Senior People Business Partner

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Senior People Business Partner based in the United States. We are seeking a strategic, business-minded Senior People Business Partner to support the Customer organization and help leaders build high-performing, engaged, and scalable teams. In this role, you will serve as a trusted advisor to senior leaders and managers, shaping people strategies that align workforce decisions with business priorities. You will lead organizational design, workforce planning, succession planning, talent calibration, and change management initiatives in a dynamic technology environment. Using workforce analytics and engagement data, you will identify emerging challenges, develop actionable recommendations, and strengthen employee performance and retention. You will also oversee complex employee relations matters, promote fair and consistent practices, and guide leaders through sensitive people decisions. This remote opportunity combines strategic influence with hands‑on execution, offering meaningful visibility, cross-functional collaboration, and the chance to mentor other HR professionals while helping the organization grow. Accountabilities Embed within the Customer organization, participating in leadership meetings, business planning, and performance reviews to ensure people strategy informs business decisions. Own the strategic HR partnership for the assigned function, understanding its goals, operating metrics, workforce needs, and organizational challenges. Collaborate with leaders to develop and execute workforce plans, organizational design strategies, succession plans, and long-term talent priorities. Advise executives, directors, and front‑line managers on team structure, leadership effectiveness, employee performance, development, and people‑related decisions. Identify employee relations and performance trends across teams, developing proactive, values‑aligned interventions that address root causes before issues escalates. Lead complex organizational change initiatives, including business transformation, rapid scaling, restructuring, and changes to team structures and operating models. Facilitate talent reviews, talent calibration, and promotion discussions, ensuring decisions are consistent, well‑supported, and aligned with employee growth and development goals. Review employee engagement results with leaders and managers, establish actionable improvement plans, and monitor progress through completion. Lead complex employee relations cases, including investigations, recommendations, and terminations, while prioritizing fairness, confidentiality, risk mitigation, and sound judgment. Analyze workforce trends, HRIS metrics, engagement data, and retention indicators to develop evidence‑based recommendations and measurable action plans. Build business cases for people initiatives using relevant financial and operational metrics, communicating insights in ways that support informed decision‑making. Use AI tools responsibly in day‑to‑day HR work, helping establish appropriate policies, privacy safeguards, and ethical practices for their use in people‑related processes. Partner with Learning and Development to identify capability gaps, strengthen employee development, and create scalable learning initiatives. Mentor and coach associate‑and‑mid‑level People Business Partners, sharing best practices in employee relations, stakeholder advisory, project delivery, and evidence‑based decision‑making. Lead organization‑wide employee relations, performance management, and cross‑functional people projects, ensuring initiatives are implemented effectively and embedded into everyday operations. Collaborate with Talent Acquisition, Total Rewards, Benefits, Legal, Learning and Development, and other HR teams to deliver integrated people solutions. Requirements: At least 6 years of progressive HR experience, including 4 or more years as an HR Business Partner or in an equivalent role supporting a technology or SaaS organization. Demonstrated experience partnering with department leaders on workforce planning, organizational design, succession planning, and broader talent strategy. Strong ability to advise senior leaders, from directors to executive‑level stakeholders, on organizational effectiveness, team design, leadership decisions, and workforce development. Proven experience leading leaders through significant organizational change, including business transformation, rapid growth, restructuring, or operating model changes. Experience managing complex performance management cases and developing repeatable frameworks, tools, and processes for other HR partners and managers. Experience facilitating talent and promotion calibration, supporting succession planning, and reinforcing employee growth and development practices. Deep employee relations expertise, including leading complex investigations, recommending outcomes, and managing termination decisions with a focus on fairness, risk management, and organizational values. Strong analytical capabilities, with experience interpreting engagement surveys, workforce metrics, and HRIS data to build business cases and deliver measurable action plans. Experience mentoring or coaching other HR professionals and strengthening the capabilities of colleagues across the People function. Hands‑on experience using AI tools, supported by sound judgment regarding data privacy, policy requirements, confidentiality, and ethical risks. Excellent written and verbal communication skills, discretion in handling confidential information, and the ability to balance empathy with candid, evidence‑based advice. Strong stakeholder management, critical thinking, and problem‑solving skills, with the ability to navigate ambiguity, manage competing priorities, and influence decisions under pressure. Preferred Qualifications: Experience supporting Customer Success, Customer Support, Services, or Sales organizations. Familiarity with HiBob or a similar HR information system, as well as Google Workspace. Experience supporting international teams, global mobility initiatives, engagement survey action planning, or high‑growth and private‑equity‑backed organizations. Professional HR certification, such as SHRM‑CP, SHRM‑SCP, PHR, or SPHR. Benefits: Base salary: $105,000–$120,000 USD, with actual compensation determined by skills, experience, certifications, and work location. Performance‑based compensation: Potential eligibility for performance bonuses and other applicable incentive compensation plans. Comprehensive benefits: Access to a range of employee benefits and wellness programs. Remote flexibility: A remote position based in the United States. Career development: Opportunities to mentor other HR professionals, influence organizational strategy, and contribute to cross‑functional initiatives. Strategic impact: The opportunity to shape workforce strategy, improve employee experiences, and strengthen leadership effectiveness within a technology‑driven organization. Collaborative culture: Work alongside People Business Partners and shared services teams in an environment that values accountability, empathy, evidence‑based decisions, and collective success. #J-18808-Ljbffr Logoslabs