People Business Partner

About the Role The People Business Partner is a hands‑on people leader responsible for improving manager quality, strengthening employee experience, and ensuring people programs land effectively in the business. This role combines core people partnering, manager coaching, learning and development, and engagement execution into a single accountable owner – someone who operates in the business, coaches managers in real time, and brings structure, clarity, and consistency to how managers lead their teams. This is not a traditional HRBP role and not a standalone program role. It requires strong judgment, comfort with ambiguity, and the ability to coach leaders through difficult conversations – success depends on influence and execution, not policy enforcement. This role is based onsite in New Orleans to ensure proximity, trust, and speed of execution, and reports directly to the Senior Director, People Strategy & Development. What You’ll Do Coach managers on performance, feedback, and accountability to strengthen leadership and decision‑making. Support assigned teams through employee relations, performance management, and organizational transitions. Collaborate with People Ops, Legal, and Rewards to ensure compliance while owning the local manager experience. Facilitate workshops and coaching forums focused on developing core leadership skills and consistency. Translate team development needs into measurable learning solutions that improve manager outcomes. Lead end‑to‑end employee engagement, from survey design to action planning for lasting change. Drive people initiatives from planning to measurement, ensuring accountability and structured delivery. Continuously simplify people processes to reduce friction for managers and employees. Identify effectiveness patterns and proactively close manager gaps through targeted coaching. What We’re Looking For 7+ years in people partnering, manager development, or L&D roles. Proven experience coaching leaders through complex people issues and influencing behavior. Strong project management skills with a focus on end‑to‑end execution. Adept at navigating ambiguity with sound, principles‑based judgment. Excellent facilitation, communication, and relationship‑building abilities. Onsite leadership experience preferred. Core Competencies Coach and developer — invests in manager growth through direct, real‑time coaching rather than theoretical frameworks High judgment — makes sound people decisions without a clear policy to lean on, and can explain the principles behind them Radical candor — comfortable giving direct feedback and pushing back on leaders, including senior ones Future‑focused — brings a forward‑looking lens on how work, teams, and talent will evolve, including the impact of AI on organizational design Data‑informed — uses engagement data and workforce insight to build a compelling case for action, and follows through until it lands Benefits Copado offers a comprehensive benefits package, which includes: Competitive salary and performance‑based bonuses. Comprehensive health, dental, and vision insurance. 401(k) Plan Paid Time Off Wellness Perks Equal Employment Opportunity Copado is an Equal Employment Opportunity and affirmative action employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. Copado does not accept unsolicited headhunter and agency resumes. Copado will not pay any third‑party agency or company that does not have a signed agreement with Copado. #J-18808-Ljbffr