools such as Claude, ChatGPT, Gemini or Copilot. Examples of using AI to improve productivity, analysis or HR workflows.